We understand how critical it is to have the right people in the right position - especially in high pressure situations and fast paced marketing environments. At Benchmark we assist our clients in building their databank of people that are the fuel that would run their business houses. We pick and choose the best available talent in the market to align to your business needs. Trust us, a collective industry experience of over 27 years, in respective domains, have really taught us that any company’s infrastructure and foundation is its people only and nothing else.

Recruitment involves a series of procedures. It begins with the identification of the criteria set by the client with regards to the employment of someone suitable for the organization. Once we have the exact job specification, our brigade searches our ever-expanding database for candidates/applicants that fit the frame set by the client.  Search leads to the next step of communicating with the candidates and filtering the results to come up with the most befitting people to fill the sought after position. But as we believe in making the best even better, we arm these candidates with the right skills, attitude and knowledge that they would need to do absolute justice to their work and workplace.

We recruit individuals for specific posts within a business either internally - by recruiting within the firm, or externally - by recruiting people from outside.

The advantages of internal recruitment:

1. As individuals within the industry will already have the inside knowledge of how a business operates, the organization can save on resources and time spent in training them and the individual can save the efforts and time spent in adapting to the work.
2. The organization can do away the air of unfamiliarity and disruption that creeps in when an outsider steps into its smooth functioning.
3. A shift in positions leads to internal promotions which stimulate the morale of the staff to work harder than ever.
4. It serves as a more effective and easier means of recruitment for a firm as the work record of an insider can be a more concrete proof of ability than the resume of an outsider.

The advantages and disadvantages of External recruitment:

External recruitment opens up a whole new and wider avenue of talent and provides an opportunity to rake in unexplored ideas and abilities much against the age old ideas and practices brought in by internal recruitment. However, this method of recruitment will be heavier on the pockets of the organization with an added risk of ending up with a less efficient candidate than as posed in the interview.