Recruiting Process
The recruitment and selection process in Agna Group goes through some phases which serve to identify and select the most suitable candidates for the company by being in line with the business philosophy, mission and visionary objectives, core values and policies of the company.
In summary, the recruitment and selection phases in Agna Group are as below:
- Job vacancy identification
Once the departments or companies of Agna Group, in collaboration with the Human Resources Department, identify a job vacancy, they submit the specific requirements and criteria of the job vacancy.
- Job vacancy announcement
All job vacancy announcements are placed on the official website of Agna Group and on other recruiting channels such as our internal communication programs, social media online job boards or other sites selected as appropriate. The job vacancy announcements contain the main criterias, requirements and tasks of the job position.
- Collection of applications
Anyone can apply in accordance with job vaccancy announcement by filling out the on-line form on the official website of the company, or by uploading the CV in the relevant job announcement link, or by being present at the offices of Agna Group to complete the Form of Employment Application.
- Résumés screening
After screening all résumés and application forms, a preliminary selection is made of applicants who meet most of the criteria set out in the job vacancy announcement.
- Prescreening
At this phase of the process, a structured phone-screen interview is conducted with all the candidates who have been selected from CVs and application forms, and an appropriate meeting day and time is set with those candidates who confirm compliance with the criteria required for the job vacancy.
- First interview
The first interview is about conducting a structured interview, relevant tests that measure technical skills depending on the job position and a psychological profile test.
- The selection panel
The selection panel is composed of two to five people who will evaluate the technical skills of the candidates selected from the first interview phase. The selection panel is attended by a representative of the Human Resources Department and at least one representative from the job vacancy department or an internal or external expert who will assess the technical knowledge of the candidates.
- Interview with Direct Manager
At this stage of the interview one or more meetings are held with the direct manager or other senior executives of the company to make a final decision for the best fit of the position.
- Make the offer
In the final phase of this process, the direct manager in collaboration with HR department communicate to the finalist the expected responsibilities, benefits summary, compensation and other specific details related to the position. After this communication, the finalist will choose to come work for you or for a rival organization
