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OUR
RECRUITING PROCESS is designed to match our
clients' industry specific requirements with the abilities and
expectations of potential employees.
The procedure includes:
 A
careful review is conducted of the client's organizational
plan, job requirements, gross remuneration package, timing,
geographical location and special requirements. This ensures
that realistic and appropriate recruitment criteria are
established for each project.
Upon completion of an accurate profile, the project is assigned to a Renard team headed by a Team Leader who is familiar with the geographical area and the client job profile.
A multi-variable computer search is conducted for each position. With an active database of over 30,000 industry professionals located worldwide, candidates can be searched on by work history, styles of operations, languages and etc. Candidate career progression is constantly being tracked and files are updated on an ongoing basis. These candidates are categorized using a multifaceted career format.
 Dependent
on the specific requirements of our clients, a structured
recruitment process will take place which maintains the
confidentiality of our clients. This direct recruitment
process targets specific applicants who may meet our clients
requirements based on their geographical location and current employment.
In some instances, our clients' job openings may be posted on Renard International's
web site without disclosing the actual employer. Renard's web site is educational,
entertaining and informative and continuously draws industry professionals from around the world.
 A
Renard team assigned to a specific search, will review
all potential candidates identified through direct recruitment,
data search, specialized advertising or web postings.
Selected candidates are pre-screened to determine their
suitability for each position. This process may include
personal or pattern telephone interviews. Selected candidates
are then asked to complete a self evaluation tool referred
to as a S.E.F. The S.E.F. is an evaluative tool specifically
developed for our clients needs. Preliminary reference
checks may be conducted at the short list stage, prior
to the presentation of potential employees to our clients.
As the recruitment process continues, candidates are constantly
being evaluated with regard to their motivation, communication,
cooperation, professionalism and changes in employment
status.
A short list is presented to the client along with all supporting documentation which
may include factual resumes, S.E.F.'s, preliminary references and supporting material
and a statement or report as to why the candidate is suitable for the position.
After reviewing the short list, applicants will be scheduled for interviews. The
interview process will be coordinated by Renard, and where required, Renard will make
the necessary travel arrangements and assist in obtaining visas. At this stage, the
Team Leader will provide feedback to each party, constantly measuring the candidates
motivation and continued interest.
 Upon
completion of the interview stage, Renard may assist with
verbal offers of employment or formalized offers of employment.
Quite often, we become a party in the negotiation process
and will ensure that excellent candidates are not lost
due to an inadequate offer. As requested, we will coordinate
specialized testing which may include psychological, aptitude
or taste testing in the instance of culinary positions.
Renard International will take that extra step to provide value added service, keeping in mind that our mission is to assist our clients in meeting their profit objectives through intelligent and effective recruitment of key personnel.
Our service does not necessarily end with the hiring of the successful candidate.
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