RECRUITING & SELECTION PROCESS

• Identifying Vacancy: Determine the need for a new position based on organizational growth, restructuring, or turnover.
• Job Analysis: Conduct a thorough job analysis to define the roles, responsibilities, and qualifications required for the position.

Job Analysis Methods

• Interviews: Conducting structured interviews with employees, supervisors, and subject matter experts to gather information about job duties, responsibilities, skills, and qualifications.
• Questionnaires and Surveys: Distributing questionnaires or surveys to employees to collect information about their job tasks, the time spent on each task, and the skills required.
• Job Diary: Asking employees to maintain a diary or log detailing their daily activities, tasks performed, and time spent on each task.
• Group Discussion: Facilitating group discussions with employees and managers to gather insights into the job requirements, challenges, and opportunities for improvement.
• Job Performance Records: Reviewing job performance records, reports, and other documentation to understand the tasks and responsibilities associated with a particular job.
• Observation: Observing employees while they perform their jobs to gather first-hand information about the tasks, responsibilities, and skills required.
• Combination of Methods: Often, a combination of methods is used to ensure comprehensive and accurate job analysis. For example, combining interviews with direct observation and task inventories.
• Job Posting: The process begins with the company posting a job opening, outlining the role's responsibilities, qualifications, and other relevant details.

    Essential elements to include Job Post

• Company Information: Logo, Name, Address, Profile
• Job Information: Designation, Job Description, Job Specification (Skill, Knowledge, Experience, Education, Age), Salary & Benefits Information
• Job Post Information: Opening Date, Closing Date, Job Post No.

• CV Collection: Interested candidates submit their resumes (CVs) either through email, an online application system, or the company's career portal.
• Resume Screening: Recruiters review submitted resumes to shortlist candidates based on their qualifications and experience.

    Key factors to consider during resume screening

• Key Skills and Keywords: Identify key skills and keywords relevant to the job. Look for these in the candidate's resume to ensure they possess the essential capabilities for the role.
• Relevance to the Job: The primary focus should be on whether the candidate's experience, skills, and qualifications align with the specific requirements outlined in the job description.
• Work Experience: Evaluate the candidate's work history to understand their career progression and relevance to the open position. Focus on the duration, roles, and responsibilities in each job.
• Education and Certifications: Verify that the candidate meets the educational and certification requirements specified in the job description.
• Alignment with Company Culture: Evaluate if the candidate's values, work style, and personality align with the company culture. This can contribute to long-term success and job satisfaction.
• Initial Contact: Shortlisted candidates may receive an initial email or call to confirm interest and gather additional information.
• CV Short Listing: CV Short Listing helps streamline the hiring process by focusing on candidates who are likely to be a good fit for the position, saving time and resources for more in-depth assessments and interviews.
• Interviews: Candidates go through one or more rounds of interviews. This can include phone interviews, video interviews, and face-to-face meetings. Different interviewers may assess various aspects of the candidate's skills and fit for the role.

    Interviews Methods

• Structured Interview: A formal, predetermined set of questions asked to all candidates.
• Unstructured Interview: More casual and spontaneous, with open-ended questions. Allows for a freer conversation.
• Behavioral Interview: Focuses on past behavior as an indicator of future performance. Questions often start with "Tell me about a time when..."
• One-on-one interview: One-on-one interviews, or traditional interviews, take place in person and involve a conversation between one interviewer and one candidate.
• Panel Interview: A candidate faces a group of interviewers, each asking questions.
• Phone or Video Interview: Conducted remotely, often in the initial stages of the hiring process.
• Group Interview: Several candidates are interviewed together, observing how they interact.
• Case Interview: Common in consulting and finance, it presents a business scenario or problem for the candidate to analyze.
• Stress Interview: Intentionally puts the candidate in a stressful situation to see how they handle pressure.
• Competency-Based Interview: Focuses on specific skills and abilities required for the job.
• Assessments: Some companies require candidates to complete assessments, such as technical tests, personality assessments, or case studies, depending on the nature of the position.
• Reference Checks: Employers may contact the candidate's previous employers or references to verify their work history and performance.
• Background Check: A background check may be conducted to verify the candidate's education, employment history, and criminal record.
• Negotiation: There may be negotiations about salary, benefits, or other terms before the candidate accepts the offer.
• Job Offer: Successful candidates receive a job offer, including details about the position, compensation, and other relevant terms.
• Rejecting Unsuccessful Candidates: Inform candidates who were not selected for the position. Provide constructive feedback, when possible, to help them improve for future opportunities.
• Building Employee Profile: Building an employee profile involves compiling and organizing information about an individual within an organization. This profile typically includes Company CV Form, Passport Photo, NRC, Ward Recommendation, Criminal Clearance, Census Copy, Education & Other Qualification Documents, SSB Form (2), Appointment Letter & Other Related Employee Life Cycle Documents.
• Onboarding: Once accepted, the new employee goes through an onboarding process, which includes orientation, training, and integration into the company culture.

    Orientation checklist

• Welcome and Introductions: Greet the new hires and introduce them to key team members.
• Company Overview: Provide an overview of the company's history, mission, and values.
• Organizational Structure: Explain the company's structure and hierarchy, highlighting key departments and roles.
• Policies and Procedures: Go through important policies, such as code of conduct, dress code, and any other relevant guidelines.
• Benefits and Perks: Detail employee benefits, including healthcare, retirement plans, and any unique perks your company offers.
• Technology and Tools: Familiarize new hires with the tools, software, and communication platforms used in the company.
• Safety and Security: Cover safety protocols and emergency procedures.
• Training and Development: Outline any training programs or opportunities for professional development.
• Workspace Tour: Give a tour of the office, pointing out key areas like restrooms, break rooms, and meeting spaces.
• Follow-up: Provide contact information for HR or a designated point person for any follow-up questions.