RECRUITMENT
Recruitment Process services allows you to outsource what may be an intermittent need at lower cost to remove the administrative burden,
Leaving you with a selection of just the best Candidates to interview.
From initial screening to multiple rounds of assessment and background verification, all can add to your workload and take away from your normal duties.
We also provide end-to-end HR Process Management.
Services
· Job Ad Placement
· Candidate Sourcing
· Candidate Screening
· Online Contract Issuance
· OnBoarding
WHY RECRITMENT IS SO IMPORTANT ..?
Recruitment is a dynamic and ongoing process that directly impacts an organization's ability to attract and retain top talent. A well-executed recruitment process can lead to a skilled and diverse workforce, contributing to the success and growth of the organization.
WHAT WE DO
-
Job Analysis and Role Definition: Our recruitment process begins with a thorough job analysis, where the hiring manager or HR team defines the specific requirements of the vacant position. This includes determining the job's responsibilities, qualifications, skills, and experience needed.
-
Job Posting and Advertising: Once the job requirements are established, the we creates a job posting or advertisement. These postings can be published on the company's website, job boards, social media, and in some cases, in print media or through recruitment agencies.
-
Candidate Sourcing: Our recruitment teams actively source candidates by utilizing various methods, including online job boards, professional networking sites (e.g., LinkedIn), employee referrals, direct outreach to passive candidates, and collaboration with external recruiters or headhunters.
-
Resume/CV Screening: Resumes and CVs submitted by candidates are reviewed to assess their qualifications, skills, and relevant experience. This step helps narrow down the pool of applicants to those who meet the initial criteria.
-
Application and Interview Process: Qualified candidates are invited to participate in interviews, which can be conducted in various formats, including phone screenings, video interviews, and in-person meetings. During the interviews, candidates' skills, qualifications, and cultural fit within the organization are assessed.
-
Skills Assessment and Testing: Depending on the position, candidates may be required to undergo skills assessments or tests to demonstrate their competence in specific areas, such as technical skills, language proficiency, or problem-solving abilities.
-
Background Checks and Reference Checks: To verify candidates' backgrounds and qualifications, recruiters may conduct background checks, including criminal history and educational and employment verifications. Reference checks with previous employers are also common.
-
Candidate Selection: After the interview and assessment process, our recruitment team, along with hiring managers, selects the most suitable candidate for the position. Factors such as skills, experience, cultural fit, and overall qualifications are considered.
-
Job Offer and Negotiation: Once a candidate is chosen, a job offer is extended, outlining the terms and conditions of employment, including salary, benefits, and any other relevant details. Negotiations may occur at this stage.
-
Onboarding: After the candidate accepts the job offer, the onboarding process begins. This involves preparing for the new employee's arrival, including completing necessary paperwork, setting up workspace, and providing training and orientation.
-
Rejection of Unsuccessful Candidates: Unsuccessful candidates are informed of the decision, often with feedback on why they were not selected. Maintaining a positive candidate experience, even for those not hired, is essential for a company's reputation.
-
Continuous Improvement: Effective recruitment processes are continually evaluated and improved upon. Feedback from candidates, hiring managers, and ongoing data analysis help refine recruitment strategies and practices
OUR EXPERTISE
