Recruitment Policy

Recruitment Policy:- The company established and aims at satisfying the need of manpower recruitment of Bangladesh for different countries to ensure both the employer and the employees have a well-structured recruitment experience. The following is an overview of procedure and paperwork involved in the recruitment process of the skilled and unskilled labor through a legal and rightful manner from Bangladesh .

The Agency Agreement

It is for this very reason that any successful recruitment process actually starts with having a good agency agreement between Radiant Employment and the employer. This is important since it stipulates the framework for the supply and demand for manpower from Bangladesh. The terms and conditions of the duties and obligations on both of the parties must be understood and since then only both could sign the agreement.

Another important aspect of the agency agreement is that it creates legal relations between Radiant Employment and the employer that are free from misconceptions thus making the recruitment process smooth. These aspects may include but are not limited to issues like the work required, amount of charges, time frame and duties and responsibilities of each party involved.

Client Needs

To guarantee that we are meeting the employer’s exact need, Radiant Employment Agencies pays a lot of attention to the employer. The process is commenced by having extensive conversations with the employer’s representative;-thus making it possible to establish an overall sense of what the employer is seeking in candidates. These are the job descriptions, the numbers of employees to be employed, the required qualifications, experience, and any other attribute needed in the specific jobs.

That’s why Radiant Employment maintains close contact with our clients and guarantees that all the stages of the recruitment process correspond to their needs, creating a stronger and more effective business connection. Depending on the requirements that have been established, we ask the employer to forward documents which are vital in the recruitment process. These documents are provided under the ”Employer’s Part” sub-section below.

Employer’s Part: Essential Documentation

For the recruitment process to proceed smoothly, the employer must provide Radiant Employment with specific documents. These documents are crucial for obtaining the necessary approvals and ensuring that the recruitment process complies with the laws and regulations of both Bangladesh and the employing country.

Employer’s Part

(a) Power of Attorney

The employer/principal must issue a Power of Attorney to Radiant Employment, authorizing us to act as their true and lawful attorney and agent in Bangladesh. This document empowers Radiant Employment to handle all interactions with the Bangladesh Government concerning the recruitment process. The Power of Attorney is a legal requirement that enables us to represent the employer in all matters related to the recruitment of manpower.

(b) Demand Letter

The employer/principal is required to issue a formal Demand Letter in favor of Radiant Employment. This letter should clearly outline the job categories, the number of workers needed in each category, the monthly salary, duty hours, contract duration, and the amenities that will be provided to the workers. These amenities typically include food, medical care, transportation, air passage, accommodation, and other benefits. The Demand Letter is a critical document that specifies the exact terms of employment and ensures that all parties are aware of the conditions under which the workers will be employed.

(c) Visa Documents

For employers in the Kingdom of Saudi Arabia, it is essential to provide the necessary visa documents, known as Okala. These documents are required by the Government of Saudi Arabia to authorize the recruitment of workers from Bangladesh. The visa documents must be original and authenticated to be accepted by the relevant embassy. Without these documents, the recruitment process cannot proceed.

Company Registration (CR) Copy (Specific to the Kingdom of Saudi Arabia):

In addition to the visa documents, employers in Saudi Arabia must provide a photocopy of the Company Registration (CR). This document serves as proof that the employer's company is legally registered and authorized to operate in Saudi Arabia. The CR copy is required to verify the legitimacy of the employer and to ensure compliance with Saudi labor laws.

(e) Consular Letter

Employers in Saudi Arabia must also provide a Consular Letter addressed to the Consular General of the recruiting country. This letter should request permission to recruit workers from Bangladesh in accordance with the Demand Letter and the specified visa block number. The Consular Letter is a formal request

(f) Agency Agreement

Finally, the employer and Radiant Employment must sign an Agency Agreement. This agreement outlines all terms and conditions governing the recruitment process, including the Authorization Letter, Power of Attorney, and Demand Letter. The Agency Agreement should be original, duly sealed, and signed by the sponsor or an authorized person, and attested by the Chamber of Commerce and the Ministry of Foreign Affairs. This document formalizes the relationship between Radiant Employment and the employer, ensuring that both parties are committed to fulfilling their respective roles in the recruitment process. Deployment Timeline Upon receipt of all necessary documents mentioned above, Radiant Employment is committed to deploying the recruited personnel to the employer's destination within 14 to 45 days. This timeline is contingent upon the availability of seats with the concerned airlines and the completion of all necessary formalities. Radiant Employment strives to ensure a timely and efficient deployment process, minimizing delays and ensuring that the employer receives the manpower they require as quickly as possible. .