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Selection involves measuring the candidate against key criteria, including skills, knowledge, and competencies. These must be established before starting any recruitment and selection activity. To fill vacant positions, IHM will undertake the following selection process:
Step 1 – Submission of Job Application: Applicants will be required to submit a job application and/or CV through the company’s established channel. This will form the basis upon which the company will review applicants’ suitability for further consideration. As part of the job application process, applicants may be required to complete some qualifying questions relevant to the role.
Step 2 – Screening of Job Application: Following the closing date of receiving job applications, the Talent Acquisition and Development unit will conduct the initial screening of job applications to identify job-matching candidates.
The following considerations shall be made when conducting a screening of the job application:
Education: Candidates will be assessed based on the required minimum level of education as per the job description. Professional certifications will also be considered under this category.
Work Experience: Candidates will be assessed on their current or previous positions, job titles, length of experience, and key role responsibilities.
Skills, knowledge, and competencies: Our recruitment policy emphasizes the assessment of candidates’ skills, knowledge, and competencies to ensure alignment with the organization’s goals and requirements. A candidate is should at least posess a good percentage of the skills required on the Job description, other abilities can further be assessed during the interview stage.
Achievements: Review of candidate’s previous positions and what targets they meet.
Resume layout: This is were we look out for the skill of organizing and presenting information concisely.
Step 3 – Skills Assessment Tests: In line with the job and its inherent requirements, the shortlisted candidates will be subjected to a skills assessment test to determine their depth of knowledge and/or level of skills required for the role. These may include, but are not limited to, presentations, case studies, role plays, written assessments, and/or technical skills tests.
Step 4 – Psychometric tests: For management and senior staff positions, the top performing candidates from the previous stage will then be subjected to psychometric tests, which are a standard and scientific method used to measure candidates’ mental capabilities and behavioral style. These tests are designed to measure candidates’ suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). Based on the outcome of these results, recommended candidates whose personality and cognitive abilities match those required to perform the role will progress to the next stage in the recruitment process.
Step 5 – In-person Structured Interview: This is the final step in the standard selection process, and IHM will conduct structured in-person interviews using a standardized set of questions focusing on the core competencies of the role. Structured interviews will be held either in person or through virtual platforms such as Teams, Zoom, Skype, etc., depending on the prevailing circumstances.
The pre-employment checks include:
Certificate Verification: All selected candidates’ credentials shall be checked by the panel during the interview. Therefore, all candidates shall be requested to submit a copy of their academic and professional certificates (and present the original) as evidence.
Security Checks: All external candidates will be required to present a clean fingerprint report from Zambia Police, and this will be at their own cost.
Reference Checks: Reference checks are strongly encouraged for any external appointments made, and successful candidates shall be expected to provide three references before employment. All employment offers will be made conditional upon satisfactory results from the reference check(s) using the standard IHM’s Reference Check template. If extenuating circumstances occur that could delay the receipt of such references, the Talent Acquisition and Development Manager must ensure that all references are received within three months of employment. Verifications will be conducted before the confirmation of the appointment. All information received shall be treated with the highest level of confidentiality, and the Institute is under no obligation to reveal the source or content of the reference checks.