Our core service at Moloney Search, and what we believe to be fundamental in successful graduate recruitment, is headhunting high calibre graduate talent.

Our headhunting is supported by a portfolio of other services to enable us to provide our clients with a fully comprehensive graduate recruitment service if required.

Headhunting

Stand alone recruitment

For many of our clients, we replace the traditional approach to graduate recruitment. By taking a detailed client brief and understanding the skills and requirements needed for the role, we are able to headhunt candidates that match this profile, directly from campus. Due to our extensive on-campus network, we can access the highest calibre graduates and tell them directly about opportunities. All candidates are interviewed face-to-face before we present them to the client.

Specific opportunities integrated with existing processes

We can also help out with positions that are difficult to fill through traditional methods. This might be due to a shortfall in graduates in a specific function or it may be to find a graduate with a specific skill requirement. In these instances we work alongside the client's existing processes and identify candidates for these niche roles.

Fast Track

Many organisations have started to introduce 'fast track' schemes aimed at a different type of graduate from their traditional intake. In order not to confuse the main recruitment message, we detail the benefits of the fast track programme to candidates who would not necessarily have responded to advertising.

Top-up

Many clients find that they do not attain their full hiring quota in the traditional graduate recruitment timetable.  As graduates worry about getting the best degree, many wait until after exams to look for work.  As a result some of the best candidates are still available after the academic year has ended. We work on behalf of clients to access this pool ensuring that they do not have to conduct a full recruitment process.

Assessment Centre design and management

Working with our occupational psychologists, we offer a full assessment centre design and management service that will effectively assess your candidates in a range of areas. 

Typical assessment centre exercises are as follows:

Group exercise – this involves looking at how individuals work as part of a group. The group is given a set of topics to discuss or a decision to reach and have an allotted period of time in which to do this. Candidates would be assigned roles and may have to negotiate with the wider group or achieve a particular outcome.

Fact Find - this exercise is designed to simulate an event where an individual may have to seek out information from another person by asking the right questions and picking up on clues from the information given.

Presentation - the candidate will be required to present on a topic either in a formal or informal environment.

Structured interview - this will be based on competencies and have a set of structured questions which the interviewer asks without probing or elaborating. This ensures consistency across the candidate group.

In tray - involves working from the contents of a 'typical' in-tray, which consists of letters, memos and notes for information.  Candidates are asked to deal with paperwork and make decisions, prioritising and balancing the volume of work against a tight schedule.

Report writing - asks candidates to write a report on a key topic for which they will be provided with a set of information. Candidates will need to structure the report effectively and include relevant information in order to answer the brief.

Psychometric Testing - A number of our consultants are qualified in the use of psychometric tests.  We can advise you on the appropriate tests to use as well as conduct the administration and scoring of these tests. The more commonly used tests are:

• Verbal reasoning
• Numerical reasoning
• Conceptual thinking
• Business simulation
• Personality questionnaires
• These tests can be carried out on-line, at our offices, on campus or at assessment centre.

Assessment centre management includes all the administration associated with running an assessment centre. This, depending on client requirements, might include all or some of the following:

• Organisation of venue and facilities (if not at client offices)
• Logistics, travel and accommodation for all attendees
• Provision of a lead assessor and secondary assessor(s)
• Provision of all assessment centre materials
• Reports and documentation on all candidates

Assessor training

Whilst many of the clients that we work with are accustomed to using assessment centres we do like to run training for three reasons: firstly to ensure a skill standard across all assessors, secondly to ensure familiarity with the bespoke materials and finally to agree standards for decision making.