New talent
acquisition
process
Drawing from extensive experience, we bring a depth of knowledge
and refined processes to our recruitment initiatives
Role Qualification
Define the Job Requirements: Gather stakeholder input to understand needed responsibilities, skills, and qualifications.
Develop Job Description: Create a detailed outline of duties, requirements, and expectations for the position.
Set Criteria: Determine essential evaluation factors such as qualifications, experience, and cultural fit.
Establish Timeline: Define recruitment process timelines with clear stage deadlines.
Candidate Sourcing
Internal Resources: Utilize internal databases, professional networks, referrals to identify potential candidates.
External Channels: Utilize job boards, social media, networks, and relevant platforms to attract external candidates.
Passive Candidate Outreach: Proactively approach passive candidates with desired skills and experience.
Preparation on Shortlist
Candidate Screening: Identify and review all potential candidates meeting job requirements.
Conducting interviews to gauge suitability, qualifications and interest.
Shortlisting: Select top candidates from initial screenings for further evaluation.
Co-Management of Process
Interview Coordination: Arrange candidate-manager interviews, ensuring preparedness.
Candidate Assessment: Facilitate interviews to evaluate skills, experience, and cultural fit.
Decision Making: Gather feedback for informed candidate suitability decisions.
Offer Management: Extend job offers, negotiate terms, and manage acceptance.
Onboarding Support: Collaborate for smooth new hire transition, providing assistance during onboarding.
