recruitment

Mojo specialise in permanent and executive recruitment and strive to always place the best people in your business using our thorough recruitment process.

1. Organisational analysis

Firstly, we take the time to understand your business, which means getting to know the people and the way you do things.

2. Role Profiling

Once we have identified the key purpose of the position, and the role it plays in your workplace, we begin to outline the duties, responsibilities and objectives of the role. We also identify the essential and desired requirements of the role, like qualifications and experience, to enable us to create an accurate position description.

3. Advertising

If the decision is made to advertise, Mojo takes care of this by drafting eye-catching ads and placing them in both print and internet based media.

4. Handling of Response

We are committed to keeping all clients informed throughout the recruitment process in a professional and timely manner. Mojo also respects the privacy and sensitive nature of the applications and ensures that confidentiality is assured at all times.

5. ShortList & First Interviews

Mojo will screen all applications to create a shortlist of those who are best suited to the position. First round interviews will then take place using a behavioural interviewing technique where an indicator of future performance is based on past performance.

6. Candidate Assessment

After the candidates have been interviewed, they will undergo a skills assessment which may also include psychometric testing.

7. Reference checking

Mojo' s policy is to complete 2 work-related reference checks on each short-listed candidate prior to handover. This ensures that the profile that has been determined through interview and assessment is accurate.

8. Recommendation and report

A report is presented on the recommended candidate(s) including skills assessments, reference checks and Mojo's recommendation. Final interviews with the client will be scheduled.

9. Final Interview

Client meets the recommended candidate(s). On occasion this may involve role plays, scenarios and presentations. Mojo can assist in the preparation and/or facilitation of such exercises.

10. Job Offer, Salary and Contractual Negotiations.

Mojo can assist with this function as required.

11. Induction discussions

These are held prior to the candidate commencing work to ensure that they can start to make an impact as soon as possible. Mojo is able to work with the client and even facilitate the induction process to ensure a thorough and easy transition.

12. Follow up

Successful candidates are followed-up over the first 3 months to ensure their transition into the client organisation is as effective and efficient as possible, and the candidate's productivity is maximised.