Information required before sourcing begins
Employer and legal route
- Full legal company name, registration and destination country
- Recruitment authority, work-permit route and responsible immigration party
- Work location, project duration and expected start date
Position specification
- Exact job title, duties and working environment
- Quantity, gender restrictions only where lawful, age range only where lawful
- Minimum experience, certification, education and licence requirements
- Language level and assessment method
Employment terms
- Gross and estimated net salary
- Legal deductions and probation conditions
- Normal hours, shifts, overtime rate and rest days
- Annual leave, public holidays and contract duration
- Accommodation, meals, transport, insurance and airfare
Selection and mobilisation
- CV format and supporting documents
- Virtual, in-person or practical trade-test process
- Offer approval authority and turnaround time
- Medical, police clearance, attestation and visa requirements
- Expected mobilisation window after selection
A vague brief creates weak shortlists. A complete brief allows Aletqan to choose the right sourcing market, assess candidates consistently and give a realistic deployment schedule.