Mass Recruitment Services
For companies that are starting up that require a huge workforce across various departments and for scaling companies we provide them with proven expertise in large-scale recruitment services.
This is a tailored recruitment process aimed to support your company access to a huge database of candidates across various departments with ease.
Whether you're expanding your workforce, opening new branches, or launching a project that requires a significant number of hires, our mass hiring services are designed to meet your specific needs. In mass recruitment or staffing we work with companies in the manufacturing, healthcare, hospitality, engineering, and across Kenya, Uganda, Tanzania, and Zambia.
We will advise you on the market salary rates, which positions you need to prioritize, which positions are harder to fill, and the recruitment strategies around them among others.
Our key processes in mass recruitment includes;
- Ensuring there is proper manpower planning. Mass hiring or any kind of recruitment has a financial implication to the organization. This implication is felt on salary, benefits, and other overhead costs that comes with engaging employees. In the case of mass hiring, we do financial simulations for the company based on the market rates and the positions they have requisitioned for to give them a view of what their costs would look like. We also help them in determining which positions they should prioritize or not hire for in any given mass hiring request.
- Aligning on an effective hiring plan. Once we align on the manpower planning bit, we customize a recruitment plan for the company. It covers the key steps we will take, the role of each of the involved parties in those processes, and the metrics of success.
- Aligning on role requirements. We seek to understand the roles, and together with the line manager develop role requirements that are necessary for the organization to succeed.
- Developing job descriptions and specifications. Most organizations use job advertisements as a job description which should not be the case. Job descriptions and role specifications should be detailed and should cover the key output expected from the role and the requirement in each of those roles.
- Attracting candidates. We attract candidates through job postings, having calls and sharing emails with potential candidates in our database, and through headhunting. This assists us in ensuring we have a wide pool which we use during the screening process to arrive at a best-fit candidate scenario.
- Managing the shortlisting process. Our shortlisting process includes various rounds of internal interviews, assessments, tests, and profile and CV reviews. We review appropriate candidates against a set internal screening criterion.
- Organizing interviews-online and physical sessions. Depending on the clients’ preference, we develop interview forms, organize interviews, and support our clients evaluate candidates appropriately.
- Closing on roles and onboarding. After the interviews, we help our clients in the selection process and once we close on it we facilitate the issuance of offer letters to candidates and the negotiation process.
- Background Search and Screening. As an assurance metric, we run background search on all the selected candidates and ensure they match up to the educational experience, professional certifications, and work experience details they provided throughout the interviewing process.