HRC has developed a robust methodology, toolkit, and metrics that can be easily compared and referred by our clients. In addition, we bring an experienced and talented team with a diverse background to bear on these methodologies.
Our experience across Syria has enabled us to better understand the regional marketplace for various sectors and the best ways in which we can source and secure expertise. Our first-class reputation in Syria and Gulf Countries within the manpower services industry is very important and supports our candidate attraction methodologies and messages.
| Method | Process |
| Role Profiling | Once HRC receives the recruitment order issued by the Client, HRC will profile it alongside the Client’s list. This will enable us to create a skills matrix to identify the key skills, qualifications, experience levels, and personal attributes required, categorized by ‘mandatory’, ‘preferred’, and ‘additional’. |
| CV Assessment | HRC will review the job description in detail and request any clarifications needed to ensure a full understanding of the role. We will then feed this into the skills matrix, highlighting where CVs are compliant with the job description. CVs will be ranked in accordance with the skills matrix. |
| Long list | We will create a long list of candidates from the CV prequalification stage and then contact them to further understand their capabilities, experience, integrity, and availability. |
| Candidate Prequalification | HRC will conduct initial interviews with our ‘long list’ of candidates to quickly determine their interest in the role and to verify their suitability and experience based on the information in their CV. This stage will prequalify candidates against the technical aspects of the role and against a ‘minimum’ spoken English requirement. Further assessments may be arranged following the candidate’s initial phone assessment. We also seek to understand the extent of the candidate’s career aspirations, their strengths in relation to the role, and additional areas of expertise that may not choose to put the candidate forward for the position and would seek alternative roles for them. |
| Candidate Shortlist | From the candidate prequalification stage, we create a shortlist of candidates who are most closely aligned with Client requirements. |
| Face to Face Interview | We will meet all candidates in person or online and thoroughly interview all candidates prior to submission. Where a face to face-to-face is not possible, we will conduct online interviews. During this interview, we will further assess the candidate’s experience, skills, work ethic, and expectations. This will be a competency-based interview. We will brief the candidate about the role, answering any questions they may have to ensure that the candidate fully understands the duties and responsibilities together with performance expectations. An overview of the Client’s culture will also be provided. |
| Qualification Verification | Prior to submitting candidates to the Client, we will obtain copies of their qualification certificates and as appropriate, verify these qualifications by contacting the awarding body if needed. |
| Candidate Submission | We will provide comprehensive candidate information via our skills matrix when submitting CVs against a vacancy. This ensures that the Client has a clear understanding of how the candidates meet the requirements of the role. |
| Client CV Evaluation | The Client will evaluate the CV at its own discretion and inform HRC of the accepted CVs and when to start the hiring process. As per the Client assessment process, we can also arrange candidate interviews (Online and onsite as requested); we will organize the time/date/place of an interview with the hiring manager directly. |
| Offer Management | The hiring manager and/or HR will provide interview feedback and inform the account management team if an offer is to be made. As appropriate, we then support the offer negotiation with the candidate. During the offer management stage, we will maintain constant communication with the candidate, conducting further checks to ensure acceptance of the offer. |
| Method | Process |
| Non confection certificate | Non confection certificate is a mandatory requirement that is part of the pre-selection process. The candidate must request a document from the Ministry of Interior. |
| Self-Declaration | All candidates will be required to complete the Self Declaration in respect of the Client’s anti-corruption regulations. |
| Referencing checks | To ensure verification of local workers’ background checks, we Hold a copy of the individual’s National ID Card on file Hold a copy of the individual’s passport on file “If available” |
| Onboarding | HRC will ensure that all candidates are put through the onboarding process agreed with the Client, including relevant inductions and briefings. We will continue to have daily or weekly (depending on timeframe) communication with the candidate until ‘on seat’. |
