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Oiled Solutions in Pretoria

A ‘one-stop’ recruitment solution, from entry level to senior management, across all industry sectors, whether it is for permanent, contract or temporary staff. A ‘quick fix’ does not form part of the Oiled Solutions thinking. Our main goal at Oiled Solutions is to provide our clients with ‘long term’ recruitment results. To assist in providing stability in candidates placed by Oiled Solutions, we establish & assess retention statistics and analyze reasons why staff decide to stay or not stay with their employer. This allows us to understand the important issues and to provide our clients with necessary guidance.
  • Recruitment,Staffing & Personnel Solutions

    A quick fix does not form part of the Oiled Solutions Recruitment's new thinking. Our main goal is to provide our clients with long term recruitment solutions and results. To assist in providing stability in candidates placed by Oiled Solutions, we establish & assess retention statistics and analyze reasons why staff decide to stay or not stay with their employer. This allows us to understand the important issues and to provide our clients with necessary guidance.
  • Why use Oiled Solutions for your recruitment & staffing needs?

    1)Outsourcing recruitment to us allows you to focus on your core business. 2)You can also spend more time on developing and retaining your existing staff. 3)We have access to a bigger pool of candidates who may not know about your company or have considered working for you. We have relationships with passive job seekers who may better suit your organization than those who happen to be reading the paper that day! 4)We as recruiters are usually better trained in interviewing and screening a candidate, it is our profession, we do it all day. 5)Low risk! We guarantee all our recruitment jobs and will replace or offer a credit on your account with us if the candidate doesnt work out, for reasons stipulated. 6)Oiled Solutions as a generalist recruitment agency will better determine suitability and fit as we interact with all types of candidates from different industries every day. 7)When you add up the hours spent and opportunity expenses, using us are more cost effective than taking on your own recruitment. 8)Maintain confidentiality dont give away your competitive edge. By taking on your own recruitment, you offer your competitors insight into your companys core and success. You can keep all this information fully confidential by using Oiled Solutions. 9)We can also offer support and advice on availability, salaries and market trends. 10)Recruitment is what we do, so we do it well, and we do it fast. We have a true passion for what we do and we know how to do the best possible job in the quickest possible time
  • Job Sectors we Recruit for:

    Job Sectors Admin Accounting Agriculture Aviation Automotive Architecture Advertising Banking Building/ Construction Catering Charity Childcare Customer Service Computing Design Defence Engineering Executive Education Electronics Environmental Finance/ Financial Services Graduate Government Hospitality Health HR IT Industrial Insurance Leisure Law Logistics Marketing Medical Manufacturing Media Mechanical Nursing Overseas Optometry Property PR Purchasing Pharmaceutical Part-time Retail Railway Sales Security Secretarial Transport Teaching Travel Telecommunications Technical Temporary Tourism Utilities Warehousing
  • Tailor made Recruitment Service for Clients

    -Workforce planning -Compiling staff files & profiles -Labour law practice -Consulting and Advisory services -Recruitment Projects -Training -Soft Skills -Job Specifications, -Development & Implementation -Response handling -CV screening
  • Employers Interview Tips

    Interview tips for Employers Employers are often forced into the spotlight when asked to lead an interview process for their organization, with little training or guidance. Getting the right person on board to your organization, in the right position, at the right time, is one of the most calculated business decisions today. The cost to an employer for a position's turnover can be the equivalent of a year and a half of salary. This takes into account recruitment costs, lost productivity, training and other involved expenses. As a result, it is important to get a suitable person for the position the first time. Keep in mind the following tips when you approach your next interviewing process - these ideas could literally save you thousands of Rands 1. Give thought to the interviewing process and build up a specific process for all candidates: In order to ensure the best suitable person for your organization, make sure that each candidate is being measured the same way. What this means practically, is that every candidate should be asked the same questions, and should go through the exact same steps. This is important not just for selection, but also to ensure consistency, which could be challenged in the legal environment. 2. Legislation be aware. Every country has different legislation which will impact the interviewing process. Not being aware of the legislative framework you are operating within can be a very costly mistake. 3. What are the KSAs you need to hire for? KSA stands for knowledge, skills and abilities. When putting together a job description and the recruitment process focus in on the KSAs required for that position. Knowledge includes the technical knowledge and information a candidate needs to have in order to perform the job (for example, knowledge of marketing principles). Skills are the hard and soft skills required to perform a position (for example, keyboarding or multi-lingual). Abilities are demonstrated observable competencies (for example: the ability to thrive in stressful environments or to meet deadlines). In recruitment we talk a lot about KSAs and job specifications for good reason. How many times have you attended an interview when the questions and the interviewing process really didn't look at what was required for the position? In addition to legal issues, it is important to really hone in on the KSAs required for any post. The KSAs will play an important role in your recruitment, selection, compensation, performance management appraisal, and training and development processes. 4. Decisions made in a Group are better than Individual Decisions: It is more and more common today, and is a best practice, to hold panel interviews. Panel interviews involve two or more interviewers talking to each candidate. Research continues to show that decisions made in a group are better than individual decisions for many reasons including the fact that our own personal preconceived ideas do not play as major a role. When holding a panel interview process, ensure that all panel members are briefed on the process, the position you are hiring for, as well as best practices of interviewing. It is often helpful to build time at the start of the interviewing schedule for a 15-30 minute meeting between the members of the panel at the start of the interviewing process to discuss what it will look like -- who will ask the questions, when and how. An interviewing process can be developed for panel members a week or so before the interview, giving them some time to review it prior to the interviews. The interviewing process can include the resumes of the shortlisted candidates, the interview questions, interview scoring information and any other information. 5) Take time-out in between candidate interviews: Time-out in between candidates for interviewers to complete their notes, and also to synthesize the group's feedback or recommendations. If you are holding 6-8 hours of interviewing back to back, it is natural to have each candidate start to look like each other. By time-out in between interviews you can summarize your findings and then move on, returning to your summaries for each candidate at the end of the day or the end of the interview process. When undertaking a panel interview, make sure that all interviewers are comfortable and knowledgeable about the process and measurement (for example, if you are using any sort of matrix to measure). Also ensure that all interviewers are on the same page (for example, that one rating of 5 is consistent with what others rating of 5 looks like). It can be helpful to provide some specific examples of what performance would be considered a 1, 2, 3, 4 or 5 (if using a 5 point scale). 6. Try to avoid closed questions if & when possible: Wherever possible, avoid the use of closed questions, as well as leading questions. Closed questions are those questions when used would elicit a yes/no response. For example, "Have you had supervisory experience before? Look to rephrase this to "Please describe your previous supervisory experience" / "What lessons have you learned from your previous supervisory experience?. Notice how the second question hits deeper than the first? 7. Be clear on the recruitment process: A common problem with interviewing is a lack of clarity regarding the next steps for the process. Will there be a second interview? When can the candidate expect to hear from the panel? Be as specific as possible regarding when the candidate can expect to hear back from the company. Remember, impressions are everything, and interviews can be a public relations opportunity. Even if the candidate is not chosen, what message are you sending by the communication you are sending on next steps? 8. Interviews are always a two way process: Remember that interviews are the chance for you to check out the candidate and for the candidate to check out your company. Often strong candidates may leave an interview realizing that they do not want to work for the company they have just interviewed with. What is the image of the company you are portraying through the interview process? Does this match your corporate values, culture and ways of working? If not, what changes do you need to make?


Oiled Solutions

recruitment,staffing & personnel solutions why use oiled solutions for your recruitment & staffing needs? job sectors we recruit for: tailor made recruitment service for clients employers interview tips