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
7. Candidate Communication
All candidates, successful or unsuccessful, will be professionally notified of their application status. Upon request, feedback may be given. Communication with candidates will remain clear, respectful, and consistent throughout the process.
Read More8. Record Keeping
All application materials, interview notes, assessment results, and related documents will be securely maintained for a defined period as per our company's data retention policies. Candidate information will be handled in compliance with applicable privacy laws and regulations.
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.
