Job Application Process (Internal/External)

The job application process is a critical step in attracting and selecting qualified candidates for various roles within a company. In Sri Lankan companies, this process typically includes both internal and external applications to ensure a diverse pool of candidates.

Internal Application: Current employees who are interested in new roles or promotions within the company can apply through the internal job posting system. This process encourages career development and retention of talent. Employees must submit their updated resumes and cover letters, highlighting their relevant skills and experiences.

External Application: For roles that require fresh talent or specialized skills, companies may advertise job openings through various channels such as job boards, company websites, and recruitment agencies. External candidates must submit their applications, including resumes and cover letters, to be considered for the position.

The HR department reviews all applications to shortlist candidates who meet the job requirements. Shortlisted candidates are then invited to proceed to the next stages of the selection process.

Selection Process (Interviews, References)

The selection process is designed to identify the best candidates for the job based on their qualifications, skills, and cultural fit. This process typically includes multiple stages to ensure a thorough evaluation of each candidate.

Interviews: Candidates who pass the initial screening are invited for interviews. Interviews can be conducted in various formats, including phone interviews, video interviews, and in-person interviews. The interview process usually involves multiple rounds, including initial HR interviews and subsequent interviews with hiring managers and team members.

References: As part of the selection process, companies often request references from previous employers or professional contacts. References provide valuable insights into the candidate's work history, skills, and reliability. HR departments typically contact references to verify the information provided by the candidate and to gather additional feedback.

After completing the interviews and reference checks, the selection committee reviews the findings to make a final decision on the most suitable candidate for the role.

Offer of Employment and Contract Terms

Once a candidate is selected, the company extends an offer of employment. This offer outlines the key terms and conditions of employment, including job title, salary, benefits, and start date. It is important for both parties to clearly understand and agree upon these terms before finalizing the employment contract.

The employment contract is a formal agreement between the employer and the employee. It specifies the rights and obligations of both parties, including job responsibilities, working hours, probation period, leave entitlements, and termination conditions. The contract must comply with Sri Lankan labor laws and company policies.

Candidates are encouraged to review the offer and contract terms carefully and seek clarification if needed. Once both parties agree to the terms, the candidate signs the contract, officially becoming an employee of the company.

New Employee Onboarding Procedures

Onboarding is a critical process that helps new employees integrate into the company and become productive members of the team. Effective onboarding ensures that new hires feel welcomed, informed, and prepared for their new roles.

Orientation: The onboarding process typically begins with an orientation session, where new employees are introduced to the company’s culture, values, policies, and procedures. This session may include presentations, tours, and meetings with key personnel.

Training: New employees receive training specific to their roles, including job-specific tasks, software, and tools they will use. Training may be conducted through workshops, online courses, or on-the-job training with experienced colleagues.

Mentorship: Assigning a mentor or buddy to new employees can provide additional support and guidance during the initial period. Mentors help new hires navigate the company, answer questions, and offer advice on best practices.

Regular Check-ins: HR and managers conduct regular check-ins with new employees to assess their progress, address any concerns, and provide feedback. These check-ins are crucial for ensuring that new hires are settling in well and meeting performance expectations.

A well-structured onboarding process helps new employees build relationships, understand their roles, and contribute effectively to the company's success. It also enhances employee retention by fostering a positive and supportive work environment from the start.