Talent Sourcing and Recruitment Services
FEWA Resource Management Limited (FEWA) is a private limited company incorporated in the Republic of Kenya. Our vision is to provide an integrated hub for institutional capital development. Our mission is to improve the corporate effectiveness and efficiency by developing human capital capability. Our business philosophy is to provide support to organizations for continuous improvement of their systems, structures and processes through innovation, pro-activeness and model of best practice in the sector. The core business of the company is to provide consultancy services in:
- Human capital outsourcing
- Talent Sourcing and Recruitment Services;
- HR Consultancy and Advisory services.
- Payroll Management
- Preparing people for a career
- Due diligence and employee background checks.
- Training, learning and development wellness.
The company has developed an in-depth understanding of the existing gaps in the market and created a niche in provision of tailor-made solutions to her clientele in bridging the gaps while adhering to industry’s best practices. FEWA Resource Management Ltd has been able to increase her portfolio of clients through trust, competency, professional work ethics and integrity while designing solutions that not only optimize and automate functions that lead to better business performances, but are also people-centered and results-oriented.
Our culture statement and belief are that for any community, society or group to achieve a common vision, they must have specific values and behaviors. The way FEWA Resource Management Ltd. staff interact amongst themselves and with others outside the organization defines who we are and gives us an identity as an organization, making our culture distinct from others. In driving this culture, we are guided by the following core values:
- Professionalism
- Integrity
- Customer delight and business partnerships
- Creativity and Innovation
- Compliance and good corporate governance
Our culture statement and belief are that for any community, society or group to achieve a common vision, they must have specific values and behaviors. The way FEWA Resource Management Ltd. staff interact amongst themselves and with others outside the organization defines who we are and gives us an identity as an organization, making our culture distinct from others. In driving this culture, we are guided by the following core values:
• Professionalism
• Integrity
• Customer delight and business partnerships
• Creativity and Innovation
• Compliance and good• Human capital outsourcing
• Talent Sourcing and Recruitment Services
• HR Consultancy and Advisory services.
• Payroll Management
• Preparing people for a career
• Due diligence and employee background checks.
• Training, learning and development wellness.
FEWA believes that over, above and beyond professional competence, talent is the central driver of employee’s productivity in an organization. Our recruitment process therefore goes beyond the lenses of academics and experience to the higher level of talent. FEWA’s talent searching and recruitment portfolio has two main pillars which are:
- Recruitment methodology:
- Gathering information on the role through the job description and having discussions with the supervisor to establish existing and emerging role dimensions that may not be captured in the job descriptions. Such will include benchmarks of industries from which the preferred candidates should come from.
- Using the existing job description and the information gathered to design a profile for the position. This will also be developed into an advertisement after the approval by the Human Resources Department.
- Agreeing with the HR department on the approach for solicitation of candidates. This will be a choice among the options of open sourcing or targeted search or database search.
- Finalize and advertise the position where necessary.
- Receive, serialize and save the applications.
- Agree with the HR department on the tools for screening, interviewing and the approaches to candidate testing.
- Screen the applications and write a screening report for the long-listed candidates.
- Agree with the HR department on the long list.
- Schedule the interviews based on the availability of panelists, if need be.
- Carry out initial interviews and write an interview report recommending about five candidates for second interviews with Management. The report will contain the profile summaries of the candidates; the assessment of their match; the areas to probe on subsequent interviews; and areas to develop if successful for the position
- Agree with HR department on the report and on the short list;
- Administer appropriate assessments to the shortlisted candidates as will be agreed upon with Management. The tests may include psychometric assessments, case studies, group discussions and role plays. We use Myers Briggs Type Indicator (MBTI) and Emotional Quotient Inventory (EQ-i) tools to administer the tests. Selected candidates shall undergo the psychometric tests. Reports shall be presented on the same.
- Schedule the candidates for interviews through calls followed by emails
- Coordinate interviews by directing them appropriately
- Facilitate selection discussions with Management
- Conduct reference checks and support the offer process
- Communicate to unsuccessful candidates
- Hold an on-boarding advisory meeting with the HR department and the designated supervisor for the selected candidates.
- Assessment methodology:
- Select Position: The client selects a position and sends the duties and responsibilities for that position. The position should be specific and easy to identify, such as route salesperson or counter salesperson, rather than the more generic title.
- Requisition: The client sends a request on email, for a candidate’s assessment set up together with the candidate’s name, email address, job position being assessed for and the specific job responsibilities.
- Build a performance model for the position.
Your Performance Model may be established using one of the following:
- Concurrent Study – this approach is used when the assessment results for three or more top performers are available.
- Existing Performance Models – the assessment may be used with models available from the Model Library or with a model transferred from another office and verified to apply to your work settings.
- Combination of data sources:
- Concurrent Study may be combined with an existing Performance Model
- Concurrent Study may be combined with the results from a Job Analysis Survey completed by person, or persons, very familiar with what the job requires.
- An existing Performance Model may be combined with a Job Analysis Survey
- A concurrent study, Existing Performance model, and a job analysis Survey may all be combined
- Administer the Assessment: After the selection of the appropriate performance model, you then schedule an assessment on
your account and send an invitation to the candidate to carry out the assessment.
The assessment approximately takes approximately one hour to complete.
Once the candidate completes the assessments, the results are tabulated immediately in reports
and the person who administer them will receive rep
- Analysis of the reports
- The results show the overall match of the candidate to the job. It highlights the cognitive ability, behavioral attributes and their occupational interests. Depending on the percentage they score, it shows their compatibility to the job. The decision is then made by the organization regarding the candidate.
- This Assessment is unique, and it enables you to evaluate an individual relative to the qualities required to successfully perform in a specific job. It is used throughout the employee life cycle for selection, on-boarding, managing and strategic workforce planning. This assessment reveals consistent, in-depth, and objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests, and match to specific jobs in your organization. It helps your managers’ interview and selects people who have the highest probability of being successful in a role, and provides practical recommendations for coaching them to maximum performance. It also gives your organization consistent language and metrics to support strategic workforce and succession planning, talent management and reorganization efforts in searching for talent and recruitment
