Our Recruitment Methodologies

Searching  our International Database of Candidates

We attract a large number of health professionals onto our database through our website, through regular and high profile advertising and through referrals by friends and colleagues as a result of our outstanding service as well as through our own sourcing strategies. Initially Geneva Healthcare’s screening comes from this comprehensive international database of highly skilled professionals seeking employment.

Screening of Candidates

Initial response and screening of candidates is managed by phone, email or through registration on our website. We ascertain current employment, previous experience, qualifications and reasons for leaving/commitment to changing jobs. Once this key information has been gathered, Geneva Healthcare Recruitment Consultants are quickly and expertly able to make a decision as to whether the candidate has the skills required by our clients and whether they will be eligible for professional registration.

Interviewing of  Candidates

After the initial interview, a second more in-depth interview is performed – either face to face or again over the telephone. This is a combination of behavioural based and clinical questions related to the position applied for.

Along with their work details we also discuss at length the candidates’ reasons for wanting to travel to Australia (if they are from overseas), their understanding of the country and our clients’ culture, some of the differences in their area of work and their specific lifestyle requirements.

This part of our service has been perceived as highly valuable by our clients and potentially offers a huge time saving benefit to you. For local candidates, Geneva Healthcare utilises behavioural-based interview techniques in a structured format. This technique is consistent with EEO principles to target best-suited criteria (competencies) for each position.

Verbal Reference Checking

All candidates put forward are verbally reference checked at least twice and it is a company standard that they are both from current and/or previous direct employers and from management or senior positions. Colleagues, peers or friends are not accepted unless the client specifically wishes these to be added to the process, and referees must be contacted in their place of employment.

Honesty, integrity, flexibility, clinical competence, aptitude to learn, energy, output and deadline adherence are only some of the areas we explore. The basic rationale for using references in the recruitment composite is to confirm past behaviour, which is known to be one of the best indicators for future behaviour. When used in isolation verbal references can be subject to bias perceptions or general unwillingness to be critical by previous employers. In order to overcome such issues as these we prepare targeted questions relating to specific competencies and discuss these with referees.

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