Sourcing

APR” RECRUITMENT SPECIALISES IN FINDING CANDIDATES THAT ARE DIFFICULT TO SOURCE. EFFECTIVE SOURCING IS CRUCIAL TO ANY RECRUITMENT PROGRAM.

HEADHUNTING

We believe that for certain positions a search program could be an effective way of sourcing candidates. The program would involve contacting people in the industry to ask whether they know of anyone who may be interested in the vacancies. By using this approach we are indirectly asking whether they might be interested in the role.

SKILL TESTING

“ARP” has specific testing software with numerous tests available. we ask all candidates registering for work to complete a Spelling, Grammar, Numeracy & Reasoning test. We would be happy to include further testing in the process if required. Once the above process has been completed we will present short-listed candidates.

NEWSPAPER ADVERTISEMENT

We can run press advertising across Bangladesh including, of course, the National and local community newspapers. We use a unique layout and design to attract attention and will also ensure that the content of the ad creates an impact to entice candidates to apply.

BEHAVIOURAL BASED INTERVIEW

The basic premise behind behavioral based interviewing is this; the most accurate predictor of future performance is past performance in a similar situation. It provides a more objective set of facts allowing a consultant to make a more informed decision about whether a candidate is suited to a position.

CANDIDATE DATABASE SEARCH

Our candidate database is full of experienced and talented people. This valuable point of reference allows us to search any criteria including; skills, experience, location and availability date, amongst other things. This system also allows us to see the candidate’s previous work history making it very easy for any consultant to review the candidate’s details and quickly decide whether they are suited to a position.

REFERENCE CHECKS

“Approach People Recruitment” has an advanced, customized reference checking utility. The benefits of this system are; that it streamlines the process even further and it ensures that a candidate’s personality and ability to meet the selection criteria are verified for the third time. The programme is quick and easy to use ensuring that we can present candidates to you as quickly as possible.

INTERNET ADVERTISEMENT

Internet advertising works very well provided it is managed correctly. Advertisements are presented to a job seeker in date order, i.e. the most recently placed ad will be at the top of the list. We have a recruitment administrator who is responsible for ensuring that the ads we place remain at the top of this list by refreshing them on a regular basis. We also monitor the statistics relating to each ad to see how many people have viewed the details, versus how many have applied for the position.

CANDIDATE REFERRAL PROGRAM

The Candidate Referral Program is designed to reach a much wider group of people than just the applicants registered in our database. We ask our candidates whether they know of anyone who may be interested in the current vacancies.

PERSONALITY PROFILING

We believe that a successful match between the job and candidate will improve the longevity of a placement and will also provide key management and motivational suggestions. During the process, the personality of the candidate will be verified at three different stages; during the interview, results of the personality profile and during the reference check. All candidate will be asked complete a questionnaire which will provide a report of their internal, external and summary profiles along with a textual report indicating strengths, weakness, management styles etc. This profile is then assessed alongside the job personality profile to see how well suited this candidate is to the position.