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Requirement analysis is the foundation for finding the right talent for businesses. Through this process we analyse and understand specific requirements and needs of our client, including job description, qualifications, experience, skills, and competencies. The objective of this step is to gather a comprehensive understanding of what the client is looking for in a candidate and the key attributes that are essential for the role.
The requirement analysis process will typically involve a series of consultations and discussions with the client, asking a range of questions to gather relevant information, such as the company culture, work environment, job duties, and reporting structure. We may also review the job description and any other applicable documentation to ensure that they have a clear understanding of the role.
Once the consultant has gathered all the necessary information, they will create a detailed job description that outlines the requirements and specifications for the role. This job description will be used as a reference point throughout the recruitment process to ensure that the right candidates are selected for the role
Once the job description has been created, we will present an agreement to the employer outlining the terms and conditions of the recruitment service. The employer agreement is a legally binding contract that sets out the responsibilities and obligations of both the employer and Bestow Recruitment Services.
The employer agreement covers a range of important aspects, including the fee structure, the scope of services provided, and the timeline for the recruitment process. The fee structure entails the costs involved in the recruitment process, including any upfront fees, ongoing fees, or contingency fees. The scope of services provided outlines the specific services that the recruitment company will provide, such as candidate sourcing, screening, interviewing, and reference checking. The timeline for the recruitment process includes the expected timeline for each stage of the recruitment process, including the expected date for presenting shortlisted candidates and the expected date for the final offer.
This will help to ensure that both parties are clear on the terms and conditions of the recruitment service. It aims to minimize the risk of misunderstandings or disagreements between both parties, and ensures that the recruitment process runs smoothly and efficiently without any disputes or legal issues that may arise during the recruitment process.
This step will involve creating and publishing job adverts on various social media platforms to attract potential candidates.
Job postings on social media will commence by creating compelling and engaging job descriptions to capture the attention of potential candidates. The job description will outline the job title, the key responsibilities and requirements of the role, and any relevant experience or qualifications needed. It will also include essential information about the company culture, work environment, and any additional benefits or perks of the job. Once finalized, striking visuals and graphics will be created to accompany the job advert on social media.
After creating the job advert, it will be posted on the company’s social media pages, and paid job advertising on social media platforms such as LinkedIn or Facebook will be done. This will ensure that the recruitment process is successful and the right candidates are found for the job.
We will evaluate and analyse potential candidates to determine their suitability for the job. Various steps will follow, such as resume analysis, document verification, background checks, and pre-interview assessments.
Resume analysis is the first component of candidate analysis and will include reviewing the candidate’s resume to assess their skills, experience, and qualifications to determine if they meet the job requirements, and if they have the necessary skills and experience for the position.
Next will be document verification involving verification of the candidate’s educational and employment history. We will confirm the authenticity of their academic degrees, professional certifications, and previous employment records to ensure the information provided is accurate.
Background checks are also crucial for candidate analysis. It involves conducting criminal and reference checks to confirm the candidate’s suitability for the position. This step helps to ensure that the candidate has a clean record and is a good fit for the job.
Pre-interview assessments will be the final component of candidate analysis and involve conducting preliminary interviews or assessments to determine if the candidate has the required skills and experience for the job. These assessments may include skills tests, personality assessments, or behavioral interviews to evaluate the candidate’s fit for the role.
Following the pre-interview, the employer proceeds to the candidate selection step, which involves reviewing the candidates.
The candidate selection process involves one or more rounds of interviews. These interviews may be conducted by the hiring manager, the HR team, or a panel of employees from the company. During the interview, the company evaluates the candidate’s skills, experience, and suitability for the job.
After the interviews are completed, the company evaluates the candidates based on the criteria set for the job. This includes considering factors such as the candidate’s qualifications, experience, skills, and fit for the company culture.
Bestow Recruitment Services has a pool of international candidates who have been carefully evaluated and vetted through our candidate analysis process. This process involves a comprehensive review of the candidate’s resume, verification of educational and employment documents, background checks, and pre-interview assessments to ensure their qualifications and suitability for the job.
By maintaining this pool of international candidates, we provide employers with access to a broader range of qualified candidates in case they are unable to find suitable candidates in Canada. This approach provides employers with a diverse group of individuals who they can interview and opt for the best that can bring unique perspectives and experiences to the workplace.
We believe that our international candidate pool is a valuable resource for employers, as it enables them to find the right candidate for the job, regardless of location. It also helps to ensure that employers have access to the best possible talent pool, which can contribute to their business success.
Once a candidate is selected by the employer, the next step is to help them obtain the necessary immigration documents to work in Canada. This process involves applying for a Labour Market Impact Assessment (LMIA), obtaining a work permit, and arriving in Canada.
First, our partner company will aid the candidate in applying for an LMIA through Service Canada. This process involves demonstrating that the employer has made efforts to hire an efficient worker for the job and they are qualified so as to not adversely impact the Canadian labour market.
Once the LMIA is approved, a work permit application will be submitted to Immigration, Refugees and Citizenship Canada (IRCC) by our partner company demonstrating that the candidate meets the eligibility requirements for a work permit.
After the approval of the work permit, the candidate can then travel to Canada to begin their employment. Upon arrival, they will be required to present their work permit and other relevant documents to a border officer, who will determine if they are admissible to Canada.
After the candidate has successfully reached Canada and is ready to join, the next step is to ensure that all outstanding requirements have been fulfilled and they are given an orientation by the company prior to joining.
This step involves ensuring that all necessary paperwork, such as employment contracts and confidentiality agreements, have been signed and that any pre-employment checks or tests have been completed. In addition, the company may provide the candidate with information about their new workplace, such as the company’s mission, values, and culture, as well as their specific job responsibilities and expectations.
Orientation may also include training on company policies and procedures, as well as an introduction to key team members and stakeholders. This helps to ensure that the candidate is prepared for their new role, and feels comfortable and confident in their new workplace.
At Bestow Recruitment Services, we work closely with both the candidate and the employer to ensure that all requirements are met and that the candidate has a smooth transition into their new role. We provide support and guidance throughout the recruitment process to ensure that the candidate is well-prepared and equipped for success.
Let’s Build your dream team
Bestow Recruitment is your one-stop destination for all your recruitment needs. With years of experience in the industry, we specialize in providing top-notch staffing solutions to businesses across industries. We understand the importance of having the right team in place and the impact it can have on your business’s success. That’s why we take a personalized approach to each recruitment assignment to ensure that we deliver the best possible candidate for the role.
Our team of expert recruiters is well-versed in identifying the right fit for the role and the organization’s culture. We have a vast pool of talent to choose from, including international candidates, to ensure that we provide you with the best possible options. Our goal is to make the recruitment process as seamless and efficient as possible for you, so you can focus on your core business operations.
Simplifying your recruitment process with global expertise. Find the best talent for your team with our international recruitment services.
Simplifying your recruitment process with global expertise. Find the best talent for your team with our international recruitment services.
Office Address: – #255, Roy McDonald Drive, London, Ontario, N6L 0J1, Canada.
Phone:- +1 647 410 5145 , +1 438 926 0055
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