Selecting the Right Person for the Job

What is Kontaks?

Kontaks is an easy-to-use, efficient method for selecting the 'Ideal Person' for any post. Kontaks saves you time, money and the headache of going through piles of selective self-report resumes and endless subjective interviews.

With state-of-the-art computer applications, we give your company the opportunity to identify the personality traits of the ideal employee for the job. We help you find employees who can 'fit in' and enhance the existing work atmosphere.

Kontaks Full Investment Account (Complete Search) offers:

1. Assistance in designing the Personality Profile of the "Ideal" Employee for the specified post.
2. The Placement of the Advertisement on our Website www.jobbank-ja.com for a two (2) week period. This is the premier site selected by persons in, and outside of, Jamaica who are seeking jobs in Jamaica.
3. The Review of applications screening for qualifications, skills, work experience
4. Interviews with the best ten (10) Applicants and screening of applicants for personality profile using The JobBank Personality Profile Assessment.
5. A comparative report on the applicants whose qualifications and profiles come closest to the created ideal.
6. The setting up of appointments between the top five (5) candidates and the hiring company.
7. The JobBank will carry out Reference Checks for those candidates in which the hiring company indicates interest.

The five (5) best candidates are short-listed and presented based on the
education, work experience, personality traits and any other criteria provided by the hiring company.  Additional assessments may be used during the screening process.

ADDITIONAL ASSESSMENTS

If the candidates are being assessed for Sales, Customer Service, Supervisory or Management positions, additional assessments are recommended for use in the selection process. We have attached details on the other assessments that are available for use in the selection process. The additional costs are communicated once interest is confirmed.

 The JobBank Policy
The JobBank requires that all criteria for selection be shared with us in order to ensure that appropriate candidates are short-listed. We are best able to provide the candidates you need if we have all the information needed for a successful search.

Our experience has been that keeping resumes in a data bank is non-productive. After one month, all the better candidates would usually have found jobs. For this reason we always advertise available positions. The usual time frame following the placement of the Press Advertisement is two (2) weeks for candidates to respond and a further two (2) weeks for screening, assessment and interview. 

A non-refundable deposit of 50% is required upon agreement to utilize our services. If The JobBank short-lists candidates according to the criteria and traits specified by a customer and where the decision is made to not select any of them for the position, the balance is still due and payable.  The cost of advertising the post in the newspaper is separate and would also be due and payable.

We offer special discounts where clients are selecting more than one candidate for a specific position. For example, where five (5) Sales Representatives are needed, or where we have been asked to fill several posts at once.

We look forward to efficiently serving your needs.

Leahcim Semaj                                            
CEO, The JobBank
Semaj@LTSemaj.com
(876) 960-5627

Some Commonly asked Questions and their Answers

What if the search does not yield suitable candidates?

We have found that once the hiring company has shared ALL the details of what candidates need to be able to do and the ‘who’ components of the ideal candidate for a post, they have been able to find strong candidates from among those short-listed for 2nd interview to fill the post. We urge all clients to:

1. First agree among themselves what a suitable candidate will be like and tell us this information at the start of the process so that the shortlist can reflect these needs

2. Agree on a time frame for doing the 2nd interviews with the Interview panelists. Sometimes, the best candidates are ‘lost’ because clients take too long to set up 2nd Interviews.

Where the hiring company requires a very unique mix of skills and abilities, we ask that the most critical competencies be identified as those will determine the selection of candidates for 1st interview.

Here are the contingencies that we have in place to ensure the success of the process.

Challenge # 1
Mostly/only unsuitable candidates have responded to the advertisement.

Upon reviewing the applications, we are able to indicate to the hiring company if the field of candidates is weak. Where this is so, we recommend that the print advertisement be run again. Where professional bodies in the field of endeavour exist, we make contact with this organization to contact potential candidates.

Challenge #2
The candidates that seem most suitable are asking for higher salaries than are being offered

The JobBank will bring this to the hiring company’s attention. Where the company is unwilling/unable to increase the salary being offered, The JobBank will recommend that candidates whose expectations are more in line with the offer be short-listed as these persons are more likely to accept the offer and remain with the hiring company.

Challenge #3
The candidates complete the 2nd interview and none of them are suitable

In this situation, we will need to know the exact areas of deficiency. Sometimes, a critical issue was not communicated and we are able to revise the short-list and send additional candidates from the existing pool of candidates/applicants based on the new information.

Challenge #4
Where a suitable candidate cannot be found from among the existing pool of candidates/applicants

Where a suitable candidate cannot be found from among the existing pool of candidates/applicants, The JobBank is willing to resume the search. Those components that are the responsibility of The JobBank:

• Web advertising
• Review of applications
• Conducting 1st interviews
• Assessment using The JobBank Personality Profile
• Providing a spreadsheet of the results of the short-listed candidates
• Providing a copy of the resume of each short-listed candidate and his/her assessment results
• Setting up 2nd Interviews
• Doing Reference Checks on the candidate the hiring company is most interested in

will all be provided at no additional cost to the hiring company. However, components that are not offered as part of Kontaks such as the cost of newspaper advertisements and any additional assessments or special background checks, will not be covered by The JobBank.

We hope that this answers most of your concerns, but if there are additional queries, please do not hesitate to contact us. We look forward to an opportunity to provide you with this service.

Staff Selection - Kontaks Recruitment Service

• Atlas Protection Limited
• Barita Investments Limited
  
• Caribbean Cement Company
  
• Cigarette Company of Jamaica/ Carerras Group
  
• City & Guilds, a UK Examining body
  
• ESSO
  
• GTech Jamaica Limited
  
• GoodYear Jamaica Limited
  
• Henkel Jamaica Limited
  
• Jamaica Drink Company Limited
  
• JAMALCO (ALCOA)
  
• Kaiser Jamaica Bauxite Limited
  
• McCann-Erickson
  
• MediaMix Limited
  
• National Housing Trust
  
• Petrojam
  
• Scientific Research Council

Thank you for your interest in The JobBank!

COSTS
THE COST OF DOING THE RECRUITMENT
For further information, please send Email to: info@LTSemaj.com

The cost of the advertisements
The cost of the advertisements in the newspapers is NOT included as these charges vary depending on the publication used, the size of the advertisement and day(s) of placement. 

Only one (1) placement may be necessary and this would be discussed with you our client after the first advertisement has been run.