At Tower we focus on the candidate's suitability for a particular position. Thus, a detailed job specification is obtained from our client at the outset of any recruitment project.

Suitability for a specific position is dependent on the skills and experience of a candidate. We use both competency based and targeted selection interviewing methods. By focusing on skills and experience we cut out the possibility of subjective views creeping in.

The following areas are explored with each candidate:

• Qualifications
• Specific Competencies and Skills
• General experience and track record
• Specific job related experience
• Overall suitability for the position
• Personality and attitudes

We rely on the inherent job requirements and competencies combined with the skills and experience that the candidate offers. In this way we are able to deliver the best available candidates.

At Tower we recognise the inherent dangers of poor candidate screening. We are also aware of the requirements of current labour legislation. We, therefore, take candidate screening very seriously and request that each client provide us with their minimum screening requirements. Checks that Tower performs can include:

• Education verification
• Reference checks
• Skills testing
• Credit clearances
• Criminal record checking
• Basic personality profile
• Full psychometric tests (upon request when relevant)
• Polygraph testing (upon request when relevant)

A combination of the above checks is done depending on the job content and client requirements. We always adhere to the requirements of labour legislation when conducting tests on candidates.

Tower maintains a database of several thousand candidates in all of its specialist areas. This database is national and is constantly being populated and updated by Tower's researchers and resourcers. Approximately 63% of our database comprises candidates from designated groups.