TARA NAWA / DIGITAL RECRUITMENT
See what we prepare, publish and provide to help your team choose its next employee.
Professional recruitment support.N$2,000 per advertised vacancy
STEP 01 / YOU BRIEF. WE PREPARE.
What you receive: a clearly written description covering the role, responsibilities and requirements. Client approval
STEP 02 / STRUCTURE THE EVALUATION
Questions cover the qualifications, experience and skills relevant to the vacancy.
Weights distinguish the relative importance of each question.
Answer ratings contribute to the results used by your shortlisting team.
The questionnaire is provided to you for review and approval. Before approval, you may add, edit or remove questions and request any other changes. Once the evaluation process begins, the questionnaire cannot be changed.
STEPS 03–04 / PREPARE, APPROVE, PUBLISH
Newspaper placement is separate and normally handled by the client.
We prepare artwork for approval, publish the vacancy and notify job seekers. YouTube vacancy advertising is included; NIEIS publication is available on request.
Artwork shown is from previous vacancies, not current opportunities. Required advertising channels remain in place.
STEP 05 / REVIEW APPLICATIONS
| Rank | Applicant | Score | Profile |
|---|
Choose a profile to see how candidate information can be reviewed.
For management: reporting and historical information remain accessible. Profiles, questionnaire rankings and the recorded appointment can be compared.
STEPS 06–09 / COMPLETE THE PROCESS
Chief Geoscientist · extracts from your presentation
“Can you provide an overview of your experience as a geoscientist and how it aligns with the role of a Chief Geoscientist?”
“Can you discuss your experience in overseeing large-scale geological exploration or mining projects, and the challenges you've faced in managing such endeavours?”
Your panel conducts the interviews and makes the appointment decision.
You notify Tara Nawa of the successful candidate. Your selection motivation stays in your own records.
We capture the successful candidate in the system for management reporting.
We handle automated distribution to unsuccessful applicants.
When required, we distribute your approved appointment letter and contract.
THE COMPLETE STANDARD SERVICE
per advertised vacancy
No contract needed.Newspaper placement costs are separate. Panel interviews and appointment decisions remain with the client. Confirm VAT treatment and multiple hires under one advertisement on the quotation.
Recruit regularly? A negotiable fixed monthly retainer for unlimited vacancies is also available, subject to a 12-month contract. Contact Tara Nawa for details.
Explore optional services, including psychometric assessments →OPTIONAL SPECIALIST SERVICES
Targeted cognitive and personality assessments help explore how candidates match the requirements of a role.
Candidate reports and professional feedback sessions are available, supporting recruitment, leadership development and employee growth.
Screening, background and reference checks, career-history review and checks on questionnaire responses.
Check required and certified documents; validate selected documents directly with issuing bodies.
Compile, revise and standardise job descriptions; create inclusive descriptions tailored to your company culture.
Extended portal management and recruitment activity reporting.
Comprehensive HR policies manuals and company or HR succession policies.
Balanced scorecards to measure and monitor performance.
Headhunting and anonymous vacancy advertising.
Organisational consulting, team development, job profiling and career coaching through the assessment partnership.
These services are optional and scoped separately from the N$2,000 standard service. Contact Tara Nawa for details →
OUR CLIENTS
FOR GOVERNMENT MINISTRIES & AGENCIES
Organise applications, broaden vacancy reach and give officials structured evaluation information. Your ministry retains control of shortlisting, interviews, recommendations and appointment approvals.
Download government PDF ↓HR confirms the approved post, designation, grade, salary and recruitment authority. A responsible officer or committee oversees the process.
Prepare the vacancy material for approval and publish through the institution’s required channels. Tara Nawa’s portals and social channels add reach.
Applicants upload the prescribed forms, CVs and supporting documents. HR determines permitted submission arrangements and handles manual submissions; additional capturing support can be agreed separately.
