Recruitment and Onboarding
Our Recruitment and Onboarding services are designed to ensure that your company attracts and retains the best talent.
We handle everything from selection and recruitment, advertising available positions, conducting background and criminal checks, to issuing letters of offer and rejection. We also provide a comprehensive welcoming package to help new hires settle in quickly and smoothly.
Recruitment and Onboarding
Selection and Recruitment
Creating job description. Advertising the position internally first, if unsuccessful then externally. Screening applications. Criminal check if required. Conducting interviews. Performing tests and tasks during interviews.
Using the appropriate recruitment methods to assess candidates and create a short list of five. Letter of offer of employment to the successful candidate, which should include remuneration and starting date. Rejection letters can be sent to the four unsuccessful candidates, complimenting them on their good qualities and wishing them the best in their job search.
Recruitment and Onboarding
Advertising available positions within the Company
Should a suitable candidate not be found within the company the position is advertised externally. Job Title, Full time/ part time/contract. Probation Period. Full name and contact details of person to contact and send CV to when applying for the position. Give a short background/history of the company.
List the requirements, tasks, duties and give a unique selling proposition. Request qualifications required as well as past experiences beneficial to the position being applied for. Advise location, department, who they will report to for each requirement, task, or duty. Remuneration and benefits can be added, or a generic message can be stated. Starting date. Working hours. Leave days. Request clear criminal record report if required.
Recruitment and Onboarding
Background and previous employment reference checks
Calling previous employers for a reference and to confirm the information provided is correct and truthful. Should an employee have been fired or left under unpleasant circumstances, the previous employer should only confirm that the employee had been in their employ and the dates of employment. No derogatory information is permitted to be given to a prospective employer.
Companies might employ a Private Investigator or professional to perform background checks for them.
Recruitment and Onboarding
Criminal Checks
These are done primarily by financial institutions and top-ranking businesses. A clear criminal record would be required for these positions. It would be for safekeeping of high volume financial and critically confidential information.
To check if a job candidate has a criminal record, you can ask the local police station in the area in which the candidate resides. They have a database of offenders in the area. To speed up the process, provide the candidate’s identification number if possible.
It is essential to disclose the fact that you have a record on your application and during intervirews.
Recruitment and Onboarding
Letter: Offer of Employment
Congratulations on being accepted for the Job title. Advise responsibilities and who to report to. Inform that it is a full-time position, probation period, salary, benefits, leave days, working hours and starting date. Candidate to sign and return as accepting of the position. Any other pertinent information you might want to include.
Recruitment and Onboarding
Rejection of Employment
Thank the candidate for their valued application for the position applied for. Advise that after reviewing their application they were unfortunately not considered due to (give reason) Offer a positive ending, maybe compliment them on some of their qualifications and skills, wish them well on their job search.
Recruitment and Onboarding
Welcoming package
for the new employee. Employment contract which includes start date, probation period, working hours, lunch break, smoke breaks, bathroom breaks, leave days, sick leave. Personal use of computing equipment, business equipment, stationery, telephony, and own cell phone during office hours. Terms and condition of conduct, dress code, office rules, policies, and procedures.
A short history of the Company and the operational manual. List of managers and who to report to for certain tasks.
Introducing the new employee to their line manager, and to the various departments and personnel.
Giving a tour of the building and grounds including parking and designated smoking area.
