Counseling Services enables employees to optimize their psychological health so that they may fulfill their job role as individuals and contribute to building healthy relationships and communities toward greater autonomy and effectiveness, with higher productivity rate for the organization. Raspberry can be effective treat for your requirement with state of art techniques for counseling support,the development and enhancement of life skills, and encourage self-reflection. Counseling is to help the people in the organization make needed changes in the ways of thinking, behaving and thought process with the aim to integrate the employees with organization goals. It is a collaborative process involving supportive and non judgmental counselor working with the clients in understanding their experiences, helping up in setting viable goals and developing strategies and plans required to achieve defined goals. The time involve in the process differs from cases to cases. In the counseling process it is important for the consultant or the counselor to maintain the confidentiality as it is the basic of counseling function as the people interacting with the counselor should be assured that the information that will be discussed will be strictly confidential will be accessible only by the people involved only.
The need to consultant for counseling arises when their attempt to deal with their concern are no longer effective. Counseling can address organizations problem in communication, coordination and cooperation, stress management, goal orientation and other related to issues causing gap in organization performance.
Raspberry Solution shall provide customized service to meet the unique need of specific organization. The client organization shall choose the level of service based on their requirement. The client organization will have advantage of expert consultant who has long experience in the industry and capabilities to provide quality service to similar business organization in the region. The expertise help to the client company shall enable to experience the benefits of a healthy and productive work force.
Work stress has direct impact on mental health of the employees. Due to these stress and others issues generated from it shall cause huge cost burden to the organization. The organization cost of these issues are increased absenteeism, decreased productivity, increased health care cost, decreased job satisfaction which will increase the employees turnover and finally resulting to managerial stress. Hence, seeking the expertise help in counseling service shall help in mitigating negative consequences and cost of doing business.
The organization seeking the counseling service from Raspberry Solution shall have the benefits of professional level service that is being locally operated insuring its well-versed idea on the employee’s issues. The recommendation provided by the consultant involved will help the clients to make better decision. The expert consultant involved have long experience in providing quality service in helping the people deal with difficult issues and guarantee of previous assignment success with the management and the employees. The process of One to One meeting and counseling service to the client organization has be marked as most beneficial and more attractive choice for most of the client.
The process of work place counseling supports the employees which is short term in nature that will help gain the employees the specialist and independent resource for the employees working across all sectors and in all kinds of working environment. The counseling process is about giving the employees a safe place to talk about their issues that troubles them. This will allow the counselors to encourage them to find their own solutions to those problems and find the better ways to deal with issues. The counseling process isn’t about giving the expertise advice but providing a non-judgmental, empathic and accessible method to allow employees to find the way forward.
The counseling services are offered to people in organization across all sectors, location and sizes. The methods and procedure of counseling service may differ from size of the organization and the funds availability. But consultant providing the service shall insure the confidentiality for whatever the method is used. With the help of employees counseling the process is expected to impact on work stress, overwork, bullying and difficult colleagues in which the solution will result in employees performance. The results can be determined from level of employee’s absenteeism and employee’s turnover rate and cost saved by the organization in long run with employee’s satisfaction.
Providing counseling to the employees by the organization isn’t beyond the organization capabilities but the skills and resources of organization are involved in other important task that makes organization seek the help of the expert consultant help for the service. By the involvement of expert consultant the organization shall be confident that the information are kept confidential and procedure and solution implemented to be voluntarily and independent from attachment feeling with the employees. Usually the consultant involve in employees counseling are working under the concept of organization help and safety. The levels of expertise are increased with ever task assignment undertaken by the consultant. With the increased level of confidence with concept of Organization Health and safety the client organization can be assured with fast response to help them manage their issues. It can be big investment to employ the consultant but change and efficiency gained through the best management solution for long term business solution shall ultimately prove to be right decision any client organization can make.
Candidate Assessment is the process by which an employer evaluates individuals when considering them for an open position. The ultimate goal of candidate assessment is to refine the candidates and pick the best hire. Raspberry provides you highly qualified persons and specialized tools for your requirements -Assessment of candidate.
