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