How to Overcome myths while choosing an Overseas Recruitment Agency each time?

Onboarding HR
How to Build an Onboarding Plan for a New Hire?
June 1, 2018
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7 Myths:

  1. Number of years in the Business
  2. Turnover
  3. Size of Office
  4. Location of Office
  5. Company Presentation
  6. Brochure
  7. ISO Quality Assurance Certification

 

Addressing the Serious Concerns:

  • Valid license from the concerned authority
  • For Saudi Arabia, valid ID cards from missions
  • Must be member of at least one or more recruitment association / Federation
  • Must be able to provide references of clients where it has executed 3-4 orders with similar level of consistency in Time
  • Must be able to provide references of clients where it has executed 3-4 orders with similar level of consistency in Quality

 

Raising the Right Fundamental Questions:

  • Response to new enquiries from clients (Checklists for blue collar enquiries & Checklists for white collar enquiries)
  • Central Enquiry File
  • Delegation Sheet
  • Job Role for each Recruiter
  • For Technical positions, Profile for Head of Recruitment Team
    (it’s very hard to understand the JD’s unless the person Is a BE Mechanical / Civil and has worked hands on with reputed organisations)
  • Databank Management Systems (ability to respond instantly for some urgent Client Requirements)
  • Format for Interview Schedule for Clients
  • Checklist for documents required for Visa Processing country wise
  • Training Calendar for existing Employees
  • Pre departure Orientation Script
  • Process Flowcharts
  • Scripting for each task carried out within the Organisation (This is how we do it here)
  • Process to tackle Post deployment issues with candidates

 

At ABC, we believe:

Our commodity is simply “recruiting employees” (white collar / blue collar), however we define our product as follows:
 
For Employers we sell “Assurance”
 
&
 
For Employees we sell “Hope”

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