2Max Group Kenya Ltd

Recruitment Services in kenya

Recruitment Services in Kenya

Recruitment services in Kenya refers to identifying, attracting, interviewing, selecting, hiring, and onboarding employees. In other words, it involves everything from identifying a staffing need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range of workers. Larger organizations may have entire teams of recruiters, while others only have a single recruiter. In tiny outfits, the hiring manager may be responsible for recruiting. In addition, many organizations outsource recruiting to outside firms. Companies almost always recruit candidates for new positions via advertisements, job boards, social media sites, and others. Many companies utilize recruiting software to more effectively and efficiently source, top candidates. Regardless, recruitment typically works in conjunction with or as a part of Human Resources.

Recruitment services in Kenya Process:

1. Recruitment services Planning:

The first step involved in the recruitment services process in Kenya is planning. Here, planning consists of drafting a comprehensive job specification for the vacant position, outlining its major and minor responsibili­ties; the skills, experience, and qualifications needed; grade and level of pay; starting date; whether temporary or permanent; and mention of particular conditions, if any, attached to the job to be filled.”

2. Strategy Development:

Once it is known how many with what qualifications of candidates are required, the next step is to devise a suitable strategy for recruiting the candidates for the organization.

The strategic considerations include whether to prepare the required candidates themselves or hire them from outside.

What type of recruitment services in kenya method do we use, what geographical area be considered for searching for the candidates, which source of recruitment to be practiced, and what sequence of activities follows in recruiting candidates in the organization?

3. Searching:

This step involves attracting job seekers to the organization. There are broadly two sources used to attract candidates.

These are:

1. Internal Sources, and

2. External Sources

4. Screening:

Though some view screening as the starting point of selection, we have considered it an integral part of recruitment. The selection process starts after the applications have been screened and shortlisted. The example below is recruitment services in Kenya;

Universities, applications are invited to fill the post of Professors. Applications are re­ceived in response to the invitation, i.e., advertisements are screened and shortlisted based on eligibility and suitability. We only invite screened applications for seminar presentations and personal interviews. The selection process starts from here, i.e., seminar presentation or discussion.

Job specification is invaluable in screening. 2Max Group Screen the Applications against the qualifications, skills, abilities, interests, and experience mentioned in the job specification. We eliminate those who do not qualify from the selection process.

The techniques used for screening candidates vary depending on the source of supply and method used for recruiting. Preliminary applications, de-selection tests, and screening interviews are standard techniques used for screening candidates.

5. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its evaluation and control are imperative.

The costs generally incurred in a recruitment services in Kenya process include:

(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain unfilled

(v) Cost incurred in recruiting unsuitable candidates

Given the above, a prudent employer must try to answer specific questions, like whether the recruitment methods are appropriate and valid. And whether the recruitment process followed in the organization is effective at all or not. If the answers to these questions are negative, the appropriate control measures need to be evolved and exercised to tide over the situa­tion.

However, such an exercise seems to be only rarely carried out in practice by the organization’s employers. Having discussed the recruitment services in Kenya process, it will now be relevant to know about recruitment practices in Kenya. The following section delineates the same.

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