1.Employer Centre

Salaried Professionals, not on commission

Our consultants are salaried professionals and are encouraged to work as a team to find the best candidate for your company, as opposed to competing against one another for commissions

Global Presence : With our presence in multiple cities and countries and a large number of consultants, we are able to source candidates from around the world.

In depth Experience : We have in depth experience as a specialist global recruiter.

Consistent Service : We will not compromise on quality just for pecuniary benefits. Our focus is on finding the right people for our clients with a view to establishing successful long-term relationships.

Stability Aspect : Our leadership team has a experience of many years in varied professional fields.

Specialist Consultants : We invest heavily in training and development to ensure our consultants have the skills necessary to meet our stringent client service key performance indicators.

Training and Development : We invest heavily in training and development to ensure our consultants have the skills necessary to meet our stringent client service key performance indicators.

Global Market Research : Our globally recognized and respected brand attracts the highest caliber Job Seekers.

Reputation : Over 90% of our current business comes from personal referrals and repeat clients.

Superior Sourcing Strategies : We use a range of innovative sourcing solutions to find you the best talent in the market.

Managing Candidate Response : Our sophisticated applicant management system ensures that every applicant receives a timely response that represents your company as you would like to represent yourself: professional, personal and polite.

Our Sourcing Methodology

We will deliver a fully comprehensive sourcing strategy that covers standard forms of sourcing as well as innovative solutions to ensure we are attracting the most suitable candidates in the market. We work with each of our clients to develop a sourcing solution based on a combination of the following.

Targeted Candidate Solutions

1.Search based Target : We have a dedicated research team that analyzes the market to identify the most suitable talent for your organization.

2.Domestic and International database : We offer one of the most extensive candidate databases in the world, with all Job Seekers interviewed and screened prior to registration.

3. Domestic and International sourcing : We are one of the few recruitment companies with a team specifically dedicated to sourcing candidates from around the world.

4. Networking : We have built up an extensive candidate network based on our extensive operational experience. Each consultant also has a personal network of contacts from which to gauge interest and solicit referrals.

5. Digital Marketing : Being professionals and experts we guarantee prime positioning and visibility in the print media to ensure maximum response.

We recommend the most qualified candidates for your job opening to you. We can promise this because of our extensive verification process.

The Recruitment Process

Here’s a step-by-step guide of what you can expect when you work with us to recruit a new permanent, temporary or contract employee.

Our Recruitment Process in 10 Steps

1.Connect : To discuss your hiring process, please contact us or upload your job specification to our website and your best point of contact will call you as soon as possible.

2. Clarification : We arrange an in-depth teleconference or face-to-face meeting to discuss your requirements. If you don’t have a job description, we can help with the preparation at this stage.

3. Market update: We provide an honest appraisal about market conditions, the availability of candidates and how attractive your role and compensation package are.

4. Requirements Analysis : It’s not all about the technical requirements on paper, so we take the time to understand your business and the type of individuals that would thrive in your culture.

5. Timescale definition: Project timescales and milestones are agreed to beforehand and stuck to throughout the recruitment process.

6. Client Specific Solution: Our teams are all specialists in their markets, so while they’ll know your industry inside out, they also know that no two recruitment processes are ever the same. We start with a fresh viewpoint and advise you on your best course of action.

7. Availability of best candidates: Our access to top candidates is provided by our industry-leading database, range of advertising solutions, active networking with key contacts in the market and keeping up-to-date with social media trends.

8. In-depth interviewing: We complete extensive interviewing to select your preferred candidates from a group of people who’ve been qualified against all of your technical, creative and personality requirements. We are also able to arrange psychometric testing and assessment centers as part of your vetting process.

9. Referencing: We perform full referencing for your potential new employee to guarantee their credibility.

10. Management : We manage offers to make sure that you secure your new hire in your ideal timescales at the right salary level.

As part of a global group with hands-on market knowledge, we’re able to offer informed recruitment solutions for all areas of your organization.

Analyzing a Candidate’s Soft Skills

Soft skills is a term often associated with a person’s “EQ” (Emotional Intelligence Quotient), the cluster of personality traits, social graces, communication, language, personal habits, interpersonal skills managing people, leadership, etc. that characterize relationships with other people.

Soft skills or non-technical skills are transferable skills that are used in many different types of jobs. They are personal qualities and attitudes that can help a candidate work well with others and make a positive contribution to your organization. While technical skills can be taught on the job, something like critical thinking or effective communication can’t. There are a few ways recruiters can evaluate a candidate’s soft skills.

What is the difference between hard and soft skills? By contrast, soft skills are less tangible and harder to quantify. Examples of hard skills include job skills like typing, writing , math, reading and the ability to use software programs; soft skills are personality-driven skills like etiquette , getting along with others, listening and engaging in small talk.

Retaining Staff is a Key requirement

When it comes to effective staff retention strategies, one size does not fit all. The most forward-thinking employers understand that each person has a specific combination of drivers that motivate them to invest their talents and energies in a company. Taking the time to discover what your employees need to thrive will help you to retain top performers and develop them into the future leaders of your company.

Here are some tips to help keep your employees motivated, engaged and committed to your business.

