Step 1:
Legal Documents from Employer Company

Requirements of legal documents varies country. Common to all are 5 legal documents as detailed below. These documents should be in Employer company Letterhead, Properly signed and stamped by company authority. These documents should get attested from chamber of commerce &/or Nepal Embassy of the respective country. In case of Saudi Arabia, attestation from ministry of Foreign Affairs [MOFA] in addition is mandatory. For Malaysia, Notary Public Attestation and Nepal Embassy’s attestation   needed.

Demand Letter

A letter from the Employer Company mentioning number of workers required, salary scale, duty hours, food accommodation & other facilities provided.

Power of Attorney

Authorizing our company to be a true and lawful attorney and agent in this country.

Employment Contract

Service Contract between the employer and the employee mentioning salary and benefits to the employee with detailed terms & conditions.

Agency Agreement

Commercial contract between the employer and our agency, duly signed and stamped by both parties.

Guarantee Letter

The Employer Company should address the Labor Department of Nepal regarding the demand requesting them for further permission from  the Government  of Nepal. We  will send  you  a sample  legal  documents set  in  your mail  for your  kind reference.

Step 2:
Recruitment procedure

We have  mobilized  well  qualified &  experienced  consultants / experts for  the  inspection of the  application  at  various  stages making the  process reliable.

 

Sourcing Method

Due to our extensive  client list ,the nature &  scale  of projects, we have  several  candidates registration every  day. This information is  collated ,sorted  and saved in a  professionally  and  updated databank  that  provides  a vast  source  of  resources that can be  easily  accessed. For specific client requirements, we regularly advertise in the leading local newspapers after getting the required documents for Labor Ministry permission. Responses we receive from these exercises undergo a preliminary short – listing. Candidates are then contacted and asked to come in for an assessment by our technical consultants.

  Methods of authenticating applicant qualifications

we have a good relationship with  all educational  institutions within  the  regions  we source personnel form, enabling us to  verify applicant qualifications. This ensures that the  candidates  selected  based on  their qualification and experience can  cope with  the job  requirement  ,if not  exceed  expectations. Testing for skilled workers For the  above, we  have  implemented  a  stringent aptitude and  attitude test that  includes  a technical  questionnaire. Candidates are required to score a minimum of 70% on this test to qualify for the next round of assessment. This ensures that the candidates we select have a high level of proficiency in their respective fields, assuring clients of the quality standards we conform to.

 Screening & Short- Listing

All screening &  assessment for the databank  or  final round  of interviews  is conducted by  our  highly  experienced technical consultants  and if required,  candidates are  sent for trade –  testing. Short-listed applicants are graded on their professional and general knowledge, presentation and attitude.

Final Selection

Once candidates have been selected for the final round of interviews, their applications are presented to  the client  for final  selection. If required ,we can  carry  out  the final selection  process  on behalf of the client, based on a  detailed  brief  on the requirements  from  the client. Our selection process follows rigorous theoretical and practical trade tests, ensuring that candidates are qualified only on merit.  Official trade test reports can also be provided if required.