Our Recruitment Process
- Job Analysis and Description: The first step in recruitment is identifying the need for a new employee. A detailed job analysis is conducted to determine the specific tasks, skills, qualifications, and experience required. Based on this analysis, a job description is created, clearly outlining the role’s expectations, responsibilities, and qualifications.
- Sourcing Candidates: Organizations employ various methods to attract candidates, such as posting job advertisements on company websites, job boards, and social media platforms like LinkedIn. Referrals, recruitment agencies, and career fairs are also effective sourcing channels. The aim is to cast a wide net to attract qualified and diverse candidates.
- Screening and Shortlisting: Once applications are received, recruiters review resumes and cover letters to screen out unsuitable candidates. Shortlisted candidates then proceed to the next phase, where further assessments, such as phone or video interviews, are conducted to evaluate their suitability.
- Interviewing: Interviews can be structured, semi-structured, or unstructured, depending on the organization’s preferences. Behavioural and situational questions are commonly used to assess how candidates would handle real-world challenges. In some cases, technical tests or case studies may be part of the process, especially for specialized roles.
- Final Selection and Offer: After interviews, the top candidates are evaluated based on their performance and fit with the organization’s culture. The selected candidate is offered the job, which includes negotiating salary, benefits, and other terms. Once accepted, they undergo onboarding and orientation to integrate smoothly into the organization.
