Recruitment Process
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Job Analysis and Description: The process starts with the employer defining the job role, responsibilities, qualifications, and requirements. This information is used to create a job description.
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Job Posting: Once the job description is finalized, the employer advertises the job vacancy. This can be done through various channels such as online job boards, company websites, social media platforms, and recruitment agencies.
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Application Submission: Interested candidates submit their applications, which usually include a resume (CV) and a cover letter outlining their qualifications, skills, and relevant experience.
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Screening and Shortlisting: The employer or a recruitment agency reviews the applications received to shortlist candidates who meet the basic requirements of the job. This may involve initial screenings based on qualifications, experience, and other criteria specified in the job description.
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Interviewing: Shortlisted candidates are invited for interviews. Interviews may be conducted in person, via phone, or through video conferencing, depending on the preferences of the employer and the location of the candidate. Multiple rounds of interviews may be conducted to assess the candidate's suitability for the role.
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Reference Checks: After the interview process, the employer may conduct reference checks to verify the candidate's qualifications, experience, and suitability for the position. This typically involves contacting the candidate's previous employers or other references provided by the candidate.
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Job Offer: Once a suitable candidate is identified and reference checks are completed satisfactorily, the employer extends a job offer to the selected candidate. The offer may include details such as salary, benefits, start date, and any other relevant terms and conditions of employment.
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Negotiation and Acceptance: The candidate may negotiate certain aspects of the job offer, such as salary, benefits, or start date, before accepting the offer. Once the terms are agreed upon by both parties, the candidate formally accepts the job offer, and the recruitment process is concluded.
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Onboarding: After accepting the job offer, the new employee goes through an onboarding process, which may include completing paperwork, receiving training, and getting acquainted with the company culture and policies.
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Probation Period: Some employers may have a probationary period during which the new employee's performance is evaluated to ensure they are a good fit for the role and the organization.
1. Submission Process:
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You can submit your application by filling out the form provided on our website or by sending us a direct email through the contact details listed.
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We value every application we receive and ensure that each one is carefully reviewed by our dedicated team.
2. Application Evaluation:
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Once we receive your application, our team of experts will meticulously assess your qualifications, experience, and suitability for the role you've applied for.
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We understand the importance of timely feedback, and rest assured, your application will be acknowledged promptly upon receipt.
3. Communication:
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We believe in maintaining open lines of communication with our applicants. After acknowledging your application, we'll keep you informed about the progress of your application every step of the way.
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Whether it's an update on the status of your application or further information regarding the selection process, we'll ensure you're always in the loop.
4. Result Notification:
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Once the evaluation process is complete, we will notify you of the outcome. Whether your application progresses to the next stage or if we've selected another candidate, we'll provide you with clear and timely feedback.
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If successful, we'll guide you through the next steps of the hiring process and assist you in preparing for the exciting journey ahead.
Here’s what you can expect once you've submitted your job application:
Direct Hire Process:
Direct hire, also known as permanent placement, involves the recruitment of full-time employees directly onto an organization's payroll. This method offers several advantages:
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Long-term Commitment: Direct hires signify a commitment to a lasting relationship between the employee and the employer, fostering loyalty and stability within the workforce.
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Customized Selection: Employers have the opportunity to meticulously select candidates who align with their company culture, values, and long-term objectives. This process ensures a better fit for both parties, enhancing employee satisfaction and retention.
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Control and Integration: Directly hired employees seamlessly integrate into the organizational structure, allowing for greater control over training, development, and performance management processes.
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Brand Representation: Direct hires often become ambassadors for the company's brand, contributing to a positive reputation both internally and externally.
Labour Hire:
Labour hire, also referred to as temporary staffing or contingent workforce, involves hiring workers through an intermediary agency for short-term assignments. Here's why it's a viable option:
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Flexibility and Scalability: Labour hire provides businesses with the flexibility to adjust their workforce according to fluctuating demands and project requirements. Whether it's seasonal peaks or specific projects, temporary staff can fill the gaps without long-term commitments.
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Cost-effectiveness: Employers can save on recruitment and onboarding costs associated with permanent placements. Additionally, labour hire agencies handle administrative tasks such as payroll, taxes, and benefits, further reducing overhead expenses.
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Specialized Skills: Labour hire allows access to a pool of specialized talents for short-term projects or to fill skill gaps within the organization without the need for extensive training or permanent employment.
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Risk Mitigation: In uncertain economic climates or industries prone to fluctuations, labour hire mitigates the risks associated with permanent hires, providing businesses with agility and adaptability.
Choosing the Right Approach:
While both direct hire and labour hire offer distinct advantages, the optimal choice depends on various factors such as business objectives, industry dynamics, and organizational culture. At MGM Care Recruitment Ltd, we partner with our clients to understand their unique needs and recommend tailored solutions that drive success.
Your Choice: Direct Placement or Labour Hire
© 2024 by MGM CARE GROUP NZ
