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A dedicated recruitment consultant will collect a summary of relevant information including location, size of the centre, breakdown of rooms, which room the role is in, number of children in the room, number and specific qualifications of other staff within the room, key attractions of the role, any specific challenges associated with the position or the centre.
ELP’s practice includes onsite centre visits to ensure the quality and safety of the centres we align ourselves with. It also allows us to be armed with the ability to explain the centre environment and team culture to potential staff, while developing professional working relationships with the on-site staff members.
Our in-house Recruitment Management System enables our team to conduct quick, efficient and specific searches of our candidate database according to your criteria.
We utilise a variety of mediums to communicate your role to suitable talent. These may include radio, University fairs, TAFE presentations, private college presentations, industry mapping, headhunting, email and SMS marketing campaigns, and job advertisements to multiple job boards.
An initial telephone screen is the first evaluation of suitability, gauging communication skills, work experience and future career goals.
Our in-house Recruitment Management System enables our team to conduct quick, efficient and specific searches of our candidate database according to your criteria.
We conduct in-person or digital Zoom interviews with all potential talent. ELP’s consultants are well trained in behaviour-based interview techniques, understanding the candidate’s goals and motivations, and reading how they might fit within our high-quality client centres.
As leading industry specialist, the team at ELP keep abreast of regulations, market salary information, recruitment hiring techniques and other salient information. This equips us, our candidates and our clients with the latest knowledge.
All candidates are required to provide the reference details for two previous employment references, 100 points of ID, the relevant proof of qualifications and background information. These checks are mandatory and conducted without exception.
ELP make it our goal to advise all unsuccessful candidates of the outcome of their application via phone or email at various stages of the recruitment process. Where possible, ELP provide constructive feedback.
ELP will forward a suitable shortlist of resumes to our client, accompanied by qualifications, background checks, references, desired role, salary expectations and suitability to the role.
ELP’s Consultant will liaise with our client in relation to the candidate’s previous roles, reasons for leaving past roles, salary expectations, desired role, communication skills, interview performance and suitability for the role vacant.
Your ELP Consultant will co-ordinate suitable times for candidates to be introduced to clients and provide the candidate with an overview of the interview process and preparation.
ELP advocates second interviews or trial days to ensure the right fit.
Transparent lines of communication with both candidates and clients include constructive feedback.
With the client’s direction, ELP proceeds to make the success incumbent a verbal offer. Upon acceptance, the candidate’s personal information will be forwarded to the client to generate a formal letter of offer and employment contract.
As outlined in the letter of offer and acceptance, the candidate will be engaged by the client centre. An induction process will be commenced.
The ELP team will be in contact with both parties throughout their 3-month probation period to ensure that both parties are happy.
