Identify a vacancy occurring due to growth, turnover, or a new project. Conduct a job analysis to define the role's responsibilities, required skills, experience, and qualifications, thereafter create a compelling job description and decide strategy for sourcing candidates and place job vacancy advert on company career pages, recruitment websites / local newspapers & shops / social media platforms. Applications are also received through referrals
Collect resumes or expression of interest notifications from interested candidates. Screen and Shortlist: Review applications to identify candidates who best match the job description and person specification, to narrow the pool to a manageable number. Engage matched candidates in an initial telephone chat for disclosure check verification and send them a formal application form if they meet the minimum requirements
Re-validate candidates suitability by inviting them for a face-to-face interview or chat via zoom to test and assess their skills, experience, and cultural fit with the organization. At this stage physical verification of identification and documents is made.
Reference & Background Checks: Conduct due diligence by checking references and performing background verifications on top candidates. All relevant Right-to-work documents are gathered from DBS / Home Office. Thereafter, offer conditional / provisional employment on the positive returns from all right-to-work checks
Program candidate for on-line mandatory professional training and on completion, schedule for staff induction training and thereafter deploy for shadowing duty experience
On completion of a successful shadowing experience, offer contract of employment and once offer is accepted onboard the new hire to help the new employee settle in, integrate into the team, and become productive. To maintain the level of professionalism expected from our staff, they are programmed for regular skills / competency health checks, a bi-monthly supervisions and an annual appraisal.
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