1. RECRUITMENT PROCESS
Sunergeo Solutions advocates precision employment that works for the employee and the
employer to guarantee retention of all identified resources.

2. Step 1: CV Identification and Telephonic Screening
The telephonic interview is utilised to identify the candidates fit for our client’s vacancy and to
discuss the applicant’s requirements for their next career move.
Step 2: Targeted Selection Interview (Competency)
Why a Competency Based Targeted Selection Interview?
Competency-based (or behavioural) interviews are based on the premise that past behaviour is the
best predictor of future behaviour. We seek to obtain information about candidates past behaviour
in certain situations. Competency-based interviews are structured, with questions that relate
directly to the essential criteria and competencies required for the post. Research into recruitment
and selection methodology suggests that structured, competency based interviews can be one of
the most reliable and accurate forms of assessment.
A good interview should assess candidates against each essential criteria or competency- asking
questions about:
 Past behaviours and performance
 Learning from past behaviours
 Future adaptability to new post
 Knowledge and understanding of issues in relation to the post
CV
Identification
and Telephonic
Verification
Targeted
Selection
Interview
Company
Culture Fit
Assessment
Client
Selection
Interview
Formal Offer
Integrity
Selection
Process
Additional Client
Requirements
Integrity
Checks

3. What does the interview focus on?
The interviews will focus on five key areas to become successful in their next career choice.
 Energy: Consistently maintaining a high activity or productivity level; sustaining long
hours.
 Impact: Creating a good first impression, commanding attention and respect, showing an
air of confidence.
 Innovation: Generating creative solutions to work situations; trying different and novel
ways to deal with organizational problems and opportunities.
 Persuasiveness: Using appropriate interpersonal styles and communication methods to
gain acceptance of an idea, plan, activity or product from prospects and clientele.
 Resilience: Handling disappointment or rejection while maintaining effectiveness.
What to expect in the interview?
Competency-based interview questions are slightly different to the style you may be used to. They
will tend to focus on past situations and your behaviour in those situations. Questions are likely to
start with: "Please give me an example of when. . ." or "Please describe an occasion…" etc.
Objective of Targeted Selection Interview
 To gain a first impression of our applicant and allow him/her to understand the clients
vacancy requirements
 To introduce the Recruitment Process and the Career Opportunity
 Provide thorough client information to pre-empt questions
Step 3: Company Culture Fit Assessment – Shadowmatch
Shadowmatch is a smart system, built to improve the lives of people as individuals, employees,
employers and consultants. Research has shown that success is the match between the experience
and abilities of an individual and the task or job at hand in a given context or environment.
Objective of the Shadowmatch Assessment for our client
1. Make accurate placements
2. Reduce staff turnover
3. Reduce training time
4. Develop staff towards top performance
5. Empower managers
6. Create optimal teams
7. Scientific succession planning
8. Administrate employee development
9. Understand relationships
10. Understand poor performers
Objective of the shadowmatch assessment for our candidates

4. 1. Get to know yourself
2. Be more successful
3. Improve your relationships
4. Identify your development areas
The principal of Shadowmatch
With regards to businesses, Shadowmatch enables them to precision recruit new employees and to
develop new and current employees optimally for that specific environment.
Shadowmatch creates a benchmark profile or shadow of the behavioral habits of the top performers
doing the same job within a given environment. It then matches the habits of potential or current
employees against this profile.
Step 4: Integrity Checks
Background Screening known also as Integrity Checks, Suitability Checks and Probity Checks is the
process of looking up and authenticating various pieces of personal and confidential information on
an individual or an organization.
This information can then be used to verify whether the individual or organization is being truthful
and transparent about their credentials, and becomes a pro-active step in reducing risk can be taken
based on this information.
Background screening checks and verifications are often requested by employers on job candidates
for employment screening, especially on candidates seeking a position that requires high security or
a position of trust, such as in a school, hospital, financial institution, airport, and government.
These checks are often used by employers as a means of ascertaining a job applicant's academic
claims, character, and capabilities as per the job profile, and to identify potential hiring risks.
Sunergeo Solutions offers a wide variety of background checks that can be conducted on individuals
both in South Africa and internationally.

5. Verification of Matric (Grade 12) and tertiary qualification checks, criminal record checks, credit
checks, previous employment history and reference checks, and identity checks are some of the
most widely conducted background checks that are performed on individuals.
Other checks that can be conducted are driver’s license checks, vehicle accident history and
ownership, psychometric testing and skill assessments, membership to organizations and
associations, FAIS and sequestration.
Sunergeo Solutions also offers several checks that can be conducted against suppliers/vendors.
Sunergeo Solutions verifications are in line with legislation, requiring the signed consent of the
individual prior to the checks being conducted
Step 5: Client Selection Process
When Sunergeo Solutions are satisfied that we’ve selected the only the best, most suitable
candidates according to the job spec, we compile the CV’s for the client and we will also provide two
detailed reference to the client.
After confirming interview times with the company and candidates, Sunergeo Solutions prepare the
candidates for the interviews.
Sunergeo Solutions would provide them with the following:
 Directions to the client venue and parking instructions
 What to expect from the interview
 Skills practice also available to the candidate
Step 6: Additional Client Requirements
After each interview, Sunergeo Solutions will follow-up with the candidate and client to determine
how the interview went and whether both sides are interested to take the process further. Should
the candidate and company fit, Sunergeo Solutions would direct both parties to the next phase,
psychometric testing, medicals or the next applicable requirement in the client’s recruitment
process.
Should the candidate/s not be suitable, we would re-qualify the job specification and start the
process from the beginning and our candidate would also be re-qualified for other client vacancies.
Step 6: Formal Offer
Sunergeo Solutions will guide the candidates through the acceptance, signing of contract and
resignation phases. We check for counter offer and fear of change throughout the recruitment
process and will address it again at this phase.

6. Since Sunergeo Solutions is representing both the company and the candidate, we have a very good
indication of what the candidate would accept and what the client would like to offer. We then act
as mediator to ensure that both parties are happy with the offer and that wise choices have been
made.
Sunergeo Solutions have a 3 months guarantee period and in this period of time we have a stringent
follow-up process where we will contact the candidate’s we’ve placed for three months after
commencement date or longer to check that everything is in order. We follow the same follow-up
procedure with regards to our clients. Should there be any problems we will encourage the
candidate to take care of it by talking to management or any other necessary steps. If all else fails,
we will contact management ourselves and try to resolve the problems.
Sunergeo Solutions has a vested interest in both our clients and candidates personal experience
with our company, we strive to be everything a traditional recruitment agency cannot be.