Career

What We Offer

Working with us, you’ll be part of a diverse global culture that puts people first; our own and our customers. We believe that we’re at our best when you’re at yours. And everybody who’s part of our team should be supported to develop to their fullest potential.

Career Opportunities

Completely pursue scalable customer service through sustainable potentialities.

Relationship Driven

Dramatically synthesize integrated schemas with optimal networks.

Support

Seamlessly visualize quality intellectual capital without superior collaboration and idea-sharing.

Recruitment Methodology & Selection Process

Zoriah Holdings Ltd a company registered in the Republic of Uganda in 2008 as a limited liability company with an objective to offer building, Civil and Electromechanical services.

The current staffing level is over 100 personnel. The actual number of staff varies from project to project. The HR team manages the mandatory HES training, workforce recruitment, performance monitoring (KPIs) and capacity development.

Local Content Involvement

Zoriah holdings Ltd contributes to the local societies where each of their projects is situated by engaging/recruiting the indigenous people in the works so that there is a sense of ownership of the project infrastructure, and more importantly a financial trickledown effect on the locals, thus improving their livelihood.

Recruitment & Selection Process

In order to hire the right people with the right skill sets who can fulfil the best practice and legal requirements of the job. Each and every stage of the recruitment process has to be effective. Our HR process has been designed to minimize the chances of failure and thus minimizing the opportunity cost associated with it.

In order to increase the effectiveness and ensure the consistency of recruitment and selection process, a few basic steps are undertaken. These steps are –

1. IDENTIFY VACANCY AND EVALUATE NEED

At Project start-up, a workforce labour needs assessment is undertaken and the recruitment process started to align staff skill sets to initiatives and goals. The local indigenous persons more often than not fall in the semi-skilled persons, and their recruitment is prioritised with no or minimal importation from other regions of the country.

Our HR committee is dedicated to ensure applicants who are selected for interview and final consideration are evaluated by more than one individual to minimize the potential for personal biasness.

For the oil and gas projects, being specialised with emphasis on occupational health and safety, we would engage the federation of Uganda employers for any further specialised training.

2. DEVELOP JOB DESCRIPTION AND SELECTION COMMITEE

This is based on the findings of the job needs assessment. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job’s title, and the name or designation of the person to whom the employee reports. Again subject to project personnel needs we recruit accordingly, but persons from area of project locality are given priority.

3. POST POSITION AND IMPLEMENT RECRUITMENT PLAN

After the competition of job description, the vacancy for that position is advertised internally and to the local administration bill board sites wherever it is useful.

4. REVIEW APPLICANTS AND DEVELOP SHORT LIST

After the vacancy of the position is posted, the candidates that respond have their resumes reviewed to find out potential suitable candidates and then a shortlist of them is created. Sometimes, a telephone screening is also done to see if they are able to communicate properly.

5. CONDUCT INTERVIEWS

A panel interview is conducted and the committee members inform each other who will ask what questions before the interview. Sometimes a few skills set and ability is evaluated through a written test beforehand.

6. SELECT WHOM TO HIRE

Upon completion of interviews, the HR committee members along with their chairperson discuss among themselves about the candidates. The search committee evaluation tool helps greatly in this regard. We make sure that the most suitable candidate for the position is chosen based on his/her qualifications and ability to perform the job properly, and above all if the candidate is from the region of interest, he/she takes precedence.

7. FINALIZE RECRUITMENT

An important fact is to properly close down each and every recruitment process after the hiring is finished. Employee will be given offer letter so sign and agree to all the terms and conditions of the organization. Every document regarding the recruitment should be updated in a database for future reference.

 

 

Why Not Work With Us?

Building & Civil Engineering Contractors, Project Planning &
Management Consultants