Review of HR strategy, plans, training policies and the situation as regards testing of the labour market in Australia.

Detailing the specification of the position needing to be filled, including skills, knowledge and attributes needed by the candidate.

Writing the Job Description and Employee Specification

Constructing an Assignment Brief indicating recruitment strategy.     

An outcome of the engagement process is to team and distil the likely avenues of recruitment.

Avenues include:

	Accessing databases
	Networking and referrals
	Direct approach
	Advertising in the press and websites

Systematically reviewed in depth to identify objectively their competency and suitability.

Competency based behavioural interviewing and evidence is the emphasis.

References and qualifications are vetted and further inquiries are made.

Evaluation of:

	Motivation and commitment of the candidate to make change.
	Long term commitment of the candidate to the appointment.

Candidates screened that are considered suitable are short-listed. 

Ranking, comments and recommendations are made to assist the client decision on appointment.

Walk through of the assignment and decision on the next steps.

Advice on the job offer.

Advice on relocation aspects of the appointment. 

Documentation of brief.

Hallmark Consulting adheres to the Code of Conduct in its operations.