Recruitment Process

Demand

The crucial part of the recruitment process determines the clients’ needs. In this regard, the whole HRM team plays a vital role in searching for suitable candidates to fit the requirements. Providing employers with their demands is not an easy task.

We, at first, set a meeting with the clients to clarify and note down how many candidates they need and what types of skills and abilities will be needed for the particular job. After that, we get to work in search of the skills and abilities to fill the vacancies which the clients are offered.

To do this, we make a potential team who uses their experience and tactics. Firstly, the HRM team goes through the existing applications of the candidates to find suitable matches for the particular job. When they feel it is insufficient, they go out using their channels to find more.

Sourcing

After doing a proper analysis, we list out all the requirements of the clients and locations of the candidates where we can find them accordingly. Before we get to work and search for them, our team verifies the marketplace very meticulously.

According to the market demand situation, our team takes the indirect recruitment method. So, they start an advertising process, and the mediums are newspapers, radio, television, professional journals, social media, etc., to look for suitable candidates.

This advertisement includes all the information such as the organization name, criteria of the job, location of the organization, the salary they provide, whether it is part-time or full-time, and so on.

After considering the requirements, candidates apply for the position they qualify for and send resumes. Our team reviews all the resumes meticulously to verify them and place the candidates in the correct positions according to the needs of the employers.

Selection

Selection is another vital part of the recruitment process of a workforce company. The selection process may vary from company to company. It is very challenging in this process, and candidates are finalized by going through some tests. Rest who are unfit will be eliminated.

We generally select the delegate on behalf of the employers who take the interviews and other tests of the candidates. Among these tests, the trade test is essential. Basically, a trade test is for those with skills, proficiency, and knowledge for a particular job but who do not have educational qualifications. Trade test is evaluated by taking interview, portfolio, theory test and practical test.

Thus, the candidates can interact with the employers directly and discuss the job’s queries. Besides, employers also can find their perfect match according to their company’s vacancies.

Sometimes, we take the responsibility of selecting suitable candidates through our professional team. We ensure the employers get the perfect match for the perfect place as our foremost duty is to satisfy our clients. As a result, we gain the trust of our beloved clients.

Placement

This is the last but not the least step of the recruitment process. After attaining the candidates, they will be placed for the position that suits their profile. To do the placement, we transfer all the papers of the candidates to the employers so that they can have a transparent view of them. It paves the way for the visa application.

Maximum countries provide visas by stamping them, whereas some other countries provide paper-based visas. After that, we look forward to the next level, emigration clearance. Without emigration clearance, migration is not possible.

Several countries strictly maintain the rules of the emigration clearance certificates at the entry point. It is not mandatory for all countries. The Proctor of Emigrants provides the emigration clearance certificate. We handle all procedures so that employees do not feel afraid.

Lastly, we take steps for the successful deployment of the employees. We recheck all required papers such as visa papers, booking tickets, emigration clearance certificates, etc. of the employees. Finally, we ask the candidates if any queries are left and clear them. We again narrate to the employees about the employers, job criteria, and what to do after reaching there, shortly before they leave for overseas.

Upon arrival at the destination, employers let us know about candidates’ well-being and placement in the job sectors. Then we sigh with relief that our work is done successfully.