Approved questionnaires, rankings, interview questions and evaluation reports support the committee. Officials use the advertised criteria, manage conflicts, conduct interviews and record their reasons.
The panel submits recommendations through the ministry’s approval route, including the Public Service Commission where applicable. HR retains responsibility for required vetting. Tara Nawa records the notified appointment and assists with agreed communications.
Candidate profiles, questionnaire rankings, cloud documents and appointment history support review. Official minutes, selection motivations and approvals remain with the ministry.
The guide also covers inclusive access, confidentiality, broad geographic reach and support for temporary or contract recruitment. Applicable rules and any additional support are confirmed with the institution before implementation.
Tara Nawa will prepare a Standard Operating Procedure tailored to your organisation’s applicable legislation, approved procedures and delegated responsibilities, for your review and approval.
Positions and recruitment stages covered; fairness, confidentiality, transparency and accountability.
Responsibilities of the appointing authority, HR, departments, committees and Tara Nawa’s support team.
Vacancy justification and approvals; internal advertising where applicable, outcome review and authorised transition to external advertising.
Required forms and documents, application handling, shortlisting, interviews, scoring, recommendations, appointment and notifications.
Conflict declarations, confidentiality agreements, minutes, approval records and separation of internal and external campaign records where applicable.
Document responsibilities, retention and retrieval, audit support, a clear process flow and periodic SOP review with HR.
The SOP is tailored to the institution. Committee records, selection motivations and statutory approvals remain in its official records; platform records support those records.
Summary of the supplied government-ministries guide. The downloadable PDF is reproduced as supplied; HR confirms current requirements and the agreed service scope.
FOR MUNICIPALITIES, TOWN & VILLAGE COUNCILS
Keep internal and external recruitment organised, equip your committees with structured information, and retain the records needed for institutional oversight.
Download local-authority PDF ↓HR and the department confirm the establishment, grading and job requirements, with the necessary approvals before advertising.
Where internal advertising applies, complete and record that stage first. HR reviews the outcome before authorising external recruitment. Required newspaper notices, notice boards and council website publication remain in place.
Use the prescribed application form, CV and supporting documents. Tara Nawa provides digital application information and evaluation reports for HR and the committee.
The authority appoints committees and panels, manages conflicts, applies advertised requirements and keeps minutes. Tara Nawa supports with questionnaires and interview tools; officials make the assessments and decisions.
Panels submit scored recommendations to the authorised decision-maker. HR retains required reference-check responsibilities and the authority issues the offer. Tara Nawa supports agreed appointment and regret communications.
Keep advertising evidence, applications, committee minutes, interview scores and appointment approvals. Platform records support management review and the authority’s required submissions.
The guide also addresses confidentiality, equity, wider vacancy reach and temporary or contract recruitment. Statutory notices, panel composition, deadlines and approval routes are confirmed by the authority.
Tara Nawa will prepare a Standard Operating Procedure tailored to your organisation’s applicable legislation, approved procedures and delegated responsibilities, for your review and approval.
Positions and recruitment stages covered; fairness, confidentiality, transparency and accountability.
Responsibilities of the appointing authority, HR, departments, committees and Tara Nawa’s support team.
Vacancy justification and approvals; internal advertising where applicable, outcome review and authorised transition to external advertising.
Required forms and documents, application handling, shortlisting, interviews, scoring, recommendations, appointment and notifications.
Conflict declarations, confidentiality agreements, minutes, approval records and separation of internal and external campaign records where applicable.
Document responsibilities, retention and retrieval, audit support, a clear process flow and periodic SOP review with HR.
The SOP is tailored to the institution. Committee records, selection motivations and statutory approvals remain in its official records; platform records support those records.
Summary of the supplied local-authorities guide. The downloadable PDF is reproduced as supplied; HR confirms current requirements and the agreed service scope.
LET’S BEGIN
Position title, location and a few bullet points on responsibilities, qualifications and experience. We prepare the material for your approval.
Registered job seekers, employers, documents and current recruitment activity.
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