Last year we sourced and recruited over 600 people from over 20 countries across 30 different skill sets.  We arecompetent in both large scale recruitment campaigns and bespoke, high level assignments.  We use a variety of recruitment methodologies depending on the nature of the assignment that include:



 

• Database – our own in house proprietary pool of candidates and jobseekers
• Portals – both regional and international job portals
• Advertisements – press, digital and specialist publications
• Referrals – utilizing our existing large employee network  - the best people know the best people
• Head hunting (senior assignments) – targeted search strategies appropriate for the role
• Partners – recruitment partners across the globe when we want to deliver complex, specialist or large volume campaigns.

Once we have found suitable candidates we conduct a rigorous assessment process to ensure we have the right quality.  These are dependent on client needs however may include:  

• Communication skills (English, Arabic, Urdu, Hindi, Malayalam, Tamil).
• Soft skills -energy, assertiveness, composure, personality.
• Job specific interview – e.g. for sales, based on previous achievements and numbers.
• Joining commitment level through Quality Validation Sheet (QVS). 
• Domain and psychometric tests.

Our role in providing flexible staff is to ensure our clients spend the minimum amount of time in the recruitment process however we feel it’s very important they have the final say during a short interview with the candidate.  Once the client selects the individual we conduct background verification checks that can include:

• Previous employer references
• Character references
• Police checks (home country checks available)
• Credit checks