Employee Outsourcing
We will gather information on the role through the job description and discussions with the supervisor to establish existing and emerging role dimensions that may not be captured in the job descriptions.
Such will include benchmarks of industries from which the preferred candidates should come from.
We use the existing job description and the information gathered to design a profile for the position.
This will also be developed into an advertisement after the approval of the Human Resources Department;
Agree with the HR department on the approach to solicitation of candidates, the will be a choice among the options of open sourcing or targeted search or database search. Agree with the HR department on the tools for screening, interviewing and the ap- proaches to candidate testing.
Screen the applications and write a screening report for the long listed candidates. Agree with the HR department on the long list. Schedule the interviews based on the availability of panelists.
Carry out initial interviews and write an interview report recommending about five candidates for second interviews with Management. The report will contain the profile summaries of the candidates; the assessment of their match; the areas to probe on subsequent interviews; and areas to develop if successful for the position.
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