In order to increase efficiency in hiring and retention to ensure consistency and compliance in the recruitment and selection process, Raspberry helps you with the following steps:
- Step1: Identify vacancy and evaluate needs
- Step2: Develop job position
- Step3: Develop recruitment plan
- Step4: Select recruitment committee
- Step5: Post position and implement recruitment plan
- Step6: Review applicants and develop shortlist
- Step7: Conduct interviews
- Step8: Select hired
- Step9: Finalize recruitment
Step 1: Identify vacancy and evaluate needs
Recruitment provides opportunities to the department within the organization and goals, and for departmental and individual growth. Therefore, we do proper planning and evaluation of the need that will lead to hiring the right person for the role
Newly created position
When it is determined a new position is needed
- We Understand and take into consideration strategic goals for the department. Are there any upcoming changes that may impact this role?
- Conduct a quick analysis of the departmental core competencies. Are there any gaps? What are core skills missing from the department? evaluate the core skills required now and those which may be needed in the future.
- Conduct a job analysis if this position will be new to the department. As this will help to identify gaps.
When attrition occurs, replacement is required and Raspberry considers the following:
- As with newly created position, it may be helpful to conduct a job analysis in order to tailor the position to what is currently required and to ensure proper classification.
- Review the role and conclude if there are any changes required as certain tasks and responsibilities performed by the new person.
Step 2: Develop job position
A job description is the core of a successful recruitment process. It helps to develop interview questions, interview evaluation, and reference check questions.
Identify Duties and responsibilities
Prior to developing the job description, Raspberry identifies the following:
- Position Title
- Position Purpose
- Essential functions
- Minimal requirements
- Preferred Qualifications
Career ladder Recruitments
When the scope of the position and the department needs allow for c=varying levels of skills and experience. We advertise vacant position either internally or externally such as Job portals, advertisement in newspaper
Step3: Develop Recruitment plan
Each position requires a documented recruitment plan carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified/skilled candidate and helps to ensure an applicant pool
In addition to the positions placement goals, the plan contains advertising channels to be used to achieve those goals. we develop recruitment plans in conjunctions with the Clients concerned department.
Recruitment plan should contain the following elements:
- Posting Period
- Additional Advertising Resources
- Social Media
- Job Fairs
- Candidate Pool
1. Posting Period
Minimum posting requirement is as follows:
Assistant/officer level – 7 business days from date posted beginning the next business
Management/Senior Professional (MSP) – 15 business days from date posted beginning the next business day
“Open until filled” is an option for both the level above mentioned which allows the posting to remain open and viewable on our website until filled.
Continuous Recruitment – To be used only for on-going recruitment such as accounting assistant, Marketing assistant and customer service assistants.
2. Additional Advertising Resources
A variety recruiting sources (both internally and externally) is utilized to attract candidates. Every effort ensure is made to conduct a thorough search by advertising widely before filling a position.
3. Social media
Raspberry use LinkedIn and Facebook as we consider them as a good alternative recruiting source
4. Job fairs
Job fairs were considered a popular method for meeting candidates face-to-face. They were used as a vehicle to promote organizations by promoting the organization’s image and brand. Therefore, we consider job fair as one of the best methods for meeting potential candidates in a single event. Campus Recruitment are a great way to market Raspberry and an opportunity to network with potential qualified candidates for current and future openings. Campus requirement is a great way to market raspberry.
5. Candidates pool
Candidates pool are another good source for identifying potential candidate potential for the vacant position for the vacant position Raspberry conducts regular interviews and maintain a pool in order to retrieve right candidate for fulfilling the urgent requirement.
Step 4: Select recruitment committee
To ensure applicants selected for interview and final consideration are evaluated by more than one individual to minimize the potential for personal bias Raspberry has a recruitment committee. Our recruitment committee provides the final decision in regards to short listing of the interviewed candidates.
Step 5: Post Position and Implement Recruitment Plan
Raspberry focus on continuous monitoring of recruitment activity and we believe plan effectiveness is critical to a successful search. Applicant pools for each recruitment can be monitored by selection committee members throughout the recruitment cycle.
Step 6: Review Applicants and develop shortlist
Raspberry conduct phone screen to obtain information such as availability, salary requirements, special position requirements (e.g. ability to perform shift work), ascertain minimum requirement and other preliminary information. It is possible to screen out an applicant due to information obtained during this initial screening and therefore we properly document phone screens.
Step 7: Conduct Interview
As the interview is the single most important step in the selection process, it is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. By following interviewing guidelines, Raspberry ensure to have a thorough interview process and have all necessary data to properly evaluate skills and abilities.
