The selection process takes place a number of times to gradually thin out the candidates that do not meet the requirements set at each stage. The first selection process, the sieve, the long listing, takes place based on the cvs alone. In any batch of cvs there will almost always be some that have been sent in that are not acceptable in any form.

Those candidates that pass the sieve are then interviewed by Proventure and a technical assessor, and thorough notes are taken. This information, along with candidate written information, is then used to inform the client decision making so that a shortlist of candidates to be interviewed can be created.

The shortlisted candidates are then interviewed by the client. By this time we will have received references and the candidates may have had assessments. There will now be a large amount of information available about each candidate.

Finally, the client/candidate interviews are made with Proventure providing a technical assessor, and an appointment is made at the end of the process.

Note that the client is kept abreast of any developments throughout this process. Proventure will provide information and expert advice based upon years of practice, but it is the client that decides which candidate should pass each stage of the selection process.

The candidate will also receive information at each stage. If the candidate fails at a particular stage, then they will be told why they failed, and how they could present themselves or expand their experience for another occasion.