Recruiting


From locating and recruiting to acquiring and developing talent, companies need to ensure their talent management strategies support their overall strategic planning, business goals, and culture.

We have put together a series of policies and procedures to address these concerns.
Key Points
  • Peforming a background check for employement purposes
  • Job Decription
  • Company Culture
  • Onboarding and Offboarding Procedures
  • Employee Development
  • Path to Improvement

Background Report for Employment Purposes

Performing a background check as part of the hiring process, promotion, or retention in today’s world is essential stakeholders expect it. regulators often mandate it.

Once a particular candidate is considered for a position, it is common practice to check the applicant’s background through a third-party provider to verify education, licensing, employment and other professional qualifications and claims, bankruptcy filings, check for criminal records, civil litigation, tax lines, regulatory actions, and verify that the applicate can legally work in the country. The depth of the background check for employment purposes depends on the risk-level and pay grade of the position and its requirements, background checks can range from reference calls done internally using although a third-party provider might be more cost-effective and save other headaches down the road.

A thorough background check from a reputable provider is a wise investment. Employers (and in some cases defendants) never want to say “we should have known,” as an uninformed decision can result in significant financial losses and quickly tarnish a company’s reputation.

Job Description

Best described as a document that describes the general tasks, duties, and general responsibilities of a position. It may also specify the qualifications such as experience and/or education, to whom the person reports to as well as a salary range. Job descriptions are usually done as a narrative, but some may simply be a simple list of desired skills.

Company Culture

Some of the most common reasons that employees often leave a company are dissatisfaction with employee-development. their manager, and the inability to move up in their career. Employees often seek career development in order to help them advance in their jobs. Companies that fulfill their employees' needs with training and development are more likely to retain their talent.

A toxic culture us almost always a determine to the long-term survival of any organization and that often is the result of either management's behavior or lack of it.

Onboarding and Offboarding Procedures

Recruiting and staffing efforts lead to put the right person in the right job at the right time. There several factors to take into account when thus the importance of setting up a plan.

Employee Development

Devlopment is the process where the employee with the support of his/her employer undergoes employer-sponsored training programs to improve his/her skill set and to expand his/her knowledge.

Some best-practices for working on employee development include: Brown-Bags (an informal meeting during lunch time where a series of skills are taught, mentoring, offsite traning by third parties, and programs developed by the HR and/or training departments.

Path to Improvement

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