Service 1
Identify the job vacancy and position requirement
At this stage we develop an inclusive job profile which include all the information needed to an open vacancy.
- Job description
- Job role
- Job responsibilities
- Knowledge, skills and education required to the position.
- Salary range
- Compensation & benefit
- Location
- Working hours …etc
Job posting; through advertise the open vacancy in our portal beside the social media as LinkedIn or newspaper...etc.
Upon receiving the candidate application we start our third stage which include an initial screening to the applications to revise and evaluate the selected applicants that initially matching the job.
Subsequent screening
Comparing applicant's qualification to the qualification specified in the job advertisement. Have a roadmap to follow for evaluating each candidate against the requirements to determine who will be the best fit. Accordingly, prepare a shortlisted candidates.
At this stage, a set of standard criteria and questions should be asked for all candidates to make the process be credible and fair. Questions requiring a yes/no response can be helpful in the beginning of an interview to help candidates feel comfortable especially when nerves are at their highest. By contract, high inquiry questions are those that stimulate a broad range of responses; penetrate the dimensions of experience, skills, organizational compatibility.
Interviews
Initial interview by phone which will help to evaluate the communication skills and ability to give and take before starting the actual meeting.
Structured interview. Arrange a scheduled interview with the candidate whether face to face interview or video interview. At this stage candidate are required to answer specific questions regarding the open vacancy and we evaluate the candidate ability to handle the aspect of the job and the willingness for learning and development.
Final Interview is must. We here give the company members
