RECRUITMENT SERVICES

Let’s help you streamline the entire recruitment process. Our search and operations is customized to meet our client’s requirements and is based on flexibility confidentiality, time bound efficiency, cost-effectiveness and commitment.

Whether you need to hire one employee or a team of hundreds, Our Services can identify, interview, screen and present the very best candidates for your consideration, without pulling you away from your business.

You’ll get
Responsive recruiting professionals with extensive industry knowledge and connections.
Access to candidates who have the needed skills and fit your company’s culture.
Thoroughly screened candidates with the qualifications you need.

Recruitment and Hiring Process Cycle

“Before anything else, preparation is the key to success.”

To prepare for a winning full life cycle recruiting, it is crucial to define your candidate persona and write a great job description.

Defining your candidate persona is the very first stage of a successful recruiting strategy. A candidate persona is a semi-fictional

representation of your ideal candidate. This persona is formed by defining the characteristics, skills, and traits that make

up your perfect hire. Creating personas help guide and make your hiring process easier.

Next step in this stage is writing a job description that attracts candidates. Make sure to write a clear and accurate

explanation of the job and responsibilities, not a laundry list of your requirements. Include information about the salary range, perks

and benefits and your company values.

In today’s world of high demand for talented workers, it is often not enough to just post job openings on job boards or career sites.

This is because more than 70% of candidates are passive. That’s why modern recruiters turn to new inventive methods for finding candidates.

First is a web sourcing. With web sourcing, a single web search scans millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

Second is social recruiting, using social media channels (such as Facebook, Twitter, LinkedIn etc.) in recruiting.

Third is in-house recruiting or finding great candidates internally, among your existing employees.

Forth are employee referral programs, structured programs that companies use to find talented people by asking their existing employees to recommend candidates from their existing networks.

The goal of this recruiting stage is to narrow down your applicants to the very best candidates.

Screening stage begins with reviewing employment applications, which usually consist of resumes, motivational letter and/or portfolios.

The goal of reviewing these documents is to find applicants whose qualifications, skills and experiences best match your vacant job description.

These candidates then go into the next round of screening – a telephone informational interview. Candidates who make this cut are shortlisted

and invited to a face to face interview.

Selecting the very best candidate is the most critical part of the recruiting process. No matter how good your potential candidates may seem on the paper, seeing them in person is your ultimate opportunity to determine if they have the perfect combination of knowledge, skills and experience you are looking for. Your requirements will vary depending on your industry and your vacant job position.

You can use a variety of candidate selection methods that best fit your hiring needs, like different types of auditions and testing (psychological tests, programming tasks, custom written assignments etc.).

Most common candidate selection method though is conducting interviews. Before making the final decision on the best candidate, this stage can on some occasions also include a background check of employees and/or their references.

Hiring stage consists of two main activities: Job offer and Negotiations.

Once you found your perfect candidate, it’s time to notify him/her. According to the LinkedIn survey, 77% of candidates prefer receiving good news over the phone. Right after making that phone call you should send an official job offer letter.

A well-structured job offer clarifies all hiring terms. It includes precise information on compensation and benefits, working hours and contract length, as well as the employment start date. To improve the chance of your job offer being accepted, it’s advisable to personalize it.

Sometimes a candidate won’t accept your job offering immediately, so further negotiations will be needed in order to reach a mutually satisfying employment contract. This is usually the most delicate recruiting stage which needs to be handled with special care and attention.

Despite popular belief, a recruiting cycle doesn’t end when you hire a candidate. An on-boarding is the final and perhaps the most crucial stage of the recruiting cycle. It can make or break your whole hiring process! What is the point of finding and hiring those perfect candidates if you can’t make them stay and fit in your company culture?

Onboarding is not a boring formal paperwork. On-boarding is all about making the new employees feel welcomed and helping them ease into their new working place by teaming up with their new coworkers.

Great on-boarding starts with introductions, then moves on to orientation and ends up with training. Combining all these activities is the right formula for creating a winning on-boarding which will guarantee a great start at your company for your new employee.

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