OUR 10 STEPS IN THE RECRUITMENT PROCESS
1. Identify the needs
Job Analysis is a process of identifying, analyzing, and determining the
duties, responsibilities, skills, abilities, and work environment of a specific job.
Job Description is an important document, which is descriptive in nature and contains the final statement of the job analysis. This description is very
important for a successful recruitment process.
Job Specification focuses on the specification of the candidate.
2. Start with the advertising of the position
A well-crafted job posting is essential to attracting the highest volume of
qualified applicants. Jobs postings should clearly describe the available position and detail the requirements for consideration. Basic features of job postings include:
A concise summary of the job, expectations of the position and any other
Information about the type of company and its work culture.
Required years of work experience.
Minimum education requirements or specialized education requirements.
Physical and/or mental requirements.
Candidate sourcing is the proactive search for potential active and passive
candidates, To source candidates, we:
Pre-screen candidates with skills that match the role we recruiting for.
Contact and collect valuable candidate information, like cv’s, qualification,
pay slips and work samples.
4. Screening / Shortlisting
Screening starts after completion of the process of sourcing the candidates. It’s the process
of filtering the applications, its an integral part of the process.
Reviewing is the 1st step of screening candidates. In this, the process, the cv’s of the candidates are reviewed and checked for the candidate’s education, work experience, and overall background matching.
Conducting in person/telephonic or Video Interviews.
Identifying the top candidates is the final step of the screening process.
5. Presentation of the cv to client
We prepare the cv’s of the top candidates, and present it to the client for interview’s
6. Client Interview and shortlist
Client invite candidates for interviews,
We provide insight and recommendations to the client.
Helps the client to take a decision in hiring the right candidate.
7. Background checks
Once the client shortlists the potential candidates, we do all the necessary background checks.
8. Job Offer
The offer letter / contract includes the start date, salary and terms and condition of
employment of your company.
The candidate the chooses whether to agree and sign the document, negotiate, or
decline your offer of employment.
We support and guide the candidate and client with the offer
Once the starting date is set for the candidate, we liaise with them to make sure
everything is running smooth to start with the company.
10. Follow up and Support
During the next 3 months we follow up with the candidate and client to make sure
both parties is happy. Should any problem arise, we support both parties.