THE BENEFIT OF USING ABACUS RECRUITMENT


Advertisements can waste your money, time and effort

We save you a lot of money, time and effort by not placing your own ads. By placing your own ads, you have to spend a lot of money and receive hundreds of responses from unqualified candidates. Then you have to sift through these responses. These candidates are not necessarily the best candidates around, as most individuals who are scouting the “want ads” have either been fired, laid off or have quitted. By making use of our services, you receive only recruited candidates, in other words top performers who do not usually respond to ads.

You don’t have to go through hundreds of CV’s, as we only send you the best candidates available. Your telephone lines and e-mails won’t be blocked with responses and your workload would be significantly less. The only time you need to spend is 45 minutes to an hour with one or two hand-selected candidates that we have recruited for you.

HR departments are not IT or recruiting specialists:

Usually the Human Resources departments are not specialists in IT and therefore don’t always see the potential a candidate can hold for your company. They only match the skills set they received from management to the CV and if there is not a 100% match they throw the candidate out, whilst the candidate could have the potential for the position. They are also pressured for time as they have many other responsibilities and can sometimes not spend quality time on acquiring the right or best candidate. We are specialists in our field and spend 100% of our time on finding the perfect candidates.

In-depth Interview:

We conduct intensive initial interviews and thereby sift through the candidates, saving you a lot of time. By interviewing our candidates, we not only assess their skills, but can also determine what kind of culture or personalities they will tie in with. We receive information that is not on their CV’s as these only contain information the candidates want their prospective employees to see.

The following information is not on a CV and can be incorporated into an interview:
  • Real reasons for leaving;
  • Image;
  • Verbal presentation;
  • Communication style;
  • Strength of character; and
  • Current social environment.


    • This kind of information is crucial in selecting the best candidate for the job, as technical skill is not the only determining factor.

    Detailed information in CV’s:

    Our CV’s are of very high quality and are designed to make it easy for you to get a good reflection of the candidate’s abilities. We focus on giving as much relevant detail as possible to make sure you obtain the information you require.

    Reference check

    We character reference and skills reference all of our candidates, by contacting previous or current managers or supervisors that we’ve selected. This ensures that we can confirm that they have an unmarked track record and we can also inform you of what the candidate’s strengths and weaknesses in the working environment are.

    Our reference checks run deep. We go way beyond scratching the surface. Many times we discover things you might never uncover until the candidate is wedged into the position. We consider it our job to protect your corporate interests.

    Counteroffer / Fear of change:

    Especially in our skills shortage market we find that when employing a new employee, there are always various factors that can influence the success of the process. One is counteroffer. It has happened time and again that their previous employers with a salary increase, more responsibility, etc counteroffer employees. We can prevent this from happening by double-checking their real reason for leaving from the start. We stay clear from candidates who want to leave due to ungrounded salary dissatisfaction, as these candidates are most likely to accept counteroffers if it occurs.

    Because we act as the intermediary, we are aware of obstacles that may arise from both sides. The candidate might not feel he/she has the freedom to discuss certain things with his new employee, such as the fear of change. It is human nature for a candidate to become scared and uncertain to whether he/she is making the right decision. We can prepare and support them for these feelings and can prevent their over emotionalism to complicate the process. Or if the company has any concerns about the candidate that they do not want to take up with him/her directly, we can act as a mediator in resolving these issues.

    Salary check:

    We can assess whether a candidate’s salary expectations are too high and can deal with it early in the process. Our point of view is that candidates should not make a decision based on the salary on offer, but on what the opportunity can mean for their career. This can save a lot of time by not going through the whole process up to the end with the candidate and then he/she does not want to accept the offer because they think it is too low. This way we can assure a 90% chance that the candidate will accept your offer.

    Extending the offer:

    We advise you to extend your offers to the candidate through us. This way we can assure that both parties’ needs are satisfied.

    At the time of an offer, this is an emotional moment of truth for any professional, hidden objections often surface. Candidates are more likely to relay those objections or desires to us rather than to a potential employer. We will relay that feedback to you. This enables you to construct an offer that will be accepted by the candidate. No one likes to extend offers that are not accepted. We test the offer before it is finalised. We test the offer lower than the amount given to us. We are in a business of bringing candidates and employers together. We do this every day.

    We use a system that:
    1. Works most effectively for the client; and
    2. Is most payroll efficient for the client.

    We have proven results to show that our success ratio is consistently higher when an offer is extended through us.

    Our guarantee period:

    We offer a guarantee period of 90 days from the date when the candidate starts with you. This period protects both the client and candidate when a wrong choice has been made. If, during the guarantee period, it becomes clear that the candidate-client fit is unsuccessful, we first try and resolve the problem. If incompatible, we replace the candidate free of charge. This rarely happens as we try our utmost best to ensure a perfect match and constantly inquire whether both the you and candidate are happy. We want to build long-term relationships and not do business by once-off placements.

    Why are we unique?

    We’re not client driven, we’re candidate driven. We’re not in the business of finding people jobs. We are in the business of identifying only the strongest professionals for you.

    We are recruiters, not ad placers. Running ads attract “lookers”, not necessarily talent.

    We stay on the cutting edge of technical advancements in our field.