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Our recruitment process

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Early Learning Placements follows a thorough recruitment methodology for each and every position we recruit. This process is detailed with the aim to ensure that we gather the maximum information to deliver our clients the most suitable candidate within a rapid time frame. Our goal is to assist you to secure educational professionals to secure a role suitable to their educational qualifications, experience and values.

ELP’s experienced Recruitment Consultant will collect a brief summary of relevant information to enable us to conduct an initial search on your role. Information would include location of the centre, size of the centre, breakdown of rooms, which room the role is in, number of children in the room, number and specific qualifications of other staff within the room, key attractions of the role, any specific challenges associated with the position or the centre.

ELP’s practice includes onsite centre visits to ensure the quality of the centres we align ourselves with so that we can explain to potential staff members the centre environment, team culture, ensure that safety requirements are being met and to develop professional working relationships with the relevant staff members.  Additional information relating to the specifics of the role are also discussed.

ELP’s experienced recruitment team have an easy to use Recruitment Management System that enables staff to conduct quick, efficient and specific computer searches.  Specifics include yet are not limited to postcode, educational qualifications, years of experience, centre name, system experience, type of role required, salary expectations and preferred age groups.

ELP utilise a variety of advertising mediums to ensure we have a broad reach of accessing suitable talent within the market. These mediums include radio advertising, University Education Fares, TAFE presentations, private college presentations, industry mapping, headhunting, email and SMS marketing campaigns Via our Recruitment Management System, ELP Consultants are able to quickly and efficiently post job advertisements to multiple job boards.

ELP’s recruitment team conduct an initial telephone screen with all potentially suitable candidates.  This process contributes to measuring suitability to the role by evaluating communication skills, summary of past experiences and future career goals.

ELP make it our goal to advise all unsuccessful candidates the outcome of their application via phone or email.  Where possible, ELP provide constructive feedback to enable candidates to improve for their next job application.

ELP conduct face to face or for efficiency and ease of the candidate Skype interviews with all potential talent that we represent.  ELP’s consultants are well trained in behaviour based interview techniques, understanding the candidate’s goals, motivations to partner within our high quality client centres.

As industry specialist, the team at ELP keep abreast of industry and government regulations, market salary information, recruitment hiring techniques and general information.  This helps equip both our candidates and clients alike in being armed with the latest and most important information. 

Throughout the interview process, all candidates are required to provide the reference details for 2 previous employment references, 100 points of ID and the relevant background information. These checks are mandatory within both the industry and ELP’s process and is past on to the potential employer.

ELP make it our goal to advise all unsuccessful candidates the outcome of their application via phone or email.  Where possible, ELP provide constructive feedback to enable candidates to improve for their next job interview.

Only upon consultation with the candidate, ELP will forward suitable resumes to client centres.  The resumes are accompanied with the candidates qualifications, background checks, references, desired role, salary expectations and suitability to the role.

Upon receipt of the role, ELP’s Consultant will liaising with the client in relation to the candidates previous roles, reasons for leaving past roles, salary expectations, desired role, communication skills, interview performance and suitability towards the role and general consultant feedback.

The ELP Consultant will co-ordinate suitable times for candidates to be introduced to clients.  At this stage, the ELP Consultant will also provide the candidate with general background information and an overview of the interview process so that candidates are as best prepared as they can be for their interview.

ELP truly understand the importance of both candidate’s future career choices and clients hiring decisions.  It is vital that this is a mutually rewarding outcome and hence where possible, ELP high recommend second interviews or trial days. 

Throughout each step of process, ELP’s will keep open and honest lines of communication with both candidates and clients.  Constructive feedback only benefits both parties and is crucial in helping us to be the best we can be.

ELP make it our goal to advise all unsuccessful candidates the outcome of their application via phone or email.  Where possible, ELP provide constructive feedback to enable candidates to improve for their next job interview.

With the client centre’s direction, ELP will proceed to make the success incumbent a verbal offer.  Upon acceptance, with the candidates’ permission, the candidates personal information will be forwarded to the client enabling them to generate a formal letter of offer along with an employment contract.

As outlined in the letter of offer and acceptance, the candidate will be engaged by the client centre.  An induction process will be carried out and is crucial to both parties future success.

ELP’s Consulting team will be in contact with both parties throughout their probation period (the first 3 months) to ensure that both parties are happy.