1. Marketing
2-step marketing, marketing our services so that potential employer companies with vacant positions can entrust us as a recruitment agency. Marketing of vacant posts so that employment seekers can align and apply for the vacant positions. Meanwhile, tailor efficient marketing strategies to recruit top talent and have a competitive advantage at every stage of recruitment.
2. Demand letter review and confirmation
Employers sign up for a particular request, which is a demand letter. In this demand process flow, we first access the demand letter and make confirmation. We aid in the whole process of getting it approved by the Embassy of Nepal before starting our pre-recruitment process.
3. Pre-Approval (DoFE)
The Department of Foreign Employment (DoFE) pre-approved the demand letter once they found it genuine according to the required formalities, regulations, and established guidelines.
4. Demand letter online approved by the Embassy of Nepal
Demand letter approval is done in the final stage by the Embassy of Nepal. This process is seamlessly conducted online, we attach the demand letter pre-approved by DoFE and official registration documents of our overseas partners, for hassle-free approval online.
5. Demand letter advertisements
After the demand letter is pre-approved the next step we proceed with is candidate sourcing and shortlisting. This process is inclusive of demand planning, demand data presentation, and an actionable TA (talent acquisition) strategy.
Our team continuously monitors and updates real-time job vacancies across various industries and regions. Through this, we advertise demand letters to ensure candidates have access to the latest opportunities.
We promote job vacancies through various channels, including websites, job portals, and social media, to attract a pool of talent. The gist is that we serve the right candidates to secure a life-transforming job, at least maintain their lifestyle, and, in return, acquire talent to enhance business networking with our overseas partner.
Passive candidate engagement, candidate sourcing, recruitment strategies, talent pipeline, candidate screening, recruitment process, and technology. Targeted candidate outreach to pool out the candidates before hiring any competitors, if that helps.
6. Pre-recruitment Orientation
Meanwhile, we orient candidates regarding a working company's cultural and regulatory aspects. This shall include a briefing regarding job requirements, local labor laws, socio-cultural norms, workplace expectations, working conditions, and the ethical code of conduct in the destination country.
7. Application Form Registration
Interested candidates must complete a comprehensive application form, providing their details, educational qualifications, work experience, and other relevant information. Our team meticulously reviews and processes all applications and resumes, ensuring that only qualified candidates are considered for the next stage.
8. Interview and Selection
Virtual interviews are conducted after candidates provide the necessary documentation in advance. The interviews are scheduled for around 5 minutes, during which the applications are interviewed and recorded with the candidate's consent.
The recorded interviews are then sent to the recruiter, and the selection is based on their insights from evaluating the interviews. Before making the final selection, the candidates' medical screening is considered.
9. Employment contract briefing and handover
Once a candidate's results are satisfactory, and their impression stands out over the others, a virtual session is arranged for the employment contract briefing and handover. This is done once the interview committee finalizes the selection based on the visa requirements, documentation, and a short discussion session with recruiters.
10. Medical screening
The process then extends to the medical screening of candidates. Pre-employment health screening is done under approved medical centers, i.e. GCC expatriate worker Medical Examination program for countries in the Gulf region like tuberculosis, hepatitis B, HIV, leprosy, malaria, and syphilis.
Health screening program includes medical test like physical examinations, laboratory investigations, chest X-rays, and more. These can vary based on applicable infectious diseases in the destination country, and we help the workforce with these tests.
11. Signing Employment
Once the medical tests are satisfactory, the selected candidates sign an employment contract with the overseas company. The employment contract is prepared and overseas under our presence, and it is designed to follow a template (E.g., UAE workforce under the MOHRE government employment contract.) In this contract probationary period, working conditions, and employee registration are briefly done.
12. VFS/Biometry
Visa applicants for their overseas career shall present a biometric photo and fingerprint to submit their application. They can submit this at the Visa Application Center (VAC), which provides administrative support to the Embassy/Consulate.
13. Visa Approval
After this, the visa office decides on the visa via an assessment of the visa documents and application, at least 2 weeks before the planned work commences for an individual.
14. Orientation (as per government policy)
The Star HR agency he team conducts pre-departure orientation for immigrants to inform them of their workplace and destination country. It includes the working conditions as per government policy regarding the rights, duties, terms, and working conditions of the overseas company, and ensures how their rights are safeguarded.
15. Labor Approval (DoFE)
Employment-based visas (labor approval) are done with DoFE requirements when migrant workers have the respective qualifications as per the demand letter. The pre-departure briefing services contribute to the transition of the migrant workers into the new environment and working space, irrespective of their nationality.
16. Air ticketing
The pre-departure process is inclusive of air ticketing of the employees for overseas patterns. We book the air tickets, confirm flight arrangements at least 72 hours before departure, and orient talents about valid travel documents.
17. Orientation of Pre-departure
The pre-departure process is inclusive of air ticketing of the employees for overseas patterns. A final orientation is made where the team shall sum up everything discussed in training, orientation, light regulations, connecting flights, arrival and immigration, security clearance, and that might be necessary for travel overseas.
18. Job Placement
Finally, the employees are onboard for their overseas careers, and in their best interest, we conclude the job placement. It includes the orientation session with job responsibilities, local culture, setting up training, support, and necessary resources on the journey.
19. Feedback and Management
The Star HR team is open to grievance reporting and informal resolution between the involved parties. We treat feedback sent genuinely regarding labor rights with utmost importance. We maintain confidentiality and provide unbiased, transparent welfare services based on the feedback received.