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Talent Acquisition

We provide our clients and candidates with excellent talent acquisition services based on mutual trust and the highest professional standards driven by quality and cost-consciousness. To ensure talent acquisition activities are well-thought-out, effective and efficient, we develop a talent acquisition strategy. The talent acquisition strategy may cover items such as the size of the organization, the overall economy, the competition for similar candidates, and the attractiveness of the organization. Generally, the hiring process is similar across organizations; however, the number of steps in the process and its associated tasks may vary. For example, one organization may ask candidates to do a pre-hire assessment, whereas the next does not.

HRS hiring process is as follows:

  • Conduct a job analysis to determine what is needed in the position.
  • Develop a job description, if one doesn't exist, based on the analysis, including the following in it:
  • Evaluate the job by comparing it to other positions in the organization to determine the overall value of the position. This can be done using a point system. The end goal is to ensure the compensation is equitable, based on comparable positions.
  • Get the job description approved.
  • Develop a job posting, which is similar to the job description but written with a marketing slant that takes advantage of the employer brand to help attract candidates.
    • Necessary skills and competencies
    • Experience
    • Education
    • Position-specific requirements
  • Using the HRS applicant tracking system, post the job posting. It is often posted internally on the company's Intranet or web portal to notify employees and on the organization's external career site, job boards and social media.
  • Educate everyone involved in the hiring process to ensure they are aware of the laws and company guidelines they need to follow. Examples may include not asking candidates their age, marital status or other personal information that is not directly related to the job they will perform.
  • Screen the resumes that have been submitted to recruiting software.
  • Perform the first interview, possibly by phone to confirm basic information and gauge the interest of the candidates.
  • Develop and share interview guide to help to hire a manager to conduct good interviews.
  • Perform a second interview with the hiring manager or hiring team. In small organizations, interviewees may also meet with the CEO or Executive Director.
  • Send a pre-hire assessment to the candidate. This can be a personality type test, a coding test for software development roles and so on.
  • As per client request Perform reference checks with current and former employers and personal references.
  • Hire the candidate, and move them to the on boarding process.