Français du Canada 
Procedures for Recruitment Mandates
Step 1: Sign the service contract with the client.
Before starting the recruitment process, ensure that the client signs a service contract outlining the terms of your collaboration. (this contract should be available on the Queenston Shared Drive and as a template)
Step 2: Request a job description.
Ask the client to provide a job description, or offer to create one for them if needed.
Step 3: Organize an online meeting with the client.
Schedule an online meeting with the client to discuss their personnel needs.
Step 4: Online meeting with the client and writing the job description.
During the meeting, have a detailed discussion with the client about their needs and collaboratively write the job description. The client should approve this description. If the client already has provided a job description, we meet to discuss the personality types we should look for, and what kind of person they want.
Step 5: Candidate search and interviews.
Begin the candidate search based on the job description. Conduct online interviews to screen qualified candidates. Provide the CVs of qualified candidates to the client, as well as meeting notes you took while talking to the client. Usually during the interview we are trying to determine:
- Qualifications
- Relevant work history
- Current Salary and Salary expectations
- Interest in pursuing the position.
Step 6: Client and candidate interviews.
Arrange interviews between the client and qualified candidates. Unless the client explicitly says so, someone from Queenston will be present to take notes.
Step 7: Negotiation and job offer.
Assist the client in formulating a job offer, if necessary. The client revises and signs the offer, which you then present to the candidate. If the offer is rejected, act as a mediator to facilitate an agreement.
Step 8: Start of employment.
Facilitate communication between the client and the candidate for the necessary onboarding steps.Usually we start stepping back at this point.
Step 9: Guarantee or refund.
Consider specifying in the service contract the terms of a guarantee or refund in case the employer terminates the candidate’s contract within 3 months of hiring. Check in with the candidate 1 or 2 months after the start date to mediate any issues that might arise.
This process serves as a good starting point for organizing personnel hiring. Be sure to further customize these steps based on the specific needs of your business and clients. Maintaining clear communication with the client throughout the process is crucial to ensure successful hiring.
Join Us
Queenston Membership Has Privledges
Stay up to date on all opportunities by joining our Queenston Membership Program.