Our Recruitment Process




We attract candidates through the following main sources:

  • Referrals from past and current candidates.
  • Regular advertising in a variety of professional magazines, national newspapers and the Internet.
  • Referrals through other consultancies who operate in geographical or technical areas outside our own.
  • Access to a sophisticated database which was developed specifically in order to keep up to date with active applicants.
  • Specialist search and selection methodologies.
  • Talent tracking through a market intelligence network.
  • Partnership with 3 networking partners for the sourcing of top calibre candidates.

The initial screening and interviewing of the potential candidates is imperative to the success of the project.

a. Screening

We utilise a comprehensive screening programme that has been specially developed by the organisation to ensure a consistent approach. All identified candidates will be screened telephonically using our coaching questioning methodologies. Based on the level of conversation, a discussion around salary expectations will be initiated at this stage in order to get clear indications and guidelines and to prevent any delay in the process should this candidate reach offer stage.

b. Interviewing

Our interviewing follows a 2-step interview process with one or more of our professional consultants. In requested cases, an assessment (personality profile test DISC profile) is completed, interpreted and discussed in order to provide comprehensive career management for all applicants, as well as the Senior Consultant providing insight into the current market.

Among other assessment tools, TPBG has patented The Ladder of Leadership Competencies©, which aids in pinpointing specific behavioural competencies required within a specified position and role. Attitudinal and behavioural assessments, such as the ladder, are very useful indicators of potential talent in terms of emotional intelligence and maturity required to work at a particular level.

As per our methodology outlined above, this assessment can either be included in the Recruitment fee charged, or billed separately over and above. This option gives the client the flexibility to utilise this assessment only for certain levels i.e. senior management. The effective utilisation of the Ladder of Leadership Competencies© behavioural assessment tool shall contribute to the success and level of professionalism within the total recruitment process. It is recommended that this assessment is only conducted with short listed candidates.

Upon completion of interviews and preparing the shortlist of successful candidates, CV's will be prepared in our format and presented to your Company.

Upon agreement of the interview shortlist, your company will engage with the selected candidates and conduct the relevant interviews. TPBG will liaise with all the candidates and set up the relevant interviews in terms of timing, venues and other logistics. Upon completion of the interviews, one of two things need to happen:

A full offer letter of employment with all relevant salary and benefit information to be sent to TPBG for presentation to the candidate. Should the candidate accept the offer, the signed documentation will be returned to your Company.



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