OUR SERVICES

We have developed a recruitment process that is effective at finding your perfect candidate in a number of sectors. We have specific expertise in sourcing and developing candidates for IT, media, finance, retail, TV, marketing and construction roles with a second expertise in sourcing the most desirable Arabic-speaking candidates. Our proven record at successfully sourcing the most applicable candidates for businesses does not happen by chance. We have developed a recruitment service that goes above and beyond the usual recruitment processes. Our method makes sure you truly know your candidates and their competencies, and can be divided into four key stages:

Pre-hire preparation is an important and cost-effective early step of the hiring process, with the goal to put the recruitment train in the correct track. It encompasses the 360° necessary processes to be dealt with before pursuing the recruitment, making sure that you are armed with the most relevant information that will seamlessly integrate your new employee into your business.

Job Analysis: An accurate and updated job analysis is essential in order to understand the role and write meaningful and accurate job descriptions which will lead to successful recruitment. A job analysis of daily tasks and tools can be undertaken by the supervisor, former employees and with both internal and external customers of the position being analysed.
Job Description and Selection Criteria: A job description is a written statement that describes the duties, responsibilities, required qualifications and reporting relationship of each position within the organisation. Determining valid selection criteria is a fundamental prerequisite for having a fair, efficient and effective staff recruitment process. Every step in the recruitment and selection process must revolve around the selection criteria and each selection criteria must relate to the skills, qualifications, knowledge, experience and abilities required for the position. The criteria must come from the job description and may be divided into essential and desirable criteria.
HR Handbook with policies and procedures: Recruitment process can’t be initiated without clear policies and procedures. Compensation, benefits and working hours policies, for instance, are key factors to attract good talents. As an employer, you have also a legal and moral obligation to ensure that you have the best interests of your business at the forefront of your considerations.
Check your business is ready to employ staff according to laws and regulations: It is important to run some exercises before starting the recruitment process to make sure you can take on staff legally. This includes: national minimum wage, national insurance contribution, employee's pension, maternity and paternity leave policies, discrimination avoidance policies, health and safety, employers' liability insurance, registration with relevant authorities.

Employment Contract: It is always recommended to have the employment contract ready from the day one to avoid any surprising circumstances. Employment contracts varies considerably by different types of jobs. Employers should ensure they have adequate legal protection in their employment contracts before hands.

Job Analysis: An accurate and updated job analysis is essential in order to understand the role and write meaningful and accurate job descriptions which will lead to successful recruitment. A job analysis of daily tasks and tools can be undertaken by the supervisor, former employees and with both internal and external customers of the position being analysed.
Job Description and Selection Criteria: A job description is a written statement that describes the duties, responsibilities, required qualifications and reporting relationship of each position within the organisation. Determining valid selection criteria is a fundamental prerequisite for having a fair, efficient and effective staff recruitment process. Every step in the recruitment and selection process must revolve around the selection criteria and each selection criteria must relate to the skills, qualifications, knowledge, experience and abilities required for the position. The criteria must come from the job description and may be divided into essential and desirable criteria.
HR Handbook with policies and procedures: Recruitment process can’t be initiated without clear policies and procedures. Compensation, benefits and working hours policies, for instance, are key factors to attract good talents. As an employer, you have also a legal and moral obligation to ensure that you have the best interests of your business at the forefront of your considerations.
Check your business is ready to employ staff according to laws and regulations: It is important to run some exercises before starting the recruitment process to make sure you can take on staff legally. This includes: national minimum wage, national insurance contribution, employee's pension, maternity and paternity leave policies, discrimination avoidance policies, health and safety, employers' liability insurance, registration with relevant authorities.

Job Analysis: An accurate and updated job analysis is essential in order to understand the role and write meaningful and accurate job descriptions which will lead to successful recruitment. A job analysis of daily tasks and tools can be undertaken by the supervisor, former employees and with both internal and external customers of the position being analysed.
Job Description and Selection Criteria: A job description is a written statement that describes the duties, responsibilities, required qualifications and reporting relationship of each position within the organisation. Determining valid selection criteria is a fundamental prerequisite for having a fair, efficient and effective staff recruitment process. Every step in the recruitment and selection process must revolve around the selection criteria and each selection criteria must relate to the skills, qualifications, knowledge, experience and abilities required for the position. The criteria must come from the job description and may be divided into essential and desirable criteria.
HR Handbook with policies and procedures: Recruitment process can’t be initiated without clear policies and procedures. Compensation, benefits and working hours policies, for instance, are key factors to attract good talents. As an employer, you have also a legal and moral obligation to ensure that you have the best interests of your business at the forefront of your considerations.
Check your business is ready to employ staff according to laws and regulations: It is important to run some exercises before starting the recruitment process to make sure you can take on staff legally. This includes: national minimum wage, national insurance contribution, employee's pension, maternity and paternity leave policies, discrimination avoidance policies, health and safety, employers' liability insurance, registration with relevant authorities.

