Recruitment Process

SPO, in line with its mission statement is dedicated to the pursuit of excellence and facilitation of an enabling environment. To encourage such behavior, SPO ensures that all employees and prospective employees have fair and equal access to employment and career development opportunities.

The HR department is committed to developing human resource policies which ensure that recruitment, selection and promotion practices are open, competitive and based on merit so that the best applicant is selected for the job. Our recruitment process is detailed below so applicants can understand the different stages that they will go through during the recruitment process.

Any candidate seeking to apply for a vacant position must fill out an online employment application form on our career portal in order to be considered for recruitment. The purpose of our application process is to gain an insight into the skills, abilities and experience that an applicant possesses relevant to that position, and helps us to ensure that we select the most suitable and available applicants.

Initial screening of applications received against the job specifications are conducted by the HR Department. This will follow short-listing of candidates carried out by a committee of at least two members including the Head of HR and the position supervisor followed by possible review by the Chief Executive. The committee assesses a variety of factors including academic history, knowledge of field, work experience, communication skills and suitability for the organization.

On the basis of short-listing, calls are made to the selected candidates regarding their test and interview schedule. If selected, a recruiter will contact you with this information.

The short-listed applicants will undergo an assessment process that will include a brief test for evaluation of their subject knowledge, followed by a panel interview. 

All short-listed applicants for Support Staff, Associate, Officer and Specialist positions will be interviewed by a panel of three members with at least one woman i.e. the position supervisor, the HR representative and one senior Programme/Finance staff member

For Programme Manager and Departmental-Head positions, the panel would comprise of four members, including the addition of the Chief Executive to the above mentioned panel; While for Chief Operating Officer and Chief Executive Officer positions, the panel would consist of Board Members.

The panel interview will help us to gauge the knowledge, qualifications, skills and attitude of the applicants, and evaluate their potential for SPO. During the recruitment process the attitude of the potential employee will also be assessed in terms of gender sensitivity.

The interview panel will select and appoint the most suitable applicant for the job by evaluating their performance during the assessment process and to compare their level of competence against the job specifications.

The selection panel will do this by assessing the results of the written test and panel interview in conjunction with the academic and professional qualifications, field knowledge, work experience, commitment, and the applicant’s willingness to join.

After the completion of the reference-checking process, the successful candidate(s) will be issued an appointment letter. The Offer letter will be issued by the Head/Manager Human Resources.