- Planning
- Identify the needs, have a clear understanding of all the needs and expectations
- Create a job description
- Confirm if the opening is for a short term, a long term; or part-time or full-time employment
- When the starting date should be
- Would the role undertake what project, would it take over another task to prevent hiring another in the future in relation to the budget plan
- Posting of Job Ads
- Post the ad to all groups and job ad boards, also includes LinkedIn to increase engagement, and on our website
- Screening
- Eliminate mismatch
- Shortlist applicants with experience, good work timeline (has worked with their prior company for more than a year)
- Notify shortlisted applicants
- Do an initial interview to screen these shortlisted applicants
- List all those who passed the screening based on the initial interview
- Interview with Jenifer/Jan Marc
- Setup a date based on the availability
- Provide the available dates to the applicants for the final interview
- Schedule the applicant per their response
- Notify the final interview host of the dates
- Assign cv and all details about the applicants to the host
- Jump on zoom to organize the order of the interview
- Thank the applicant for coming and inform them that they will be notified of the results on a decided date per discussions in the planning phase
- Decision
- Evaluate who among the candidates is a great fit, physically, emotionally, culturally, etc
- Pre-employment testing
- Do a test for 1 week to learn more about the capabilities and skills of the candidate to make sure before any credentials are given that this candidate could do the tasks
- Job offer
- Provide a formal letter to the candidate with all the aspects of the role, the salary package, and our expectations.
- Onboarding
- This process will be tackled on a separate SOP
