How do we Operate
We will undertake a comprehensive planning and evaluation process to ensure the recruitment of the most suitable candidate for the role and team.
**Newly Created Position**
When it is determined that a new position is necessary, Maris Recruitment Ltd. will consider the strategic objectives of the organization and perform a preliminary analysis of the core competencies required. A job analysis will be conducted if the position entails additional requirements, which will also assist in identifying any existing gaps.
1. We will receive a Job Order from the Employer, accompanied by the necessary documentation and information, including:
* Job description
* Job requirements
* Company information
* Salary and benefits package
* Projected assignment dates for the required position
2. We will source CVs from qualified candidates in accordance with the Job Order.
3. We will conduct a screening process based on the criteria established in collaboration with the Employer.
4. Following a period of 3 to 5 working days, we will perform a due diligence background check on each applicant. This will include, but is not limited to, reference checks and comprehensive interviews with candidates who have successfully passed the second screening, utilizing industry-standard competency, talent, and behavioral assessment models.
5. Upon successful completion of the screening process, and within 7 to 10 working days from the date the Employer submits the Job Order, Maris Recruitment Ltd. will present the Employer with the CVs of candidates who meet the specified criteria.
6. Maris Recruitment Ltd. will collaborate with the Employer, should the Employer request, to arrange an interview session with the final Applicants.
This will be announced and conducted at the earliest feasible opportunity. Interviews may take place via telephone, video or web conference, or in person. Conducting Interviews:
Maris Recruitment Ltd. recognizes that a well-structured interview is the most critical phase in the selection process, allowing both the Employer and prospective employee to gain deeper insights into one another and to verify the information provided by both parties.
To ensure a comprehensive interview process and to gather all necessary data for evaluating skills and competencies, Maris Recruitment Ltd. adheres to specific interviewing guidelines.
Our Hiring and Recruitment Team conducts Phone Interviews, Panel Interviews, and Virtual Interviews in accordance with the Client’s requirements. In instances where departmental budget constraints hinder a consistent interview process, exceptions may be made for both local and out-of-area applicants as follows:
First Round Interviews:
* Gathering general information from Candidates (Contact Details, Personal Information)
* Contact Details * Evaluating and analyzing their Application Form
* Selecting Suitable Candidates for second-round interviews
Second Interviews:
All applicants are given the opportunity to interview in person or via Telephone or Skype with our Team.
The outcomes of this interview will equip us with the necessary tools for the final selection of Candidates to be presented to the Clients.
We consider:
* Previous experience in the relevant position
* Background and Multilingual skills * Motivation
Final Interviews:
These will be conducted by the Employer's Representatives, with Maris Recruitment participating in the process by coordinating the interviews with the Candidate, including arrangements for the location, timing, and all technical requirements.
Select Hire
Final Applicant
After completing the interviews, Maris Recruitment must evaluate how well each candidate met the established selection criteria, which includes, but is not limited to:
* Selecting the most qualified candidate for the role
* Ensuring the candidate aligns with the University and Department’s objectives Reference Checks Before extending an offer, reference checks should be performed on the final candidate.
It is recommended to contact the candidate’s current supervisor prior to their start date; however, if the candidate is hesitant, a conditional offer of employment may be extended.
Finalize Recruitment Once the recruitment process is concluded, an offer is made to the chosen finalist.
Before proceeding with the offer, Maris Recruitment conducts a final review of the selection process, which includes:
* Verifying that the duties and responsibilities of the position were accurately represented in both the job description and the interview process
* Ensuring that the selection criteria were aligned with the qualifications required for the position
* Confirming that interview questions were appropriately matched to the selection criteria
* Ensuring that all candidates were treated fairly throughout the recruitment, screening, interviewing, and final selection stages Initiating the Offer After the final review of the selection process and the determination of the final applicant, Maris Recruitment will reach out to the selected candidate and provide all necessary information.
**Newly Created Position**
When it is determined that a new position is necessary, Maris Recruitment Ltd. will consider the strategic objectives of the organization and perform a preliminary analysis of the core competencies required. A job analysis will be conducted if the position entails additional requirements, which will also assist in identifying any existing gaps.
1. We will receive a Job Order from the Employer, accompanied by the necessary documentation and information, including:
* Job description
* Job requirements
* Company information
* Salary and benefits package
* Projected assignment dates for the required position
2. We will source CVs from qualified candidates in accordance with the Job Order.
3. We will conduct a screening process based on the criteria established in collaboration with the Employer.
4. Following a period of 3 to 5 working days, we will perform a due diligence background check on each applicant. This will include, but is not limited to, reference checks and comprehensive interviews with candidates who have successfully passed the second screening, utilizing industry-standard competency, talent, and behavioral assessment models.
5. Upon successful completion of the screening process, and within 7 to 10 working days from the date the Employer submits the Job Order, Maris Recruitment Ltd. will present the Employer with the CVs of candidates who meet the specified criteria.
6. Maris Recruitment Ltd. will collaborate with the Employer, should the Employer request, to arrange an interview session with the final Applicants.
This will be announced and conducted at the earliest feasible opportunity. Interviews may take place via telephone, video or web conference, or in person. Conducting Interviews:
Maris Recruitment Ltd. recognizes that a well-structured interview is the most critical phase in the selection process, allowing both the Employer and prospective employee to gain deeper insights into one another and to verify the information provided by both parties.
To ensure a comprehensive interview process and to gather all necessary data for evaluating skills and competencies, Maris Recruitment Ltd. adheres to specific interviewing guidelines.
Our Hiring and Recruitment Team conducts Phone Interviews, Panel Interviews, and Virtual Interviews in accordance with the Client’s requirements. In instances where departmental budget constraints hinder a consistent interview process, exceptions may be made for both local and out-of-area applicants as follows:
First Round Interviews:
* Gathering general information from Candidates (Contact Details, Personal Information)
* Contact Details * Evaluating and analyzing their Application Form
* Selecting Suitable Candidates for second-round interviews
Second Interviews:
All applicants are given the opportunity to interview in person or via Telephone or Skype with our Team.
The outcomes of this interview will equip us with the necessary tools for the final selection of Candidates to be presented to the Clients.
We consider:
* Previous experience in the relevant position
* Background and Multilingual skills * Motivation
Final Interviews:
These will be conducted by the Employer's Representatives, with Maris Recruitment participating in the process by coordinating the interviews with the Candidate, including arrangements for the location, timing, and all technical requirements.
Select Hire
Final Applicant
After completing the interviews, Maris Recruitment must evaluate how well each candidate met the established selection criteria, which includes, but is not limited to:
* Selecting the most qualified candidate for the role
* Ensuring the candidate aligns with the University and Department’s objectives Reference Checks Before extending an offer, reference checks should be performed on the final candidate.
It is recommended to contact the candidate’s current supervisor prior to their start date; however, if the candidate is hesitant, a conditional offer of employment may be extended.
Finalize Recruitment Once the recruitment process is concluded, an offer is made to the chosen finalist.
Before proceeding with the offer, Maris Recruitment conducts a final review of the selection process, which includes:
* Verifying that the duties and responsibilities of the position were accurately represented in both the job description and the interview process
* Ensuring that the selection criteria were aligned with the qualifications required for the position
* Confirming that interview questions were appropriately matched to the selection criteria
* Ensuring that all candidates were treated fairly throughout the recruitment, screening, interviewing, and final selection stages Initiating the Offer After the final review of the selection process and the determination of the final applicant, Maris Recruitment will reach out to the selected candidate and provide all necessary information.