Recruitment Methods
Our Recruitment and Selection Policy sets the
guidelines for attracting and selecting top talent.
It covers all stages of the hiring process, from job
analysis and posting to onboarding. This policy
aligns with our commitment to anti-racism,
diversity, equity, and compliance with relevant
laws and regulations.
To reach a wide pool of qualified candidates, we
employ a variety of recruitment methods. Our
approach combines both internal and external
sourcing strategies to ensure a robust talent
pipeline.
1. Employee referrals: Encouraging current employees to refer
candidates that are a best fit for actual needs.
2. Internal job postings: Advertising job openings within the
company in order to promote most qualified staff within the company
1. Job boards: Posting vacancies on popular job search platforms
2. Professional networks: Utilising industry-specific platforms
3. Partnerships: Collaborating with educational institutions or
industry associations to tap into networks
1. Engaging external agencies to assist with talent acquisition when specific expertise is required and by leveraging the expertise of external recruiters, companies can streamline the hiring process, reduce time-to-hire, secure talents, while focusing on their business.
Interviews and Assessments
We believe in a structured and comprehensive interview and assessment process, including:
Conducting behavioral and technical interviews to thoroughly evaluate candidates' skills, competencies, and overall suitability for the role is a critical part of the hiring process. Behavioral interviews focus on understanding how candidates have handled past situations, providing insight into their problem-solving abilities and interpersonal skills.
Utilizing assessments, tests, and practical exercises specifically tailored to the job requirements is an effective way to evaluate candidates' skills, knowledge, and suitability for a role. These tools help ensure that potential employees possess the necessary competencies and can handle real-world tasks.
Ensuring interview panels are diverse and represent various perspectives is essential for fostering fair and inclusive hiring practices. A diverse panel brings different viewpoints, reduces unconscious bias, and leads to more balanced and objective assessments of candidates.
Interviews and Assessments Steps
1. Interview Panel
An interview panel will be formed for each position, consisting of at least two members, including a representative from the Human Resources department and the hiring manager or relevant subject matter expert.
Read More2. Interview Preparation
All candidate information provided during the application process will be kept strictly confidential and compliant with privacy laws. Access to candidate data will be limited to authorized personnel directly involved in the recruitment process, ensuring data security.
Read More3. Interview Structure and Questions
The HR department will review all applications to confirm they meet the minimum qualifications outlined in the job posting. Initial screening will be based solely on the provided application materials. Candidates not meeting requirements will be promptly notified and not advanced.
Read MoreSelection, Checks and Offers
Collaborating with relevant stakeholders to make informed decisions.
Evaluating candidates objectively based on predetermined criteria.
Documenting the selection process and maintaining confidentiality
Verifying educational qualifications, employment history, and professional credentials.
Requesting candidate consent and handling personal data in accordance with privacy laws
Using reputable sources and maintaining confidentiality throughout the process.
Extending job offers in a timely manner, clearly stating terms and conditions.
Conducting salary negotiations and benefits discussions professionally and transparently.
Ensuring clear communication with the selected candidate regarding next steps.
