Our selection criteria includes several key components that will need to be verified before the hiring process begins. For example, we would need to establish the skills and experience required, technical competencies and key performance indicators for the position, which would be provided in writing for your approval.
We will then create the Job Personality Profile to provide us with the personality traits to look for during the recruitment process. Jobcaps uses a personality profile system to profile both the jo b and candidate personalities.
We will analyse the job’s required traits and the adaptations t hat may be made in behaviour, in order to meet the needs of a working situation. This provides us with the key personality traits that we will be looking for during the recruitment process and forms the basis for the behavioural based interview questions.
We listen to our client to identify each trait required for their position; skills, experience, and attitude. Our priority is to get background information relative to the job. The more information we gather, the more successful the placement.
It is this early stage that makes what we do unique. Firstly we actively source candidates using standard online and print advertising, candidate database and candidate referrals. Secondly we utilise our extensive personal networks. We have a strong network of proven candidates that reflect the ethos and the quality of what we do in their own work, and we attempt to avail of these where possible.
The best candidates are then shortlisted and interviewed face-to-face. Applying all the information we gathered in Step 1 and vast industryknowledge of the recruiters, we can make an accurate judgment to whether the candidate is exactly what the client wants.
All candidates supply a minimum of three work references, we verify all the candidate’s abilities, work history and qualifications. If a client requires we can also facilitate Drug and Alcohol tests as well as Police Clearance checks.
The successful candidate is placed with our client. If the client feels that the candidate is not fully suited then we offer to replace the candidate free of charge. Our account managers will be available to liase with the client throughout the replacement process.
The objective of the course is to remove or screen out the barriers or obstructions that stand in the way of the expression of individual personality, through a process of training.
We believe that for certain positions a search program could be an effective way of sourcing candidates. The program would involve contacting people in the industry to ask whether they know of anyone who may be interested in the vacancies. By using this approach we are indirectly asking whether they might be interested in the role.
We can run press advertising across India including, of course, the all kerala and local community newspapers. We use a unique layout and design to attract attention and will also ensure that the content of the ad creates an impact to entice candidates to apply.
Internet advertising works very well provided it is managed correctly. Advertisements are presented to a job seeker in date order, i.e. the most recently placed ad will be at the top of the list. We have a internet and Social Media administrator who is responsible for ensuring that the ads we place remain at the top of this list by refreshing them on a regular basis. We also monitor the statistics relating to each ad to see how many people have viewed the details, versus how many have applied for the position.
Our candidate database is full of experienced and talented people. This valuable point of reference allows us to search any criteria including; skills, experience, location and availability date, amongst other things. This system also allows us to see the candidate’s previous work history making it very easy for any consultant to review the candidate’s details and quickly decide whether they are suited to a position.
The basic premise behind behavioural based interviewing is this; the most accurate predictor of future performance is past performance in a similar situation. It provides a more objective set of facts allowing a consultant to make a more informed decision about whether a candidate is suited to a position.
The Candidate Referral Program is designed to reach a much wider group of people than just the applicants registered on our database. We ask our candidates whether they know of anyone who may be interested in the current vacancies.
We believe that a successful match between the job and candidate will improve longevity of a placement and will also provide key management and motivational suggestions. During the process the personality of the candidate will be verified at three different stages; during the interview, from the results of the personality profile and during the reference check. All candidates will be asked to complete a questionnaire which will provide a report of their internal, external and summary profiles along with a textual report indicating strengths, weaknesses, management styles etc. This profile is then assessed alongside the Job Personality Profile to see how well suited this candidate is to the position.
Jobcaps has an advanced, customised reference checking utility. The benefits of this system are; that it streamlines the process even further and it ensures that a candidate’s personality and ability to meet the selection criteria are verified for a third time. The program is quick and easy to use ensuring that we can present candidates to you as quickly as possible.
Jobcaps has specific testing software with numerous tests available. We ask all candidates registering for work to complete a Spelling, Grammar, Numeracy & Reasoning test. We would be happy to include further testing in the process if required. Once the above process has been completed we will present short-listed candidates.