career
FFS Recruitment and Staff Selection Policy
The Employee Recruiting and Selection Policy is designed for FFS and should be considered a starting point for establishing precise staff selection and recruiting in an authentic manner.
Policy brief & purpose
The FFS employee recruiting and selection policy outlines our methodology for identifying and hiring FFS internal and external job candidates. This recruitment policy acts as a guideline for our recruiters and hiring managers to follow in order to develop an efficient hiring process.
We are committed providing candidates with equal opportunity at all stages of the staff selection process. FFS hiring teams and authorities should strive for a well-planned, non-discriminatory employment process.
Posting jobs internally
Hiring managers can post a job opening internally before starting recruiting external candidates. If they decide to post internally, they can:
- Set a deadline for internal applications.
- Communicate their opening through newsletters, Internal office portal, Office circular and / or ATS (Applicant Tracking Systems, an automated emails).
Creating job descriptions
Hiring managers can create job ads based on full job descriptions of each role. Job ads should be clear and accurately represent the open position. They should include:
- Brief description of our company and mission
- Short summary of the role’s purpose
- List of duties & responsibilities
- List of requirements (Candidate’s qualification, experience, specialization, age etc.)
- How to apply
The job ad’s style should be consistent with our company’s unique format and standard. No ad should, in any way, suggest, imply or directly express any hate or discrimination towards any individual, race, gender, religion, nationality or disability. Jargon, complicated phrases and gender-specific language should be avoided.
Scope
The recruiting and selection policy applies to all authorities involved in FFS hiring. It refers to all prospective employees who have applied to our organization.
Policy elements
What is the FFS recruitment and selection process? In general, hiring teams could go through the following stages:
- Identify need for an opening position
- Decide whether to hire externally or internally shifting staffs and obtain approval from BOD.
- Set up the proper job description and duties, compose a job advertisement in three mediators.
- Select appropriate sources (external or internal) for posting & publishing for the opening.
- Decide on the selection stages and possible timeframe
- Review resumes in company database, possibly ATS (Applicant Tracking System)
- Source passive candidates
- Shortlist applications
- Proceed through all selection stages
10. Run background checks at least with last three companies.
11. Select the most suitable candidate and verify joining & probation period policy.
12. Make an official offer and get sign on contract.
Stages may cross over. If necessary, hiring managers can eliminate or add processes. The first five stages are required in every FFS hiring process.
Employee selection stages
FFS has a standard hiring process that may be tweaked according to a role’s requirements. Our standard process involves:
- Resume screening through ATS
- Physical or online Interview
- Phone screening by HR
- Assignment Assessment
- Background verification
Hiring managers may choose to add/remove stages depending on the role they’re hiring for. For example, they can add the following selection stages/methods:
- Assessment centers
- Group interviews
- Language proficiency
- Competency/Knowledge or other selection tests
- Referrals Evaluation
In every case, the stages of resume screening and interview are compulsory.
Interview feedback
The FFS recruiters / hiring managers should always inform candidates they interviewed that they decided to Accept or Reject them. Leaving candidates in the dark can be damaging to FFS brand value.
FFS encourage hiring managers or HR to send interview feedback to candidates by email. The coordination between the hiring manager and HR should be properly recorded and justified based on the interview process result. If multi candidate qualifies for a position, there should be final selection process through verbal last interview in presence of any Board Members and declare the result in the same day. Being brief, respectful and keeping feedback job-related are the general rules for writing feedback emails to the candidates. The Contract or Appointment Letter should not be delaying more than 7 days once the interview results proclaimed.
Cancelled offers
In case when a formal offer has to be revoked/cancelled, the hiring manager and human resources department should draft and sign an official document. This document should include a legitimate reason for revoking the offer. Legitimate reasons include:
- Candidate is proved not be legally allowed to work for FFS at a specific location, period or assignment.
- Candidate has falsified references or otherwise lied about a serious issue while applied.
- Candidate doesn’t accept the offer within the specified deadline (deadline must have been included in the offer letter)
Hiring managers and / or HR must notify the candidate formally within 7 days of the decision.
Disclaimer: This policy template is designed to provide generic direction and should only be used as a guideline while recruiting staffs for FFS. This policy acts as a broad guideline for FFS's employee recruitment policy for candidates and hiring supervisors. It’s not a legal document and may not take into consideration all relevant local, state, or national laws. Neither the author nor the users shall accept any legal liability related to the usage of this policy.
Why internships is important? What are the benefits of it?
Internships are valuable because they extend a student's education while also preparing them for real-world work experience. Internships are essential for students if institutions grant credit for them. Students learn how to apply the concepts they study in real-life settings. An internship allows a student to become more involved in their field. During an internship, a student can do a self-evaluation and learn about the areas in which they need to grow and the skills they need to build for their career.
For individuals who have completed their education, an internship provides the opportunity to work with reputable firms and obtain a professional diploma from them. Many employers indicate that work experience is required in their job postings. Employers judge a candidate's work experience and may rank them ahead of competitors if they have three to four internships by the time they graduate, and more after graduation. For example, if you're seeking for a job at a buying company, previous intern positions and records in a reputed organization will help your resume.
For individuals who have completed their education, an internship provides the opportunity to work with reputable firms and obtain a professional diploma from them. Many employers indicate that work experience is required in their job postings. Employers judge a candidate's work experience and may rank them ahead of competitors if they have three to four internships by the time they graduate, and more after graduation. For example, if you're seeking for a job at a buying company, previous intern positions and records in a reputed organization will help your resume.
How to apply for an internship in FFS
- You must know the type of internship you want.
- Get a recommendation letter from your institute.
- Write a presentable resume with cover letter and academic records.
- Apply for internships indicating your preference in subject line.
- Respond and follow up with HR Department or the respective team asked to support you.
- Prepare for the interview. Be specific why you want to intern at FFS?
- Attend the interview without fail in the selected schedule.
- Follow up and fix the internship period after interviewing. (You must be sure your study will not be hampered for any reason while intern with FFS)
- Be professional and punctual while intern.