Fuse is highly experienced in sourcing, engaging and retaining skilled and unskilled permanent and temporary staff for our clients. Our proactive approaches to build and maintain a high quality candidate pool includes:

• Advertising (Online & Offline) – Comprehensive advertising within the key online job boards focused on the specific sector. This includes advertising on our website and any other suitable industry specific medium. Advertising can be co-branded or anonymous, depending on your requirements
• Advertising Packages – Our advertising packages ensure you're reaching and connecting with the best talent in the industry; not just those on the market. Data shows premium ads consistently return results well above the market performance of an ordinary job ad. Premium ads give you faster access to twice as many candidates; while reaching those hard to find candidates via a top spot in the job alert emails
• Job Alerts – Fuse drives job alerts to our database and online community, specifically targeting appropriately skilled candidates and candidates who are actively searching
• Pool Management – Fully integrated with all the leading candidate platforms, our reach extends well beyond our internal database. Our database, Bullhorn, is well advanced in proactively managing rosters and pre-qualified pools of candidate’s specific to function and performance. We are constantly resourcing and keeping in touch with our candidate pool. We communicate to the database by phone, text, email, and via social media channels. Our talent engagement platform ensures we are maximising engagement levels
• Social Media Recruitment – Utilising a range of social media platforms, including LinkedIn, Facebook and YouTube, Fuse can source and identify key talent both nationally and internationally. We introduced video job ads which are embedded across all compatible sites
• Networking – Fuse Consultants regularly attend networking events focused on their industry specialisation. They are expected to uphold weekly KPI's to attend personal networking events to improve brand and profile awareness
• Talent Mapping - Fuse can deliver a comprehensive analysis of available talent, with a view of both market and functional capability for our clients to assess, and potentially target, talent

Fuse Candidates are put through a rigorous assessment process, governed by our quality policy and Recruitment procedures.

• Telephone Screen – A comprehensive initial telephone pre-screen call to validate the potential candidate's work experience, their interest in the role and their alignment with the specific job criteria and requirements
• One-way Video Introduction - Utilising our video software, Spark Hire, candidates will be required to complete a one-way video interview asking a specific set of questions. Video introductions accompany candidate profiles and allow candidates to be presented to our clients visually before they come on-site
• Face to Face Video Interview – Conducted by one of the Fuse Account Team members, we will conduct a thorough face-to-face interview that will further assess potential candidates against the specific job description and task analysis. In addition, we will conduct other ‘soft skill’ assessments on areas such as personality and cultural fit for the business
• Candidate Qualification – Fuse will verify qualification and immigration/work rights status for all candidates. Fuse will facilitate all required criminal history checks as requested by the client
• Reference Checks – Fuse will conduct a minimum of two reference checks on all candidates before commencement. Reference checks are tailored to ensure the job specific tasks can be performed and Health and Safety procedures are always adhered to

To ensure a safe workplace for our temporary staff, Fuse conducts detailed Workplace Assessments.

Workplace assessments enable any potential workplaces risks to be identified and mitigated. After the successful screening, candidates follow a strict process to ensure continued OH&S compliance. This involves specific attention to training and induction requirements detailed below:

• Safety Induction – Fuse prides itself on providing a workforce that understands and embraces safe work practices, in addition to providing workers with a safe place to conduct their duties. To ensure workers understand safety before attending any client’s site, Fuse utilises an online, interactive Health and Safety platform called WorkPro. WorkPro offers high quality ‘off the shelf’ interactive multimedia modules in addition to fully customisable client-specific training modules. A full history of training results and modules completed is accessible and reportable anytime
• Company Induction – On top of our own safety and site induction we will ensure our workforce is 100% compliant on completing any required company induction program and keep the workforce updated by revisiting this on required re-induction

Employment Contracts:

As part of our overall recruitment process, we utilise an online electronic document management solution, called AdobeSign, to facilitate the signing of all relevant employment contracts with both clients and candidates. Fuse can easily incorporate any specific confidentiality clauses required within this process.

We believe open communication is critical to maintaining a safe, productive and engaged workforce. Once placed in a role, Fuse candidates are actively managed by our Account Management team. This ongoing Candidate Care program includes:

• Time Management – User-friendly online timesheet and/or clock management and payroll system for easy approval of workforce weekly hours by Line Managers. This can be assessed and implemented on a per-site basis
• Placement Follow Up – As part of the responsibilities of our Account Manager, regular interaction with our staff will be had to best support the effective management of our workforce from a performance, productivity and engagement point of view. In addition, and as part of the agreed KPI's, Fuse will also make more formal and structured contact with candidates on the day prior, day one, end of week one and monthly thereafter
• Performance Management – Fuse will contact Team Leaders at the same intervals as above to assess the performance and culture fit of placed candidates. In consultation with Team Leaders, Fuse will conduct a formal performance review with Fuse on-hired staff at 6-month intervals
• Quarterly Review – Fuse will meet with the client on a quarterly basis to report on agreed KPI's, assess the current recruitment strategy and to discuss ongoing performance matters
• Candidate Care – We service our candidates with good-will gestures, including personalised birthday and Christmas emails, to nourish the relationship