The S.E.L.E.C.T Framework™

Elite Experts, Every Time: The S.E.L.E.C.T Framework™ is our world-class hiring system, guiding everything from role definition to final offer.

Our precise, fair and efficient process guarantees top candidates perfectly matched to your organisation's needs.

At Project Partners, we’re making recruitment simpler, faster and fairer with The S.E.L.E.C.T Framework™.

The S.E.L.E.C.T Framework™ is a step-by-step approach that we’ve developed to find top candidates efficiently.

It’s the foundation for our internal recruitment tool, Hireo, which brings the S.E.L.E.C.T Framework™ to life through technology.

This site will guide you through the S.E.L.E.C.T Framework™ itself - the process that powers Hireo and helps us take the stress and uncertainty out of hiring.

While Hireo is a tool, the S.E.L.E.C.T Framework™ is the method behind it, the playbook that we follow to make sure we’re finding the best candidates for our clients.

In fact, before we built Hireo, we used to do this manually for every vacancy.

We’re excited to share it with you, both as a tool for our team and as a resource we can give to clients who want to improve their own hiring practices.

Here, you’ll learn about each step in the S.E.L.E.C.T Framework™, how it shapes our approach to recruitment and how it addresses common hiring challenges—like endless resume reviews, unconscious bias and high costs.

We’ll show you how the S.E.L.E.C.T Framework™ helps us create a fair and consistent hiring experience, using a combination of experience and technology.

Whether you’re part of our team or a client looking to refine your recruitment process, this guide is here to show you exactly how the S.E.L.E.C.T Framework™ works and why it’s so effective.

By following these principles, we’re able to create a hiring experience that’s fair, fast and built around finding the right people for your organisation.

The S.E.L.E.C.T Framework™

In this wiki, you’ll explore each step of the S.E.L.E.C.T Framework™, discover how our internal tool, Hireo, brings this methodology to life and learn how we tackle common recruitment challenges with efficiency and fairness.

Whether you’re a member of our team or a valued client, this guide will provide you with insights into how the S.E.L.E.C.T Framework™ can transform your hiring experience.

Join us as we break down the S.E.L.E.C.T Framework™ and show you how it empowers organisations to achieve their recruitment goals with clarity and confidence.

S : Specify

In the S : Specify stage of the S.E.L.E.C.T Framework™, precision and clarity form the cornerstones of effective recruitment. This stage is about defining and communicating the requirements and opportunities of a role to attract suitable candidates. By focusing on specific goals, detailed role specifications, and engaging adverts, organisations can streamline their hiring process and connect with the right talent.

• G.O.A.L : What does 100% look like for this role? We start by getting really clear on what success in the role looks like. This establishes clear recruitment objectives aligned with organisational strategy, ensuring every hiring effort supports both immediate needs and long-term goals.
• Profile : Crafting a detailed Job Specification This stage is about defining the job to a T. It provides a detailed blueprint of qualifications, skills, and experiences required, setting clear expectations and promoting consistency and fairness throughout the recruitment process.
• Attract : Creating an engaging Job Advert Finally we craft an engaging job advert that grabs the attention of the right candidates. This serves as the engaging public-facing aspect of recruitment, crafted to attract and inspire the right candidates with insights into the role, company culture, and key benefits.

Together, these components build a comprehensive approach to recruitment, aligning organisational needs with candidate potentials.

E : Engage

In the E : Engage stage of the S.E.L.E.C.T Framework™, we cover effectively engaging with the talent market involves leveraging three critical components: Portals, Socials, and Outreach. Used appropriately, they create a robust ecosystem that ensures your recruitment efforts resonate with the right candidates, wherever they may be.

• Portals : Why Job Portals Still Matter Job portals like LinkedIn and Indeed are your gateway to millions of potential candidates, offering unmatched visibility and reach. Pairing general platforms for volume with niche boards for precision ensures you find the perfect fit, faster.
• Socials : Swipe Right for your next Star Employee Social media brings your employer brand to life, letting you showcase culture and connect with talent where they’re already scrolling. By tailoring strategies on platforms like LinkedIn or Instagram, you can captivate the right audience and build lasting engagement.
• Outreach : Headhunting the modern way Outreach is your secret weapon for tapping into hidden talent, proactively reaching passive candidates with tailored, irresistible opportunities. Modern tools like LinkedIn InMail and personalised emails make connecting with top talent smarter and more impactful.

Integrating these components into your recruitment strategy, ensures you’re covering all the bases - attracting candidates to come to you and proactively reaching out to them.

L : Longlist

Now that applications are rolling in, we create a longlist by scoring candidates based on their skills. This initial screening is a two-step process: first, we match CVs to the job requirements and then we use specific questions to assess fit. This allows us to quickly identify candidates who meet the basic criteria.

E : Examine

In this stage, we dive deeper. We ask candidates to complete a video pre-screen, which helps us get a sense of their personality and communication skills. From there, we create a shortlist of the most promising candidates, ready for interviews.

C : Choose

This is where the face-to-face (or virtual) interviews happen. We invite shortlisted candidates for an interview to get a deeper understanding of their fit for the role. By this stage, we’re down to the best of the best, so these conversations focus on finding the perfect match.

T : Tender

The final step: making an offer. Once we’ve found the right person, we extend an offer and guide them through onboarding. We use the “what does 100% look like” to help onboard and set everyone up for success.