Eyecon maintains a fair recruitment process and we advocate equal opportunities within our workplace. The people of Eyecon have made the company that exists today. Therefore we use our recruitment process to assess how candidates can contribute to creating a stronger team and providing new ideas. To achieve this level of assessment Eyecon utilises a number of techniques.
Our process consists of the following steps:
- Applications received and resumes reviewed to create a shortlist
- Shortlisted candidates are contacted via phone to confirm application details
- Candidates perform an online technical test in the area they will be employed
- Candidates perform an online behavioural test
- Initial on-site interview is conducted focusing on the candidates technical abilities and other relevant skills
- If relevant to the position: Onsite four hour practical test
- Second on-site interview is conducted to identify cultural fit, soft skills and any follow up technical questions
- Salary negotiation
- Reference checks are performed
- If needed: A follow up interview is conducted if discrepancies arise from the reference checks or further salary negotiations are required
- Employment Offer Letter sent to successful candidate
Situational requirements may change the order in which these steps occur. The candidate will be notified whether they are successful or unsuccessful between recruitment steps where necessary.
While this process may seem extensive, Eyecon is dedicated to maintaining the highly-skilled, friendly, team environment that currently exists, therefore assessing candidates on all levels, not just technical ability. If a candidate has particular time restraints relevant to completing the steps within Eyecon’s recruitment process, they should make this clear to the recruiter or directly to Eyecon when applying, or as soon as the situation arises.
So if you believe you have a high caliber of skill, can operate within working teams, and have something unique to offer send your application here.