ERG promotes partnered relationships by focusing on building long-term strategic relationships with both our clients and candidates.
A true partnership arrangement allows ERG to provide a Best Practice service where everyone will benefit.
We are a boutique company and this gives us the freedom to really get to know both our clients and candidates.
We will spend the time understanding what it is you are wanting in a job or what sort of candidate would suit your business perfectly.
Our Point of Difference
We believe the change to a wholly New Zealand owned business with the owners involved in the business on a day to day basis affords many benefits for our clients. Not the least of these benefits is having consistent long lasting relationships with people who can directly influence service delivery and quality unlike many of the larger international companies where consultants may be your only point of contact and who may regularly change.
To be able to provide a New Zealand wide service we have an affiliation with a service provide in Christchurch and we also remain affiliated with Chandler Macleod and act as their industrial representative in New Zealand supporting trans tasman preferred supplier agreements. This includes the use of their comprehensive and robust psychological assessments in our recruitment process.
ERG use a proven recruitment methodology based on a best fit model which has realised significant benefits for our clients. ERG offer clients a range of solutions to assist the “Recruit-Train-Retain” requirements focusing on the role of the people in delivering outcomes for clients, not merely the traditional ‘input’ focus of our industry.
The current worldwide talent shortage that is magnified in New Zealand due to our remoteness and size has highlighted the difficulties in selecting the right person for the job. This has become one of the greatest challenges in human resource management.
The recent global financial crisis and the anticipated influx of candidates coming from an increase in unemployment only exacerbate a problem for employers.
How do employers know that candidates will do what they say they can do?
How do organisations match people and roles by identifying the behaviours that produce success?
Competency based approach
The ERG recruitment methodology is built upon selecting the most appropriate candidates using competency based recruitment approaches that take account of both skills and experience and the fit (intelligence and temperament), which would ensure the suitability of candidates to a clients culture.
Psychometric assessments predict candidate success by measuring mental ability, aptitude and attitude. At ERG we take this one step further matching tests to needs.
We take into account the behavioural competencies required for the position and how candidates will fit in with your organisational culture and the rest of the team to ensure that you get the best person for the job.
We may utilise some form or level of psychometric assessment at all levels of employment, from labour hire to senior executives.
For permanent roles, psychometric assessment is optional as we appreciate some companies may have their own or existing assessments which have been mapped against their internal competency requirements.