We understand that finding qualified candidates is just one part of the recruitment process. That's why we go the extra mile to screen and evaluate each candidate thoroughly, ensuring that our clients only receive the most suitable candidates for their job openings.

Our team of experienced recruiters work closely with each candidate to understand their skills, experience, and career goals. We conduct initial interviews and assessments to evaluate each candidate's suitability for the job, taking into consideration our clients' requirements and preferences.

We also use a variety of tools and techniques to evaluate candidates, including skills tests, behavioural assessments, and reference checks. This allows us to gain a more comprehensive understanding of each candidate's strengths, weaknesses, and potential fit within our clients' organisations.

Ultimately, our goal is to present our clients with a shortlist of highly qualified candidates who are best suited for the job. This helps to streamline the hiring process, saving our clients time and resources, while also ensuring that they find the right person for the job. By working with us, our clients can rest assured that they are receiving the highest quality candidates for their job openings, ultimately helping to drive their business success.

At Helios Recruitment we follow the steps below in the screening and selection process:

• Job Analysis: The first step is to conduct a thorough job analysis to understand the requirements, responsibilities, and qualifications needed for the position. This analysis helps in creating a clear job description and person specification.

• Sourcing Candidates: Once the job requirements are defined, the next step is to attract potential candidates. This can be done through various methods such as job postings on job boards, company websites, social media, employee referrals.

• Application Screening: After receiving applications, the screening process begins. The screening may involve reviewing resumes or application forms to shortlist candidates who meet the basic requirements of the job. This initial screening helps in narrowing down the applicant pool.

• Assessments and Tests: Depending on the job role, candidates may be required to undergo various assessments and tests. These assessments can include aptitude tests, personality assessments, skills assessments, and other relevant evaluations to determine their suitability for the role.

• Interviews: Shortlisted candidates are usually invited for interviews. Interviews can be conducted in different formats, such as face-to-face interviews, panel interviews, telephonic or video interviews. The purpose of the interviews is to evaluate the candidates' skills, experience, qualifications, and cultural fit.

• Background Checks: Once a candidate is selected as a potential fit for the position, background checks are typically conducted. These checks can include verification of education credentials, employment history, reference checks, and sometimes even criminal background checks.

• Decision Making: Based on the outcomes of the interviews, assessments, and background checks, the hiring team or hiring manager can make a decision regarding the selection of the candidate. This decision is usually made by considering the candidate's qualifications, skills, experience, cultural fit, and overall suitability for the job.

• Job Offer: If the candidate is selected, a job offer is extended, including details such as salary, benefits, start date, and any other relevant terms and conditions. The candidate may negotiate the offer, and once both parties reach an agreement, the offer is finalised.

• Onboarding: After the candidate accepts the job offer, the onboarding process begins. This involves completing necessary paperwork, providing orientation and training, and integrating the new employee into the organisation.