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Services

Services

ORENBURG experienced recruitment team provides potential candidate and identification of qualified consultants according to our Client’s requirements. Our International Resume resources pool is extensive and enables access to a wide range of industry contacts worldwide. As part of our search and selection process, ORENBURG rigorously examines each candidate’s background and professional references. We maintain the highest level professional standards throughout the recruitment process, and in the on-boarding process that follows.

We provide full contracting services for consultants working across the Asia-Pacific and Middle East regions, including pay-roll, taxation, medical and liability insurances, to provide a comprehensive consultancy service in line with our Client’s Project requirements.

Through our offices ORENBURG provides full in-country support with visa and work permits, assisting with accommodation, local transport, schooling, flight arrangements and 24 hour emergency contact, to ensure consultants’ assignments are safe, compliant with local regulations, and completed to our Clients’ and consultants’ satisfaction.

Scope of Services

ORENBURG continually strives to provide and maintain the highest standards of professional service to our Clients and Consultants, including:

  1. Permanent Recruitment: Identification, selection and sourcing of technical consultants
  2. Contracting: Comprehensive Contracting, Pay-rolling and Visa Support Services
  3. Work Permit & Visa: Full in-country support through the lifetime of the Client’s project
  4. Reference Check: with our step of 2-2-2
    • 2 Subordinates
    • 2 Colleauges
    • 2 Supervisors
  5. Criminal Checking: check with Royal Thai Police up to client requirement

 

RECRUITMENT PROCESS

1. Recruitment & Interview Process

During sourcing of a candidate by our headhunters they make sure they have all details from the candidate and this would have evolved through a series of phone calls where communication is open on both sides. Few quick steps which we follow in this process are –

  1. A date is set for a telephonic interview where in the candidate will have his/her first official interview with our team
  2. After the first official interview conducted they are moved to the short list section if they meet all the criteria’s as required by the client role
  3. The next level involves our second interview round conducted by our senior Management team who has constant interaction with clients. This enables them to match candidates as per their previous discussion which they had shared with the client recruitment or management team.
  4. The shortlisted candidates are then converted into our file formats as per our document control process and then submitted with an attached summary to our client for their review.
  5. A face to face meeting is usually arranged by the client after the telephonic round conducted by them, and this is when our other teams get involved.
  6. When the client shows interest in meeting with our candidates on a face to face basis, then our Administration & Logistics team takes over in coordinating and arranging suitable time lines for the client and for the candidate to meet and understand each other in a better manner.
  7. After the meeting if the client is satisfied and willing to get the candidate on board our teams negotiate with the candidate and work a suitable joining date which is favorable for both the client and the candidate.
  8. We maintain constant communication with the client and candidates in making sure the process was well defined and systematic. Moreover, we are also in touch with the candidate on a regular basis to ensure that he/she does not face any issues to make this transition into a new organization and they receive all documents and supporting information which will help them in joining the client group as per the promised date of joining.
  9. Our teams won’t stop there, they further make it a point to visit the candidate at his/her new working environment and receive feedbacks from client management teams and also from the candidate about his/her new tenure and try to assist if there are any issues.

2. Team Consistency

a. Headhunters – Sourcing Team

Our team consists of Headhunters proficient within the Power & Energy sector. We chart a detailed sourcing strategy and plan for every new client we work with, few things we share among all levels of our team are – The Client’s Regional presence, Candidate Type Sought after, Requirement deadlines, Sourcing Region Options, Compensations & Benefits offered, Close Competitor companies offering similar candidate skill sets, Sourcing Regions for varied Nationalities etc.

b. Administration & Coordination Team

Our administration & coordination team consists of a brilliant match between recruiters and administrators. They understand the recruitment process and the essence of time lines involved. Hence they perform the most important part of their role, they maintain all time lines for the headhunters in meeting and interviewing the candidates and also for clients to meet and have face to face meeting with candidates. They are constantly in touch with the headhunters, the candidates the client team to understand and update the current situation and also to provide constant support and coordination at all levels. This is the team which ensures that expat candidates reach safely to the client interview locations and vice versa. As we strongly believe that every candidate is important and needs to be taken care off, also every situation faced by the candidate during the interview process may reflect on our clients in a bad way. Hence we make sure that our candidates are happy and carry a good image of our clients all the way through the process, hence we provide constant support and coordination from our end at all times.

