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SCS has its own recruitment departments with a dedicated sourcing function with the
focus, training and expertise to source effectively. We regard the sourcing function as
success critical and that is why we have a ratio of 2:1 - two sourcing consultants to
support one recruitment consultant.
Our sourcing strategy involve the following:
1) Web: All the channels are searched for the potential manpower and recorded
2) Overseas Man power agencies: We have a tie up with companies from the sub-
continent and Far east & Africa for screening and recruitment profiles.
3) We already have a database of engaged candidates that fulfill the skills that match
the roles they are recruiting for so that it covers the current and future hiring needs
4) We are always looking out and hiring new talent for diversity to meet long term
recruiting goals concentrating in Oman
b) Methods of advertising and recruitment
Our method is by the following:
1) Newspaper
2) Employment agencies and our appointed overseas agents
3) Local job fairs
4) Ministry of manpower
1) Identifying the job success criteria: This consists, based on an analysis of the open
position, in determining which criteria will be decisive in order to achieve professional
success in this position
2) Professional Skills; training background, technical kno rofessional skills:
Training background
Technical know-how
work experience
3) Personal skills:
Personal balance
Resistance to failure
Negotiation skills
4) Refrences
5) Evaluation form