At Fluid Support Services, we value transparency and want to give our applicants a clear view of our hiring process. We work with specialised businesses and individuals across Australia, and unlike many other companies, we are not about high turnover rates or rapid hiring.
Instead, we focus on quality, selecting clients carefully and typically hiring one or two individuals each time a role opens. Below, we outline our comprehensive hiring process to help set your expectations as an applicant.
Week 1: Initial Screening
Once a job description has been confirmed and approved by the client, we post our job opportunities on platforms where we source applicants, including OnlineJobs.ph, LinkedIn, and primarily Facebook EA & VA Groups. The listing remains up for one week or until we reach our applicant pool limit, which is typically capped at 100 applications to manage quality and efficiency.
For example, in a recent job posting, we received over 170 applications within the first 24 hours.
Please note that only those who complied with our application instructions are entertained and become part of our initial pool of candidates.
Initial Screening Process
During initial screening, applications are assessed to see how well they meet the client’s specific requirements. This stage narrows down the candidate pool to the top 10 applicants, based on qualifications, experience, and the unique skills our clients require.
Week 2: Character Checks & Initial Interview
Our top 10 candidates undergo online background and character checks. This process includes reviewing job platform profiles, references from previous employers, tenure history, and social media presence to gain a full understanding of each applicant’s character.
At Fluid, we believe that personal and professional character are inseparable; a person’s integrity in one area reflects on the other.
This step helps us create a holistic profile of each candidate, from which our HR Manager selects the top 5 applicants to move forward.
Meeting You For The First Time
The top 5 candidates are invited for an initial interview. In this stage, our goal is to verify the information provided on the applications, CVs, and forms. We ask theoretical and situational questions to confirm that the character insights from the background check align with the applicants’ responses.
This interview also helps us gauge the applicants’ communication skills and problem-solving abilities, key qualities for meeting our clients’ needs. By the end of this process, we narrow the selection down to the top 3 applicants.
Week 3: Final Interview
The top 3 candidates participate in a final panel interview with the client, where the focus is on assessing each applicant’s fit within the client’s team or business needs. This step allows the client to make the final decision on who they feel is the best match for their requirements.
Applicants Who Pass
The selected candidate then moves on to onboarding and begins work with the client the following week.
Applicants Who Do Not Pass
Applicants who are not selected in the final interview are added to our “Fluid Priority Pool.” Being part of this priority pool means that they will not need to repeat the entire hiring process in the future; instead, they will advance directly to the final interview phase with any new client opportunities that arise.
Wrapping It Up
We hope this overview has provided you with valuable insights into our hiring process and the steps we take to ensure a thorough, fair, and transparent selection experience. If you have any further questions, please feel free to reach out via our contact page.