Information on employer guidelines set for by the Equal Employment Opportunity Council(EEOC) can be found on the EEOC’S website under Employment Test and Selection Procedures.
Test and the selection tools mentioned above should not be relied upon as the only screening as the only screening mechanism. Interviews and reference check should carry considerable weight in the overall decision process.
Test and the selection tools mentioned above should carry considerable weight in the overall decision process
As an alternative to testing applicants carefully crafted interview questions can be used to gather information on an applicant’s experience and ability to perform certain aspects of the job without the need for testing. Additionally, applicants provide job-related certification of completion for coursework or technical/industry certifications (related to the position) help to provide a measure of skills aptitude to further evaluate qualifications.
The EECO has set the following Employer guidelines when developing and administering tests:
- An employer should administer tests and other selection procedures without regard to race, color national origin, sex, religion, age (40 or older), or disability.
- If a selection procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has the less adverse impact and, if so, adopt the alternative procedure. For Example, if the selection procedure is a test, the employer should determine whether another test would predict job performance buy not disproportionately exclude the protected group.
- To ensure that a test r selection procedure remains predictive of success in a job, employers should keep abreast of changes in job requirements and should update the test specification or selection procedures accordingly. Employers should ensure that tests and selection procedures are not adopted casually by managers who know little about these processes. A test or selection procedure should be implemented without an understanding of its effectiveness and limitation for the organization, its appropriateness for a specific job, and whether it can be appropriately administered or and scored.
- Employers should ensure that test and selection procedures are properly validated for the position and purposes for which they are used. The test or selection procedure must be job-related and its results appropriate for the employer’s purpose.
Welcoming the interviewee
Interviewing can be a very stressful experience for some and the more at ease an interviewee is, the better you are able to identify true attributes. The following should be considered:
Step 8: Select hired
Once the Interviews have been completed our committee will meet to discuss the Interviewees. Committee members will need to assess the extent to which each one met their selection criteria.
The search committee evaluation tool will be helpful in justifying decisions and making them as objective as possible.
Your documentation should demonstrate your selection decision. Documentation is required in order to comply with OFCCP requirements. As one of the most critical steps in the process, it is important to keep the following in mind:
- The best candidate for the position was chosen based on qualifications.
- The candidate will help to carry out the goal of its department.
The purpose of a reference check is to obtain information about a candidate’s behavior and work performance from prior employers that could be critical to our decision, regardless of their skills, knowledge and abilities. As past performance is the best predictor of future success, it is recommended references be obtained from current and previous supervisors who can speak to the candidates on the job performance. A hiring mistake is costly in time, energy, and money. Failure to check references can have serious legal consequences. If an employee engages in harmful behavior, which would have been revealed in a reference check, Clients can be held legally responsible for “negligent hiring”.
Step 9: Finalize recruitment
Upon completion of the recruitment, we offer to the selected finalist.
Prior to initiating the offer, we do one more check of the selection process as:
- We review the duties and responsibilities of the position and ensure they were accurately described and reflected in the job description and interview process
- We review selection criteria used to ensure they were based on the qualification listed for the position.
- We confirm interview questions clearly matched the selection criteria.
- We confirm all applicants were treated uniformly in the recruitment, screening, interviewing and final selection process
Raspberry provides you Employer Record Services. An employer of record handles all HR, including payroll processing and funding; tax deposits and filing; and employment contracts and paperwork. The E.O.R. actually becomes the primary employer of your employees on paper. This essential service keeps your business compliant and facilitates during business expansion where regulations surrounding benefits and taxes become complicated. EOR is the effective employer of your employees and you “lease” them back from them; retaining control.
Raspberry provides Staff Outsourcing Services. It is a service in which we provide skilled workers for nearly any industry at our clients’ needs.Outsourcing your staff needs to Raspberry gives you the power to minimize your liability in a costly industry, but also to control a fixed staff cost while matching labor forecasts to demand needs.
Raspberry performs tasks, provides services by providing our efficient staffs for your organization for the functions that could have been or is usually done in-house. Outsourcing typically reduces your costs.
