2.3 Recruitment & Selection
Description
AfriLabs seeks qualified, viable and experienced employees for all vacancies, ensuring a fair and unbiased employment process regardless of their gender, race, colour, religion, ethnicity or origin.
Recruitment Stages
Staffing Needs Identification
The first step of the recruitment process for AfriLabs is the identification of staffing needs from a vision and internal perspective. The identification of this need should be done by the Hiring Manager in consultation with People Management. This collaboration is to ensure the needs are adequately captured in the design of a job description and establishing the recruitment procedures. All vacancies must be filled out in an employee requisition form where all details of recruitment are provided at a glance for the Chief Operating Officer’s approval. The requisition is to be accompanied by a detailed Job Description and a justification note providing details of the need and the intended impact level the new opening is expected to make in the coming months. The Job Description is expected to capture information such as; Brief summary of the Organisation, Job Title, Job Summary, Responsibilities, Supervisor, key relationships (internal & external), Job requirements, values and disclaimer clauses. All postings of job openings are to be advertised internally for internal consideration. However, where it is not possible to fill a vacant role internally, such a role will be advertised externally or a combination of both.
Internal Recruitment
If an internal candidate is found suitable for the position temporarily, they may be offered the job based on the concurrence of the current supervisor, certifying that the employee will not create a gap in the current department and that they are fit for the new role. People Management, in this situation, is expected to
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