Job Analysis: An accurate and updated job analysis is essential in order to understand the role and write meaningful and accurate job descriptions which will lead to successful recruitment. A job analysis of daily tasks and tools can be undertaken by the supervisor, former employees and with both internal and external customers of the position being analysed.
Job Description and Selection Criteria: A job description is a written statement that describes the duties, responsibilities, required qualifications and reporting relationship of each position within the organisation. Determining valid selection criteria is a fundamental prerequisite for having a fair, efficient and effective staff recruitment process. Every step in the recruitment and selection process must revolve around the selection criteria and each selection criteria must relate to the skills, qualifications, knowledge, experience and abilities required for the position. The criteria must come from the job description and may be divided into essential and desirable criteria.
HR Handbook with policies and procedures: Recruitment process can’t be initiated without clear policies and procedures. Compensation, benefits and working hours policies, for instance, are key factors to attract good talents. As an employer, you have also a legal and moral obligation to ensure that you have the best interests of your business at the forefront of your considerations.
Check your business is ready to employ staff according to laws and regulations: It is important to run some exercises before starting the recruitment process to make sure you can take on staff legally. This includes: national minimum wage, national insurance contribution, employee's pension, maternity and paternity leave policies, discrimination avoidance policies, health and safety, employers' liability insurance, registration with relevant authorities.

Job Analysis: An accurate and updated job analysis is essential in order to understand the role and write meaningful and accurate job descriptions which will lead to successful recruitment. A job analysis of daily tasks and tools can be undertaken by the supervisor, former employees and with both internal and external customers of the position being analysed.
Job Description and Selection Criteria: A job description is a written statement that describes the duties, responsibilities, required qualifications and reporting relationship of each position within the organisation. Determining valid selection criteria is a fundamental prerequisite for having a fair, efficient and effective staff recruitment process. Every step in the recruitment and selection process must revolve around the selection criteria and each selection criteria must relate to the skills, qualifications, knowledge, experience and abilities required for the position. The criteria must come from the job description and may be divided into essential and desirable criteria.
HR Handbook with policies and procedures: Recruitment process can’t be initiated without clear policies and procedures. Compensation, benefits and working hours policies, for instance, are key factors to attract good talents. As an employer, you have also a legal and moral obligation to ensure that you have the best interests of your business at the forefront of your considerations.
Check your business is ready to employ staff according to laws and regulations: It is important to run some exercises before starting the recruitment process to make sure you can take on staff legally. This includes: national minimum wage, national insurance contribution, employee's pension, maternity and paternity leave policies, discrimination avoidance policies, health and safety, employers' liability insurance, registration with relevant authorities.

Job Analysis: An accurate and updated job analysis is essential in order to understand the role and write meaningful and accurate job descriptions which will lead to successful recruitment. A job analysis of daily tasks and tools can be undertaken by the supervisor, former employees and with both internal and external customers of the position being analysed.
Job Description and Selection Criteria: A job description is a written statement that describes the duties, responsibilities, required qualifications and reporting relationship of each position within the organisation. Determining valid selection criteria is a fundamental prerequisite for having a fair, efficient and effective staff recruitment process. Every step in the recruitment and selection process must revolve around the selection criteria and each selection criteria must relate to the skills, qualifications, knowledge, experience and abilities required for the position. The criteria must come from the job description and may be divided into essential and desirable criteria.
HR Handbook with policies and procedures: Recruitment process can’t be initiated without clear policies and procedures. Compensation, benefits and working hours policies, for instance, are key factors to attract good talents. As an employer, you have also a legal and moral obligation to ensure that you have the best interests of your business at the forefront of your considerations.
Check your business is ready to employ staff according to laws and regulations: It is important to run some exercises before starting the recruitment process to make sure you can take on staff legally. This includes: national minimum wage, national insurance contribution, employee's pension, maternity and paternity leave policies, discrimination avoidance policies, health and safety, employers' liability insurance, registration with relevant authorities.