Extend your hiring team with scalable attraction, screening and interview-ready candidates
Keep control of final interviews and hiring decisions while ABL manages the high-volume work required to build a qualified candidate pipeline. We attract, review, screen, assess and coordinate candidates against criteria developed with your team.
Pre-Hire Screening is a flexible recruitment partnership for organizations that want to retain responsibility for final interviews, offers, onboarding and employee management, but need added capacity at the front end of the hiring process.
ABL acts as an extension of your internal HR or recruitment team. We can work from applications generated by ABL, resumes received by your organization, or a combination of both. Together, we define the role requirements, screening criteria, interview questions, assessments, scheduling process and the information your hiring team needs before meeting a candidate.
ABL can manage attraction and sourcing, resume review, telephone prescreens, video interviews, skills or qualification assessments and interview scheduling. Candidates who meet the agreed benchmark are advanced as qualified, interview-ready applicants. Your organization makes the final hiring decision and manages onboarding onto its payroll.
Move resume review, preliminary screening, candidate follow-up and scheduling off your team’s workload.
Establish consistent questions, minimum qualifications, assessments and success criteria for every candidate.
Adjust recruitment activity for high-volume projects, recurring hiring, expansion, seasonal demand or multi-location recruitment.
Your hiring team meets candidates who have already completed the agreed screening steps.
Your organization retains the final interview, selection, offer and onboarding decisions.
Confirm volumes, locations, timelines, role requirements, compensation, qualifications, screening questions, assessments, reporting and responsibilities.
ABL launches the attraction campaign or works from your applicant flow, then reviews, prescreens, interviews and administers agreed assessments.
Qualified candidates are presented or scheduled into your interview process. Both teams review outcomes and refine the workflow throughout the project.
Customer service representatives; call-centre agents; bilingual service and collections; sales; telemarketing; technical support. Capable of managing high-volume hiring classes.
Administrative assistants; data-entry; document processing; order desk; scheduling; accounts receivable; collections; coordinators.
Language assessment; defined skills testing; multi-region campaigns; client-specific interview and assessment benchmarks.
High-volume customer-contact and business-process operations.
Banking, finance, energy and service environments.
Administrative and customer-focused healthcare support.
Customer care and technical support environments.
Administrative and centralized business-support teams.
ABL attracted and screened candidates, administered an assessment and scheduled qualified applicants into a standing interview process. A shared scheduling document supported live updates. The program included bilingual recruitment across nine Canadian provinces, and 90% of candidates interviewed by the client were offered positions.
ABL advertised roles, reviewed resumes, prescreened applicants and booked qualified candidates into the hiring team’s schedule. The program supported customer service, collections, bilingual collections and telemarketing hiring, and 75% of candidates interviewed by the client were hired.
ABL worked with an internal HR team to support large hiring projects and difficult-to-fill bilingual and sales-experienced positions while the client team focused on final interviews and retention.
The model combines a one-time project fee with a per-interview fee for qualified candidates who complete an interview with your team. Scope, billing and terms are confirmed in the agreement.
Screening can include resume review, telephone prescreening, agreed questions, video interviews, language or skills assessments, availability and compensation confirmation, and qualification review.
Choose Pre-Hire when candidates will join your payroll directly and your organization will manage final interviews, offers, onboarding and employment.
Your organization does. ABL advances candidates who meet the agreed criteria; your team completes final interviews, selection, offers and onboarding.
Yes. ABL can screen resumes generated by your organization, candidates attracted by ABL, or a combined applicant pool.
Flexible people for peaks, projects, absences, seasonal demand and changing workloads.
Evaluate performance and fit while the associate works on ABL payroll before moving to your team.
Targeted permanent recruitment for professional, management, executive and specialized positions.
Place selected candidates directly on your payroll while the fee is billed over an agreed working period.
Need more recruitment capacity without giving up control of final hiring decisions? Tell us about the roles, hiring volume, locations, timeline and screening requirements. ABL will help design a structured Pre-Hire solution around your internal process.