Matching Candidate to Vacancy

The Blue Lynx protocol for matching candidates to our clients vacancies is the most flexible we have ever come across. Our Recruitment Consultants send the time required to find the appropriate candidates for each job vacancy.

Blue Lynx Recruitment Consultants adhere to and apply stringent rules and guidelines during the whole recruitment process. All Blue Lynx staff are required to follow Blue Lynx procedure prior to submission of CVs and Profiles to clients for consideration.

1. Fully Qualify & Understand Client Briefing

On receiving a vacancy the Recruitment Consultant managing the clients account will qualify the job vacancy either by email, telephone or preferably meet with the client. Step-by-step the vacancy will be qualified clarifying all aspects of the job description that are not fully understand. Secondly the Consultant will also make suggestions when necessary any amendments that may be required.  In addition to the: general skills, languages, experience, educational requirements, soft skills, candidate profile and competencies required we take time to understand the "right fit" the type of  personality/character which would most fit in the: team, department, company.  

2. Search CV Databases

When all key areas have been identified, our Recruitment Consultants will commence a database search, based on specific criteria.  Blue Lynx has developed a tailor made database with three unique search engines to source and find suitable candidates. Currently there are 28,000 candidates registered in our database. All these candidates have been "keyworded" that is to say a tailor made keywording system is in place to search in an accurate and unique manner,

Blue Lynx can from time to time call upon external CV databases when we do not have an available candidate in our database.

3. Profiles & Test Results

When suitable candidates have been identified at this stage, a deeper consideration of the candidate will  take place. For example, checking a profile to discover the personality traits of a candidate, discussing the candidate with the Recruitment Consultant who performed the orientation interview and (where applicable) reviewing test results.

4. Brainstorming

An additional aid to our Recruitment Consultants is the Brainstorming Forum which takes place at each branch as often as is required. Our staff draws great benefits from brainstorming and drawing upon each others knowledge of candidates; which may not initially be revealed in our normal search procedures. This is also an opportunity to involve all staff members in searching for the perfect candidate for a client.

5. Contact & Discuss Vacancy with Qualifying Candidates

Blue Lynx cannot stress too heavily, that EVERY candidate submitted to a client for a position has been interviewed, profiled and contacted by Blue Lynx to discuss the job vacancy and the client profile. This is a Blue Lynx "Golden Rule". Failure to follow this step in the Recruitment process can result in a disciplinary procedures for any in-house staff member. Blue Lynx takes its responsibility and promise to both client and candidate very seriously and this step is NEVER overridden.

6. Submit Selected Qualified Candidate CVs to Client

Only when above steps have been taken does a Recruitment Consultant forward a CV and Candidate Profile to a client for consideration.