1) CANDIDATE RESOURCING

Candidates are sourced from our comprehensive – yet always expanding – media advertising. We know where to advertise and present opportunities to our target candidates. Recently we have branched out into social media with our new Twitter feed via @OnCallJobs, as well as advertising on NottsTV with it’s now nationwide reach.

2) CANDIDATE SELECTION

After an initial two stage screening process, candidates who meet our exact requirements are invited to attend an interview at our Nottingham office. Those attending the interview are monitored from the moment they arrive – based on time of arrival, organisational skills and attitude towards the given tasks. Known to us as Door Stepping, this stage is key to the recruitment decisions we make.

3) APPLICATION FORM

Our prospective candidates are required to complete our application form at the time of interview to ensure it’s completion. We’ll then review the form and use it as an initial tool to establish:

4) ELIGIBILITY TO WORK IN THE UK

Prior to interview all of our candidates are asked to produce proof of eligibility to work in the UK in accordance with current legislation. A copy of all supporting documentation is then recorded as a true copy and maintained on the candidate’s file to ensure all due diligence has been completed for any prospective employee.

5) INTERVIEW

Our candidates are interviewed face to face by one of our fully trained, experienced consultants at our Nottingham office. In addition, On-call conduct further reviewing and checking of the completed application forms, with the interview being the final stage of identifying the candidate’s suitability for any role advertised.

The in-depth interview is used to evaluate the candidate’s skills, wants, needs and required income. It also includes an examination of their work history, covering any gaps in employment and an assessment of their availability for work. This type of interview provides an assurance of the candidate’s motivation and commitment to their placement. We pay particular attention to the reasons for leaving previous jobs and the individual’s expectations of both the position offered and their mid to long-term career aspirations.

6) TESTING

At On-call recruitment we test for various skill sets. These can include, but are not exhaustive to:

7) REFERENCING

All of our candidates are referenced prior to commencing a temporary assignment with On-call and a minimum of two years’ referencing is required prior to any assignment. We record referee contact details and all start and finish dates of previous employment whilst validating reasons for leaving. Educational references are also used. If suitable work references are not available, a character referee would be contacted who has known the candidate for a minimum of two years – usually a family doctor or a solicitor.