3. Strategy

Sourcing Strategy

Our team consists of Headhunters proficient within the Power & Energy sector. We chart a detailed sourcing strategy and plan for every new client we work with, few things we share among all levels of our team are – The Client’s Regional presence, Candidate Type Sought after, Requirement deadlines, Sourcing Region Options, Compensations & Benefits offered, Close Competitor companies offering similar candidate skill sets, Sourcing Regions for varied Nationalities etc.

All this information is compiled together and a final report is formed where in our headhunters use this information provided by the team to start a detailed working plan for client.

4. Document Control

a. Job Description – CLIENT & ORENBURG Team (Bangkok )

“ORENBURG Services” receives the JD (Job Description) from the CLIENT team. The team then proceeds to re-write the entire JD in-order to maintain client confidentiality which it shares with all the working clients across regions.

Moreover, candidates approached by the “ORENBURG Services” team are not aware of the client name until there is an interview round fixed with the direct client team or management. This ensures that candidates chosen by “ORENBURG” team are purely based on skill and ability to perform the desired role. We see more value in this process as we understand that every employee recruited by our client is a reflection of our ability to find the right individual in performing their duties and responsibilities which overall benefits our clients as a whole.

b. Information Sharing (Document Control)

At “ORENBURG” all information pertaining to the client is not shared or discussed between any of the parties until there is a requirement to do so. In this case a face to face meeting or an interview round with the client are the only times when we divulge the client information to the candidate.

All files submitted to clients and candidates are closely monitored by our Document Control team and reflect on the formats maintained through this process. Hence you see all our candidates submitted previously to your management team bearing a outlines format which is standard when you compare all our candidate files submitted until now.

5. Testing Methodology

ORENBURG recommends certain testing tools for key positions which can be analyzed and evaluated through testing methods. It is understood that each job role has a much defined outcome or approach to it; hence it is important to analyze each role for the testing purpose or to create a general testing methodology to perceive a result which can be later used as an evaluating tool for the client.

We advise all our clients to zero in on the need for a testing process and what they seek to achieve in terms of quantitative and qualified results. This information helps us to integrate and formulate a personal testing tool which contains all attributes as per client requirement, and later can be utilized as per the process plan. We find this to be more effective as over the period of functioning we have realized that every client requirement is different and hence standard testing tools which are commonly available may or may not get our clients the desired result at all times.

Hence we team up with key implementers of testing service providers who customize client requirements into testing patterns to fit in their in-house process. This is beneficial in a client perspective as they tend to have the exact results which match their selection criteria and further more enables them to ascertain candidate personalities and abilities based on their testing needs.

REPLACEMENT SERVICES

“ORENBURG”, have been providing key client segments a replacement based service which enables our clients in re-placing or relocating their existing employees to other organizations or regions.

The clients look at our service as a value added benefit to their employees who have been a part of their organization for a very long time and those who have bought value to their scope of work and the organization. The main reasons for replacement services occur due to project completion or due to over staffing or more predominant in today’s scenario which related to the cost cutting factor due to economic slowdown.

6. Know How’s

Step 1- Create Realistic Job Descriptions

Create a realistic job description with a short list of critical competencies. Some companies list out a series of competencies required by candidate, these competencies listed may not involve all functions pertaining to the advertised vacancy, this in fact results to two possible outcomes

  1. Many candidates may not have all the mentioned competencies listed by the company for their advertised vacancy and hence don’t apply, this results in low applications or lesser candidates applying for the vacancy.
  2. Candidates who seem to have almost or all the competencies apply and secure the job after the recruitment process. But later on they realize the scope of support what they are initializing in their current role is 1/3rd or just 50% of what they had applied for. This creates a lack of respect or leads to direct lack of motivation on their side as they didn’t seem to get what they had applied for.

Step 2 - Conduct Realistic Job Previews with every Potential Candidate

With every potential hire, initiate a frank and open discussion of job activities, performance expectations, immediate work team patterns, working conditions, rules, policies, work culture, management style, the organizations financial stability or other topics were surprises need to be minimized. If a candidate refuses the offer to join you after receiving all the information from you, then you just stopped a re-hire process in the first place. In other words if you lose candidates by divulging the truth about the job or work place, you probably would have lost them anyway shortly after hiring them.

Step 3 - Involve Your Current Employees or Direct Team Members in your Recruitment Process

Allow team members who would work with the new hire as teammates to take part in the recruitment process. This has certain advantages which will reflect towards the candidates working style, his/her leadership ability, pro activeness, his/her display of emotion and certain problem solving or common work issue handling techniques. This interview by teammates of the potential candidates will reflect more accurately towards the needs and competencies of both parties. It also creates greater buy-in from team members while sending them the message that their opinion counts.

