Our Process
Here at Maayee Incorporation, we employ a dedicated team of experienced, hardworking professionals. We adapt to all industries and offer clients a wide range of recruitment and staffing services to meet their needs. Maayee Incorporation provides solutions for businesses by following a standard set of procedures to hire and retain an exceptional workforce to meet the changing needs of clients with a budget-friendly staffing service. Our team of industry professionals will take the time to understand our client’s unique challenges, delivering customized solutions and ongoing support. Clients benefit from a cost-effective recruiting solution that helps them maintain retention and loyalty while increasing productivity.
For most business owners, staffing your company is a hassle and a headache. You must deal with multiple staffing agencies trying to sell you their services, and you’re constantly having to go through the motions of coordinating timesheets and getting invoiced. But at Maayee Incorporation we follow a Standard Procedure that can boost efficiency, quality, reliability, and cost-effectiveness so that you can focus on your core business.
Our Standard set of Procedure Includes:
Identifying:
Take a close look at your most pressing needs and where your team is lacking. What are your current employment needs? Perhaps an employee has just left, or a job opening has just been posted. Once you identify the vacancies that exist, you can then define the hiring criteria such as skills, knowledge, and experience.
To ensure that your team can handle the workload and not miss a deadline, you must check their skills and capabilities against the needs of the business. This can be done by checking the turnover of personnel or recent applications that cannot be immediately filled.
Maayee Incorporation keeps tabs on all employee skills. This is to ensure that all employees are trained to carry out their responsibilities, but it’s also to keep us apprised of what skills we have within the company.
Preparing:
For the best results, create a set of guidelines for your hires, such as Where the candidate will be located, the position they are applying for, and any other specifics We believe that preparing a thorough job description helps you know what to look for in potential candidates. It also serves as a checklist for candidates to tick before deciding whether or not they are suitable for the role, increasing the likelihood of hiring applicants who will be productive from day one.
The job description should help potential candidates understand what the position entails, what the company can offer in terms of benefits, and your salary range for the job. The job posting should also inform candidates about the benefits your
company offers. For example, if you only pay for certain types of training, it should be stated clearly.
Devising:
Hiring the right people is essential to the success of your company. You may be able to find suitable candidates within your current organization, or you may need to hire from When working on a new recruiting strategy for your business, consider the geographical area and how you will attract candidates, such as by employee referrals or social media networks. This can help you to develop more effective job ads and attract both local and out-of-town applicants.
Screening:
The recruitment strategy you devised has paid off, and you now have a large pool of qualified applicants with whom to interview. We begin by identifying those applicants who meet our minimum qualifications for the We then sort the remaining resumes based on some of the details listed in each applicant’s resume, such as work experience and certifications.
All candidates who meet the basic qualifications and have the required credentials will be shortlisted. However, if there are any concerns regarding their application, they will be noted so they can be clarified during the interview. We will be in touch with our hiring manager for the position of administrative assistant and let you know when the shortlist will be ready.
Conducting:
After submitting an application form or completing an online job application, the next step is direct contact with you as a potential employer. It is important to make a good first It is important to consider candidates’ needs and how they perceive their experience with your company. One way to improve the experience is by implementing a virtual interview program that allows candidates to feel more comfortable during the process.
Evaluating:
After completing the interview, you should check the candidate If everything checks out, you can make an offer of employment.
It is important to always have a backup candidate in mind as part of your recruitment plan. The worst thing to happen is for the current employee to decline the offer once they are presented with the allure of a new position at another company.
Onboarding:
Once a new employee arrives, there is a period of This includes orientation to the office, an introduction to others, and a general getting-to-know-you period. In order to be successful, employees must be trained in their responsibilities and provided with the resources necessary to perform those responsibilities. As part of onboarding, new employees can be instructed in various ways. Some companies fail to retain the best workers, while others succeed in hiring more competent employees.
Effective onboarding can help you design well-fitted recruits and integrate them into the workforce. By fostering an environment of fairness and trust, a company can achieve more stable business development, harmonious team collaboration, more accurate and concrete efficiency, and implementation, and eventually, a booming business and long-term success.
We used this framework to keep the process organized, ensure that all members of the hiring team were in sync, and make sure that no important step was overlooked.