We Work For You
CONNECTING EMPLOYERS AND EMPLOYEES

With more than 20 years of direct experience in Administration, Office Support and Recruitment, we have a very good understanding of how the market works and what YOU the client needs.  We believe in developing relationships with clients to assist them to grow and achieve their objectives. Pro Stop Recruitment Services provides a service that is mutually beneficial to all parties and designs service offerings and customized costing that allows for this. We aim to make everything for the employer as simple and as streamlined as possible. As a client you will benefit from the efficiency and speed with which each assignment is handled.  

We understand that employees are the most important assets of any company, which is why we go to great lengths to find the right person for the right position and vice versa. Our approach to achieving this is a simple one – we treat people like individuals. We take a personal, down-to-earth approach and listen closely to your specific requirements, understand your business and culture and the market you operate in. All this is backed by the kind of professional, efficient and reliable service you’d expect.  Pro Stop Recruitment Services is an exempted Micro Enterprise with a Level 4 BEE Status  

Flexible Services For Your Business
PRO STOP RECRUITMENT SERVICES PROVIDES A TOTAL END TO END SOLUTION.

 

STAFFING SOLUTIONS 
We endeavor to take the risk out of the recruitment process for our clients. We source candidates through advertising in the relevant tried and tested methods, by word of mouth, social networking sites and where more complex assignments demand it, through research and headhunting. 

We can manage any or all of the following recruitment tasks for the client: 
•    Recruitment forecasting
•    Recruitment advertisement creation and placement
•    Application response
•    Large database of candidates available and a network to source any additional skills
•    Candidate sourcing programs (web crawling, internal recruitment, employee referrals, networking, social media, etc.)
•    Conducting & scheduling interviews
•    Screening, short listing and reference checking potential candidates (Credit and Criminal checks when required or requested)
•    Setting up of interviews
•    Compiling letters of appointment
•    Negotiating offers  

STATISTICS 

•    Only 20% of employees in any designated market sector are actively looking for jobs and responding to job advertisements.  
•    Of the remainder, 75% are passive job seekers – they are open to hearing about alternative career opportunities if presented by a professional intermediary through a proactive approach.  
•    Of this group, many are top achievers in their organizations. They are the people with the vision and skills to add a new dimension to the bottom line. They are the ‘high demand short supply’ people. They are the people you want! 

•    It takes a hiring company an average of  52 days to fill an open position. This means that for those 52 days, your company is losing productivity [and therefore profits]. We strive to find suitable candidates within a month, helping boost your productivity.
•    52% of hiring decision makers say passive candidate sourcing has been less effective for their company.  By allowing  us to actively source suitable candidate for you, the candidate pool will be more carefully refined. 
•    90% of recruiters believe that recruiting is candidate-driven. It’s a candidate’s world, you’re just living in it. It appears that this statement has NEVER been more accurate. The way we approach recruiting, from the first moment a candidate interacts with our brand all the way through to the offer letter from our clients, is extremely important. 
•    The use of social media for recruitment has grown 54% in the past 5 years.  We utilize this statistic, as most of our candidate searches and position advertising is done on various social media platforms, allowing for a greater pool of potential candidates

FREQUENTLY ASKED QUESTIONS 

1. How will Pro Stop Recruitment Services benefit my business? 
•    Reduced Time-to-Hire - measured from the date we receive the new role to the time when a candidate accepts a job offer.  We typically reduce the time it takes to recruit a new hire by 30-50%. Hiring good people faster and reducing downtime can substantially help productivity. 
•    Cost Reduction - the amount of cost reduction will depend on what recruitment model the client has used in the past and what type of new model they are implementing. If a client has solely relied on recruitment agencies in the past to fill all roles, then cost savings can be in the 30-50% range on a cost-per-hire basis. Clients moving from an in-house model to an outsourced model may not save as much, but they will achieve other benefits (i.e. reduced time-to-fill, scalability and flexibility, increased quality of hire).  
•    Quality of Hire - Pro Stop Recruitment Services has proprietary processes and assessment tools that ensure the optimal fit between the role, person and organizational culture. We start by creating a comprehensive job and person brief, we find talent from a wide range of sources (employee referrals, internet, job boards, networks etc.), and we conduct behavioral interviews, and reference checks to assess candidate fit and make the offer on behalf of the client. We also stand behind the quality of hires we place through offering extended guarantee periods for the period of the placement. This means if the person leaves within this period, we will replace them free of charge
  
2. Do we as the client retain control of the ultimate selection decision? 
•    Yes, we find and shortlist suitable candidates, but the client retains control of the hiring decision.  

 

3. What is RPO?  
Recruitment process outsourcing (RPO) is a specialty within recruiting where an external provider (i.e. Pro Stop Recruitment Services) acts as a company's internal recruitment function for a portion or all of its jobs. Typically the recruiters are deployed to the client's business premises on a fully outsourced, hybrid or project basis as follows: 
•    Fully Outsourced Basis: the client outsources all recruitment. The outsourced team manages end-to-end recruitment solutions for some or all roles across their business. 
•    Hybrid Basis: the client retains their own in-house recruitment team, however, they need a partner on an ongoing basis to manage the roles they cannot fill themselves. This may be caused by "peaks" of recruitment demand, technical complexity of the roles, lack of geographical coverage or performance issues within the internal team. 
•    Project Basis: the client engages an outsourced provider for a specific period of time to complete a start-to-finish recruitment project. The nature of the engagement is time bound and relates to a specific need, generally by the type of role and/or geography.