ALEXANDER PORTER PROFILE

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COMPANY PHILOSOPHY

Alexander Porter Pty Ltd provides high quality recruitment services to organisations seeking to engage professional Information Technology (IT) and Project Management (PM) staff. Alexander Porter aims to be a strong, enduring business based on:

• Deserving our customers’ trust and support

• Retaining their custom through commitment to service and by demonstrating diligence, competence and responsiveness

• Operating by robust processes which incorporate valid, effective methodologies

• Maintaining a culture of truthfulness, sincerity and consideration To support these goals, all staff commit to the continuous improvement of Alexander Porter’s business processes within the context of an informal improvement program.

RELATIONSHIP DRIVEN

We care about building lasting relationships, not quick transactions. Our permanent candidate placement success rate is well above industry average, reflective of our abilities and confidence in our work. Our pricing structure differs markedly to most recruitment firms, encouraging relationships not transactions. We offer flexible service options and reward you with significant discounts when engaged exclusively.

RECRUITMENT METHODOLOGY

Alexander Porter operates a rigorous HR valid selection methodology. Our methodology is centred on the development of a position specification comprised of prioritised relevant job competencies. Competency based selection criteria are agreed with the hiring manager, used as the basis of our assessment through multiple selection phases, form the major part of our candidate reports, and guide reference checking interviews. If interested, please request a copy of our 14 step recruitment workflow diagram highlighting our bespoke designed 8 Stage Quality Recruitment Methodology.

SCOPE AND DETAIL OF THE ASSIGNMENT

In compliance with our methodology and quality approach, a position description questionnaire is completed jointly with the hiring manager- generally in a face to face interview. Job competency based selection criteria are identified, negotiated and prioritised as part of this process. If no current position description exists, please request with our compliments a copy of our template Position Specification form which you may find useful in determining key aspects for this and future roles. Also in compliance with our methodology, written confirmation is forwarded to the client prior to commencement of any retained assignment, covering these areas among others:

• Scope of assignment and Selection criteria

• Resourcing strategy

• Advertising budget when relevant

• Costs and business terms Depending on client requirements the HR department may act as the primary interface, or may be copied on correspondence.

INTERVIEW PROCESS

Candidates are screened on job competency based relevant selection criteria. Our process is valid from an HR perspective, and fully compliant with equal opportunity requirements. Screening mechanisms include the following:

• Review of resumes

• Selection interviews

• Telephone screening of suitable candidates

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Interviews are focussed on relevant job competency areas. Consultants use behavioural questioning techniques. All Alexander Porter consultants are effective trained interviewers. If you would like to use internally our template Candidate Interview Notes form, simply call or email us.

REFERENCE CHECKING INTERVIEWS

Only short-listed candidates are reference checked. The number and type of reference interviews vary according to the seniority of the position. Face to face reference checking where possible.

PSYCHOLOGICAL ASSESSMENT

On client request we can administer or manage a range of psychological assessment tests through a variety of providers. Any incurred costs are charged to clients directly from the assessment provider without margin if they have been client approved for a specific assignment.

RESOURCING STRATEGY

We employ the following resourcing strategies in order of preference/effectiveness.

• Carefully targeted advertising EGN campaigns using either client logo or Alexander Porter logo for senior/executive roles. Advertising costs are charged to clients directly from our advertising agency without margin (must be client approved for a specific assignment)

• Search of our extensive candidate database and identified talent pool including email-outs to selected groups of candidates

• Internet advertising

• Direct contact/search activity using our extensive records and the personal networks of the consulting team and other professional networks and social networking mediums

CANDIDATE DATABASE

Alexander Porter keeps an accurate record on all job candidates who work primarily in the IT, and Project Management industries. The database is interrogated by sophisticated relational database systems, and by key word searches using free text retrieval systems. Search capability is outstanding. Alexander Porter's database has been bespoke designed incorporating selected features of a number of commercial packages whilst addressing a number of key failings often found in such packages that are designed to be generic enough to cater to all industries.

CANDIDATE CORRESPONDENCE

All candidates are responded to in a timely manner and kept informed at all times of the process of their application. Our consultants are all contactable via a direct number, not screened by a receptionist or serviced office provider. We are transparent, accountable and helpful were possible.

CANDIDATE REPORTS

Alexander Porter prepares a candidate profile for each suitably qualified applicant put forward. The major element of the report is based upon the prioritised job competencies initially agreed with the hiring manager. Sample Candidate Report is available on request.

Office Address

Level 10, 50 Market St Melbourne VIC 3000

Postal Address

PO Box 120 Hampton VIC 3188

Contact Details

(03) 9111 0070 1300 AP JOBS info@alexanderporter.com.au