Phase 3: Selection process

We use a combination of screening techniques to ensure a consistent and measurable merit-based selection process. This includes an Initial Screening (Curricula Vitae and Cover Letters), interviews, assessments and background checks to ensure that our selection decisions are based on whether the applicant has the right experience, qualifications, knowledge, skills and abilities required to carry out effectively the job.

Initial Screening

Facing with a lot of applicants, it is not worth to invite all of them for an interview. CVs and Cover Letters are used as a straightforward way of giving a synopsis of the candidate’s history in order to pre-screen candidates and generate a shortlist to be invited to the next stage.

The advantage of these documents are the opportunity given to the candidates to explain in their own way without any restrictions of fitting information into boxes as often happens on an application form. However, it makes it possible for candidates to include lots of additional, irrelevant material which may make them harder to assess consistently.

First Interview

The First Interview takes place at MENA Facilities and usually conducted by telephone/ Skype. First Interview, also called screening Interview of those applicants that appear qualified, as per the requirements of the Job Description and based on information submitted on their CVs and Cover Letters. The interviewer, our accredited consultants which are expert in selecting candidates for the profiles established by the client, asks a few straight forward questions to determine if the candidate meets the requirements of the Job Analysis.

First Interview Overview

• Open interview with open questions such as “Tell Me About Yourself”.
• Basic questions about the applicant's background, experience and specific job requirements ( for example: licenses, knowledge in some specific software)
• Assessment of the candidates' competence in the languages (Spanish, English, Arabic, French and Portuguese) (spoken/written language tests)
• Clarify the situation of the candidate: current location, duration of Notice Period, visa Status, family/single status, salary expectations.

After the First Interview, the Interviewer will determine if the candidate is appropriate for the position and will be invited for the Second Interview.

At this stage, the applicant will be asked to fill out the Candidate’s Application Form. The information requested on the Candidate’s Application Form may vary from organization to organization and even by job type within an organization. Usually, the Candidate’s Application Form includes sections for the applicant’s name, address, telephone number, Skype ID, background, experience (in home country & KSA), languages level and some other additional information. There is a place for the applicant to sign.

If the Interviewer determines that the applicant is not appropriate for the position, the interviewer may refer the candidate to another open position within the organization if there is something available that matches the applicant’s skills. If there is nothing else available and the candidate is obviously unqualified for the position and the process ends here.

Second Interview

Once received the Candidate’s Application Form duly filled from the candidate, the Second Interview will take place at MENA Facilities, if the candidate is located locally and by Skype if the candidate is located out of the region.

The Second Interview is more focused on getting to know the applicant better. It is a comprehensive, detailed and patterned interview. It is situational/problem-solving interview (“what would you do in this situation?” – this question allows the candidate to speculate on how he/she would handle a particular problem) and behavioral interview (asking the candidate to describe what he/ she did in a particular situation).

The interviewer follows a pre-set list of questions asked to all candidates. This allows for consistency in the process, ensures that important questions are not left out and helps guarantee that all candidates will be assessed by the same standards.

After the Second Interview, the Interviewer will determine if the candidate is suitably skilled and qualified for the position and consequently if is a potential candidate to be sent to the Client for FINAL INTERVIEW.

If the Interviewer determines that the applicant is not appropriate for the position the process ends here.

Final Interview with the Client

If the applicant is suitable for the position, MENA will proceed accordingly to the following process:

• Send each selected applicant’s CV and Application Form to the client;
Follow up the Client’s feedback in order to understand if the Phases of the Recruitment and Selection Process are working properly;
• If the candidate is accepted by the Client for FINAL INTERVIEW, MENA Team acts as a point of contact between the Client and the candidate as follow:
• Schedule the Final Interview with the candidate as per the Client’s availability;
• Confirm the interview schedule from both parts and inform accordingly on timeline (usually, if the candidate is located locally the interview will take place face to face at Client’s facilities. Otherwise, if the candidate is located out of the region, the interview will take place by Skype);
• Follow up the candidate on the same day of the interview. Make sure the candidate attends on time. Keep the Client informed in case of any unexpected situation;
• Follow up with the Client the interviews results. In case of acceptance, MENA receives the offer package from the Client and forward to the candidate the same day received (by phone & email). Negotiate salary and benefits, if necessary;
• Inform the Client with the candidate’s feedback. If the offer is accepted by the candidate- see Mobilization Process.
• If the candidate is Rejected by the Client for FINAL INTERVIEW, MENA Team acts as following:
• Ask for the rejected reason.
• Go back to Job Analysis and amend the criteria as per the Client’s feedback, if necessary;
• Re-source candidates according to the new amendments;
• Keep sending candidates until the position is filled;

Note: MENA representative could be present during the final interview in case the volume of interviews is high and under the client’s desire to ensure quality control of the whole process.