Matching Candidate to Vacancy
The protocol at Blue Lynx for matching candidates to vacancies is the most comprehensive in the industry. It is a protocol to which all Blue Lynx staff are required to adhere to before submitting a candidate's file to a client for consideration.
The Recruitment Consultants invest time and effort into identifying the right candidate for each job vacancy. The golden rule at Blue Lynx is that EVERY candidate submitted to a client has been previously interviewed, profiled and contacted by Blue Lynx. Substantiating this rule is that of getting to know our clients personally as well. It is the only way Blue Lynx is able to stand by its commitment to make perfect matches, and is an illustration of its dedication.
The steps involved in Blue Lynx's tried, tested and working protocol are:
1. Ensuring Full Understanding of the Vacancy – knowing our clients
Upon receipt of a vacancy the Recruitment Consultant assigned to the client will make contact to ensure that they have understood the vacancy as described, clarifying all aspects of the position in question. Preference is given to visiting the client on site in order to add to the knowledge the Recruitment Consultant will use in searching for and identifying a candidate. Secondly, where necessary, suggestions will be made regarding the job description and a clear idea will be gathered regarding the type of candidate that would best suit the team, department, company hiring.
2. CV Database Search – looking for a candidate
With the criteria specified above and the identification of key areas the Recruitment Consultant will start a search in Blue Lynx's bespoke database, a database which has three unique search engines. All of Blue Lynx's candidates have been entered into the database using tailor-made keywords. In cases where candidates are not found within Blue Lynx's database of more than 45,000 candidates, it does have access to external CV databases. Even candidates sourced outside of Blue Lynx's database are subject to the protocol and golden rule.
3. Profiles & Test Results – reviewing the possible candidates
Following a pre-selection of the candidates as described above, a further review is made of the selected individuals which considers the results of the interviewing Recruitment Consultants interview with the candidate, an appreciation of their character traits and where applicable, a review of any test results on file.
4. Brainstorming – gathering any additional information we have
Recruitment Consultants are further assisted by regular Brainstorming Forum sessions in which any additional knowledge, experience and opinions of fellow staff members are taken into consideration.
5. Candidate Contact & Discussion – double checking/assessment and pre-screening
Candidates are contacted regarding the position in question to confirm any possible changes in their situation, interest in the position, and where it has not yet taken place, to set up a pre-interview at Blue Lynx with a Recruitment Consultant
6. Submission of Candidates to Clients – doing their job
Only, and only after all the above mentioned steps have been completed, does a Recruitment Consultant forward a candidates CV and Profile to a client. Blue Lynx applies their protocol and golden rule to all of the areas it services, namely:Back