Sheffield: 0114 383 0308 | Scunthorpe: 01724 846 906
Interviewing Process
Request a call back Provide us with your phone number and we'll call you!
A Name is required
A Name is required
A Phone number is required
Thank you. We have got your request. We will contact you as soon as possible.

Interviewing Process


Whether you’re looking to fill a single permanent position fast, or a large volume team of contract staff for an annual peak in business for example; picking the right people first time is essential.

At Authentic Recruitment we don't just find you the right people; we also work to ensure that your requirements are met with as little stress and as much efficiency as possible. As such we undertake a comprehensive CV evaluation, screening, interview and testing process to ensure that the candidates we put forward are the best people for the job.

What Recruitment Screening Process Do You Use?

On receipt of CVs a thorough investigation is made to ensure candidates' work dates correspond with their education, and question any gaps. Should the candidate's CV indicate numerous roles, the reasons for leaving are investigated in depth before moving onto the next stage.

Each candidate's right to work in the UK is confirmed, passports and/or NI numbers are checked and copies taken for identity purposes. Where appropriate, candidates are notified of the legal requirements for working in the UK and any doubt to their right to work is questioned thoroughly and offers of work rejected until proof is substantiated.

Every candidate is then interviewed by one of our recruitment team to complete a detailed application form that is stored on our internal database, confirming education, qualifications and previous positions.

What Candidate Selection Processes Do You Use?


Authentic Recruitment use the following interview, candidate testing, job reference obtaining procedures as part of our candidate selection processes.

Interviewing Procedures

Interviews are an essential part of the matching process and each candidate is assessed according to the following criteria:

  • Work history, including a detailed analysis of their typical day and week
  • Reasons for leaving jobs; past & present
  • Educational qualifications - copies are taken in line with requirements
  • Skills and abilities, which are confirmed; later under assessments
  • Strengths and weaknesses
  • General work ethic
  • Interpersonal skills
  • Achievements
  • Motivation and commitment
  • Available start dates and potential times for interviews

At the end of the interview process successful candidates also provide us with signed confirmation of whether or not they have a criminal record.

Potential vacancies are discussed in detail with relevant candidates to ensure that they have as much information as possible about your organisation and the job at hand.

Administration

In addition to sourcing, assessing and checking candidates, we also cover:

  • Contracts
  • Health & Safety guidelines
  • A medical questionnaire
  • The Working Time regulations
  • Diversity monitoring form
  • Emergency contact details

Candidate Testing

Skills testing and aptitude tests are performed by candidates, dependent upon the role, as part of their application process. (Further details can be provided on request.)

Candidate Aptitude Testing

References

Priority is given in the recruitment process to checking that candidates can deliver the skills and abilities they have declared and signed for. References are requested for a minimum of 3 years. In some cases, verbal references are obtained to speed up the process but these are always followed up in writing. Email is used frequently to ensure that referees respond promptly and to avoid delays.

Referees are asked to rate the individual on the following criteria:

  • Attendance / Time keeping
  • Honesty
  • Flexibility
  • Quality of work
  • Relationship within the team (if applicable)
  • Attitude towards management
  • Ability to work unsupervised
  • Number of sick days

Referees are also asked to add any other comments they believe to be relevant and to comment on whether they would employ the person again.