Raspberry is a management consulting firm that aims in human resource which works to transform strategy into reality. We develop quality talent who is very organized, effective and perform at their best. Our focus is on making quality talents to organizations.We strategically positioned to assist organizations in the outsourcing and recruitment of quality talent. We as a management consulting comprises of experienced consultants whose diverse expertise has empowered the performance of many reputed organizations and strengthened the technical and managerial competencies.We work with the client to help them make the most of it - to innovate and grow through technology, leverage talent, utilize data and find value in their projects. Whether your organization requires a long or short term management consulting engagement which works towards cementing your long-term success. Our expert of management consultants have their experiences, training, capabilities and enthusiasm to guide businesses in the right direction.
We as a management consulting brings an innovative solution to your business needs. We understand the system of your organization and hire the best quality talent for your system. We have clients from the private, public and non-profit organization. We have helped clients to assess, select, and develop officers, managers and executives. We have a very comprehensive database of organizational management information which enables our clients to perform best in their industries with a renowned benchmark.
We provide your organizations with the best suggestions on new technologies which develop new processes, products and new ways of working with inevitable consequences on the organization business, re-engineering of business processes and management methods. We help you manage and monitor your system of these technologies. We provide your organization assess the software gaps as related to business needs and identify areas of improvement in your system.
We as a benchmark in management consulting sector by resolving management issues for sustainability and continuity of our client’s business.
It refers to the process of preparing a pool of executive-level candidates to fill the vacant position in an organization. which involves the organization head, HR department or the recruitment agencies approaching the potential candidates with best of experience and required skills sets. And prepare the pool before making the final selection. It also involves meeting the potential candidate and convincing them to join one’s organization. The recruiters finds the details of the potential candidate with the required skill set. Contacts the candidate and convince them to participate in the recruitment process or directly join the organization.
One of the important processes for an organization is HR headhunting process. By which companies can acquire the required executives with the right skills set for the senior or executive position and regulate smooth operation of the organization.
At Raspberry, we perform the Head Hunting assignments with close collaboration with the clients. By evaluating the assignment and requirement set by the client. We prepare a specific search strategy for tracking the best candidate. The process also involves understanding the client organizations culture and the detail job description of the position. With this search parameter, we develop a list of target sectors, companies, network, source and relevant associations. From these sources, we develop a list of suitable candidate for the required position.
Before forwarding these details of these candidates. Our recruitment team screen, meet and assess the list of potential candidates. Our team conducts screening process through telephonic conversation and face-to-face interview. After performing the screening process. We consult with our clients to review preferred candidates. And assist with essential information for the selection process. Our clients then can make the suitable decision from the shortlisted candidates based on the evaluation presented to them. After the client confirms the candidate, our team starts the reference check process in consultation with the client. And after the position is filled, we shall make continuous follow up and feedback’s with our client and the candidates being selected.
The process of headhunting can have both advantages and disadvantage in its process. Major precaution to observed is confidentiality and discretion about the headhunting assignment. While maintaining the service, recruitment companies must make sure that very few people should know about the assignment being carried out for a particular company. As the recruitment agencies act on behalf of its client company. The client company shall not be responsible for the mistake or any changes in plan.
The major reason behind companies involving in HR headhunting process for its access to experience and knowledge required for its vacant position. The recruitment company acting as headhunter, shall conduct good research on understanding attributes needed to understand the culture of the client company and organization climate. To identify key personnel that has the potential to make difference in the prospective company.
The headhunting company shall ensure the clients with its expertise in approaching people,negotiation skills with high emotional intelligence and good communication skills in explanation of clients need and offer and empathy skills to analyze the best candidates.
At Raspberry, we aim to provide customize headhunting service to our clients need. We separate the team of experts for our individual clients to ensure attention to our clients’ needs and timely deliver quality deliverable’s to our clients. We offer transparent process to ensure quality and right service for our client solution.
Many companies these days choose to use headhunting method for the expert recruiter to enhance its human resource need. The companies in need of the service are dependent to recruitment company expertise in understanding of market and industry, job profiles, people’s skills and in-depth knowledge of HR policies, labor laws, job requirements and work culture.
At Raspberry, we aim to recruit the people with specific talent who can perform, an outstanding performance in our clients’ company and make a difference. Along with screening the job knowledge preferred by the client. We ensure the candidates’ skills and attributes required for the organization culture existing in the client company. By the headhunting process we target the candidates with potential to utilize their talent into the prospective company. Our clients may search for candidates fulfilling their vacant position. But we target to fulfill the requirement with the best talent and the candidates with the most potentials.