Empower and Enable : For employees to succeed in their role, a sense of personal ownership in their work is essential. Provide a clear understanding of deliverables and time frames, and then give them the space to decide how that work gets completed. Be sure to supply them with the necessary information, training, time and resources needed to get the job done, so that they can focus on producing their best work. Where possible, involve them in decisions that affect their work and the overall direction of the company. As well as demonstrating your respect for their contribution, this also helps employees to ‘own’ their role and feel connected to the future of the business.

Reward and Recognize : Frequently recognizing and rewarding accomplishments is one of the most powerful staff retention strategies. Boost your employees’ visibility by publically recognizing them at staff meetings or through a business-wide email. Taking the time to say a genuine thank you is also an easy and effective way to make people feel valued and appreciated for their efforts. Compensate your employees for their hard work with appropriate monetary rewards (such as a salary increase or bonus) or non-monetary incentives (such as the opportunity to lead a new project) to assist with career progression.

Challenge and Develop : Opportunities for growth and advancement are key to retaining your top performers. High achievers tend to be life-long learners, so be sure to provide ongoing training to keep their skills up-to-date and advance them to their next promotion. Challenge your staff with new responsibilities and allow them to lead projects where they can be stimulated and acquire new skills.

Lead and Support : The quality of an employee’s relationship with their manager and co-workers is a critical factor in their overall satisfaction at work. As a manager, ensure your expectations are clear, communicate openly and honestly, and keep your promises. Offer frequent feedback and encourage suggestions and new ideas. Ensure workloads are achievable and appropriate. Spend one-on-one time discussing their progress so they feel like a valued member of the team. Foster a positive, motivating work environment and facilitate opportunities to socialize and have fun.

Conducting a Job Interview

Recruiting the right people is critical to the success of any company. Conducting an effective interview will allow you to determine if an applicant has the right skills, knowledge and abilities to perform the job successfully, as well as uncover if their attitude, motivations and values will see them thrive within the company.

Follow these tips to ensure your next job interview is conducted successfully.

Preparing for the Interview : To conduct a meaningful job interview, preparation is crucial. Read through the applicant’s r’sum’ thoroughly, noting any questions that will help you draw out more information about their personal qualities and professional skills. Think about how you will highlight the benefits of your company and the position offered. Reserve an appropriate space to hold the interview, ensuring it is comfortable and free of distractions. Provide the applicant’s r’sum’ to any colleagues that will be attending the interview, as well as the list of questions you intend to ask.

Composing Interview Questions : When conducting job interviews, behavioral-based questions are an effective way to identify if your applicant has the specific skills and traits required to successfully perform the job. The technique is based on past behavior being the best indicator of future performance. Referring to the job description, write down the key characteristics, knowledge, behaviors and abilities needed for the role. Next, compose a list of questions that ask the applicant to explain how they demonstrated these attributes in the past, citing specific examples.

Conducting the Interview : Begin the interview by introducing yourself and any other attendees. Explain the format of the interview, and offer a brief overview of your company, including what it does, its size, financial position, growth plans and culture. Provide an engaging description of the role offered, including upcoming project work and career Progression Opportunities.When conducting the interview, listen carefully to the responses and take notes for future reference. Be aware of attempts to evade questions, and probe deeper if required. Paying careful attention to the applicant’s personal style, attitude and values will also help you to form a balanced opinion of their suitability.

Concluding the Interview : Conclude the interview by asking the applicant if they have any questions about the role or company. This is a good way to test if they have thought through the position and listened during the interview process. Thank the applicant for their time and interest, and inform them when they are likely to find out the decision. Try to summarize your notes as soon as the applicant leaves. This will ensure your impression of their personality, skills and abilities is fresh in your mind and can be used to make a decision after you have met with other applicants.

Succession Planning

Effective Succession Planning : All businesses lose good people for a variety of personal or professional reasons. Succession planning is therefore important to ensure the business is well-placed to continue its goals and strategy with the leadership of high performing staff. Filling critical vacancies can be expensive, time consuming and challenging, so employers need to prepare for this by implementing a succession planning process that will allow them to minimize the impact of losing key leaders.

Identify Potential Leaders : Proactively identify and develop high potential employees now so that you have people with the right skills and experience to assume key leadership roles when they become available. As an employer, this will enable you to respond to change more effectively and ensure leadership continuity. It is also an effective process for recognizing, developing and retaining top leadership talent.

Develop a Plan : To create a solid base for your succession plan, start by analyzing corporate business plans to identify the positions and skills most critical for business growth. Then establish the key competencies required to undertake these roles and the high potential employees that could step up and assume these positions. Next, determine the training and development required to fill skill gaps and prepare them for advancement. This can include mentoring, coaching, job rotation, educational programs and formal feedback processes.

Key Elements for Effective Succession Planning : While the succession management process differs from one organization to another, there are certain characteristics of an effective program that are universal. Succession planning should be:

Business Strategy Alignment

Review Business Plans

Accountability and effort

Performance management, compensation, recognition, recruitment

Retention and workforce management

Developing soft skills

Follow Up

Most importantly, succession planning needs to be an ongoing commitment. Managers in all parts of the organization should be continually identifying gaps in talent and focusing on the development of high performers. This will ensure that people with the best skills are moving into the right jobs at the most necessary times.