The three common practices have been found to significantly raise the probability of new hire success, satisfaction and longer-term retention.

7. The top eight reasons why employees leave

Frequently when employees resign, management has a tendency to think that it is only for one reason – namely money. Although remuneration plays a large role, there are a number of other reasons why employees leave and move to other companies.

Following are the top 8 reasons:

A. Job or work place was not as expected

Every candidate on joining an organization becomes an integral part of the system of the organizational family. Candidates join with certain key attributes in mind, certain kind of expectation which they already would have framed in their minds with respect to what the organization can provide them with. The issue starts when most of their expectations which they gathered through a series of communication process during their recruitment and induction stage, doesn’t seem to match with the current company scenarios.

“What can Companies do?”

For New Candidates - before recruitment or induction programs stress on key attributes directly reflection an individual’s job role, his environment his future career growth, and for existing employees conduct series of training and motivational programs to keep them focused on their current roles also show them their progress chart and where and what they can do next to improve it further.

Moreover create a induction program that familiarizes an employee with his surroundings and team members, it is commonly understood now that induction also plays a very key vital role in an employee’s tenure with your organization. As from day one he/she is analyzing every team member and every operational aspect related to his/her job function, this overall will reflect on the new hires opinion to stay and work for a longer duration or to press the eject button.

B. Mismatch between job & person

This is complete chaos situation; sometimes candidate with similar designation in previous organization may or may not have performed certain key skill sets required by their current organization. This in fact effect’s the entire recruitment process and strategy and also leads to wastage of time, money, and effort spent in securing the particular candidate.

In cases of existing employees some of them are promoted to designations which may be too large for them to handle and hence as a result the entire reporting line seems to underperform due to lack of good leadership and direction.

“What companies can do?”

For New Candidates – Create a series of tests and situational working scenario where in a candidate can be tested on his/her ability to perform a particular role. These tests should be designed to incorporate a daily working scenario and can’t be completely imaginative.

For existing employees who are been promoted or moved to another department which would require the particular individual to have a totally different skill set should be tested in a similar function of the job role and then the decision should be made on his/her capability in performing the new role effectively. There are cases where in companies have provided employees certain role oriented or dedicated programs to improve their skill sets and to prepare them for future roles.

C. Lack of recognition / acknowledgement

Think of a candidate who is a hard worker, always on time, does more than is expected of him, makes suggestions on improvements or general functions, but still he is looking for another job. Why? Because he never receives the recognition, credit or acknowledgement for what he does.

What can companies do?

Show appreciation, either formally or informally.

D. Lack of learning opportunities

Employees want to work in stimulating environments. They want to have opportunities to learn, grow and develop their skills.

What can companies do?

Provide them with training to adapt new skills which they can implement in the working environment. Keep them engaged with new, exciting challenges.

E. Lack of advancement opportunities

Employees want opportunities to grow and move forward within the company. If they notice that there are no systems in place for them to be promoted, they are likely to start looking for a new position   “What can companies do?”

Have talent management systems in place, which includes mentoring and coaching. When more senior positions are opening up, firstly look to recruit internally.

F. The employee – manager relationship is unsatisfactory

If the employee and a superior do not get along, the employee is most likely to resign. This can be due to, among other reasons, ineffective/defective communication or superiors talking down on employees.

           “What can companies do?”

It is vital that superiors know how to talk to their employees in an effective and openly manner.

G. General lack of communication

Employees don’t want to be kept in the dark, playing guessing games on what is going on in the organization. Where there is lack of information or feedback, you will surely find unhappy and negative employees.

“What can companies do?”

Empower your employees with information. Provide regular feedback and listen to employees.

H. Stress from overwork & work life imbalance

Stress is a common word irrespective of what industry or job sector we speak off. Stress can reflect in many ways which would lead to results such as – Loss of Motivation, Loss of Output, Degrading Performance and interest in job etc. This can vary from person to person. The escape route used by many of the candidates and employees lead to frequent job movements. This can effect an smooth operating organization with dreadful results.

What companies can do?

Create a series of constant checks to monitor and measure the levels of Stress and Motivation among employees. Conduct training programs reflecting the same; use these training programs as tools to over-come issues and to inflict change. Don’t use training programs that do not yield results, hence it is important to choose the right trainer and the right training program at all times.

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