Permanent Hires

How we work

When starting the selection process for permanent positions, the importance goes beyond skill acquisition. When searching for the perfect fit, it's essential to ensure that the candidate's values, expectations, and work style align with your organization's core. We engage in thorough conversations with our partners to gain a complete understanding of the essential competencies, expertise, and network necessary for the role. Our meticulous approach ensures the realization of high-quality permanent placements.

Regardless of whether you manage an emerging small enterprise or a big corporate entity venturing into new domains, our network connects you with different profiles of professionals in the renewable energy sector based on your business needs. Our candidates stand out with their extensive industry experience, skills, and professional networks.

Our permanent hire process

1. Job Qualification meeting

To ensure a successful recruitment process, and the right placements, we consult thoroughly with our clients to gain a comprehensive understanding of their needs and expectations. During this phase, we collect information about the organization's culture, the specific job requirements, qualifications, experience, and any other pertinent details essential for the designated role (s).

2. Job Analysis and Description

Based on the client's input, we create a detailed job description. This includes the job title, responsibilities, qualifications, experience requirements, salary range, USP’s of the vacancy and any other essential criteria. This document will serve as a foundation for the recruitment process.

3. Sourcing Candidates

To find suitable candidates, we utilize various sourcing methods, including:

Advertising: Posting the job on relevant job boards, the company website, and social media platforms.

Database Search: Scanning internal and external candidate databases to identify potential matches.

Networking: Leveraging professional networks, industry contacts, and referrals to identify qualified candidates.

Headhunting: Proactively approaching passive candidates who are not actively job-seeking.

4. Resume Screening

Reviewing resumes and applications to shortlist candidates who meet the specified criteria. This step helps in eliminating unqualified applicants.

5. Candidate Qualification Interviews

Conduct preliminary interviews to assess candidates' skills, experience, and cultural fit with the organization.

6. Reference Checks

Contacting provided references to verify candidates' employment history, qualifications, and character. This step helps ensure the accuracy of the information provided.

7. Client Interviews

Coordinating interviews between the shortlisted candidates and the client. These interviews provide an opportunity for the client to evaluate candidates' qualifications and suitability for the role.

8. Offers, feedback, and negotiation discussions

Assisting the client in formulating and extending job offers to the chosen candidate. Negotiating salary, benefits, start date, and other terms of employment may be necessary during this phase.

9. Offer Acceptance and Onboarding

Once the candidate accepts the offer, help facilitate the onboarding process, including completing the necessary paperwork, background checks, and any required training or orientation.

10. Feedback and Evaluation

Gathering feedback from both the client and the candidate after the placement. This feedback is valuable for continuous improvement in the recruitment process and enduring partnership.