1.

0 INTRODUCTION

NDT Global is a leading supplier of ultrasonic pipeline inspection and data analysis. Its state-of-
the-art inspection fleet provides the entire inline inspection service (ILI) spectrum for onshore
and offshore pipelines worldwide. The full range of services includes geometry and deformation
inspection, metal loss and crack inspection, defect assessment and fitness for purpose
investigations.

First run success, best data quality and rapid report delivery are our key benchmarks. A skilled
engineering and project management team, complemented by one of the best data analysis teams
in the industry, has inspected and analyzed pipelines worldwide. The company has offices in
Australia, Canada, Germany, Ireland, Mexico, Spain, UAE, UK and USA.

2.0 JOB DESCRPTION

Global Marketing Manager

 Strategic Planning: Develop and manage the global marketing strategy, relying on external
market data, research and forecasts. Collaborating with global and local management to ensure
alignment with business growth objectives.
 Team Management: Supervise, coach, and mentor the marketing team for sustained growth and
employee development. Establish marketing and personnel goals aligned with business
objectives and ensure execution.
 Partnering with Sales: Work in conjunction with CEOs / Sales Leadership and Key Account
Managers to ensure marketing campaigns are aligned with sales goals and objectives
Demand Generation: Oversee revenue and customer growth campaigns focused on customer
retention and customer acquisition.
 Content Marketing: Support brand management in developing thought-leadership programs by
creating customer personas. Develop engaging content including promotional collateral,
advertising materials, press releases, media campaigns, and customer facing communications to
attract and win customers. Support the Global Brand Manager in the development of internal
communication content aligned with the corporate goals and objectives.

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 Product Launches: Support the promotional launch of new products and releases and the cross-
functional implementation of the plan.
 Measuring Results: Be able to quantify the impact of the company’s marketing investment by
focusing on improving key metrics, KPIs, and maximizing ROI.
 Value Proposition: Collaborate with Brand Manager and subject matter experts to develop
unique Value Propositions for NDT Global's products and services.
 Financial Planning: Establish and maintain the marketing budget with monthly reporting of YTD
performance and driving cost reduction initiatives.
 Process Excellence: Implement new and streamline existing marketing processes to drive
improved efficacy and efficiency of marketing campaigns and programs.
 Global Event Planning: Aligned with corporate, product and marketing strategies, identify
conferences and events in which NDT Global will participate and at what level. Working closely
with the local Sales teams, coordinate and execute each event to maximize exposure and lead
generation.
 Digital Marketing: Responsible for the NDT Global website and lead generation through all
digital outlets with strict adherence to the Brand strategy.

Financial Accountant

The Financial Accountant facilitates the accurate and timely recording and reporting of financial
information to ensure compliance with all internal and external requirements for information.

 Review and prepare detailed cost centre variance analysis against budget and prior
periods
 Consolidation of group results each month and preparation of monthly pack with
financial slides
 Calculate and prepare a range of month end journals, including accruals and pre-
payments
 Prepare Inter-company reconciliations, invoices and consolidated accounts
 Prepare monthly schedules and balance sheet reconciliations
 Conducting analytical review of balance sheet and profit and loss accounts

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  Assist in the preparation of the year end Group financial statements
 Assist in the planning and coordination of year end audit process involving statutory
auditors and business units
 Support ERP development and maintenance
 Ad hoc projects and reports as required

3.0 Current Planning of Recruitment within the Organisation

Recruitment is the process of identifying, screening, short listing and hiring of the potential
human resources for the purpose of filling up the positions within the organizations. It is the
central function of human resource management. Recruitment is the process of selecting the right
person, for the right position at the right time. The educational qualifications, experience,
abilities and skills of the individuals need to be taken into consideration when recruitment takes
place. It is the process of attracting, selecting and appointing potential candidates to meet the
needs and requirements of the organizations. Recruitment takes place internally, i.e. within the
organization and externally, i.e. from the usage of external sources. Internal factors include, the
size of the organization, recruiting policy, image of organization and image of job. External
factors include, demographic factors, labour market, unemployment rate, labour laws, legal
considerations and competitors. Efficiency in the recruitment processes generates productivity
and builds a good working environment and good relations between the employees (Recruitment
and Selection, 2016).

NDT Global have apply internal recruitment and external recruitment. Their company use
internal recruitment to fill roles in their business that are best suited to having an insider’s view
or knowledge, as well as encourage loyalty and a sense of progress for employees. Internal
recruiting is an important aspect of any business as it can save time, money and resources when
compared to recruiting externally. There are number of reasons as to why NDT Global prefer
internal recruitment; the most often explanation given is specific human capital concern. It is an
established finding in human capital theory that build up of firm-specific human capital usually
occupies combined investment by both the employer and the employee, therefore both parties
have the intention of keeping and maintaining a long term relationship. Thus the longer the
occupancy of the worker the further increase in specific human capital. This would mean that it

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would be more costly for the firm to find an external applicant who could do better than an
existing worker within the setting of the organisation so the organisation would prefer recruiting
internally.

Another explanation is that the employees that are already in the organisation their ability can be
observed with less noise than that would be of recruiting externally. This would suit the
employers that are risk-averse, those that would like to go with a less uncertain applicant by
endorsing qualified candidates from within. Even when specific human capital is comparatively
unimportant and reliable data about external candidates can be gathered, employers tend to prefer
internal candidates. This is very true especially in large firms with bureaucratic structures and
institutionalised career ladders. Organisations tend to recruit externally when a candidate shows
a momentous margin of superiority, only then will an existing employee is passed by for
promotion.

But sometimes, they do recruit from external recruitment. External Recruitment brings new
people with fresh and innovative ideas to the organization; they will also bring experience they
have gained from other organisations, which can be a huge benefit for the organization.

4.0 Future Planning

NDT Global can improve the practices of recruitment and performance evaluation within the
organization. Another great way to foster effective performance management is to utilize peer
reviews, also known as 360-degree reviews. Again, this is a feature that can be found on most
performance management software programs. Peer reviews are useful because they allow
coworkers to praise other coworkers and highlight positive aspects of their performance, as well
as point out where improvements can be made. This exercise helps employees to work together,
build better communication, and assess where they can improve themselves while watching their
colleagues. There does need to be some manager or HR oversight into this process, and all peer
reviews should be read to ensure that no claims, concerns, praises, or other comments go
unnoticed or unaddressed.

Refined recruitment processes are efficient, productive and pleasant for both candidates and
hiring teams. Here are a few ways to improve NDT Global recruiting process. Provide useful and
specific details about open roles. When listing job duties, mention projects your new hire may

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undertake or teams they will work with. Distinguish between “must-have” and “nice-to-have”
requirements so as not to discourage candidates who could learn secondary skills on the job.

Besides, do the job simulation when recruit. This method involves the construction and
application of a procedure or task that simulates or models the work involved in the company.
The simulation is designed to represent, as closely as possible, the actual job situation.
Candidates try out their performance in the simulated activity and have it evaluated based on
how much a task is accomplished. The candidates are provided certain objectives, play the game,
and have their output monitored. Their performance can be documented and measured and the
candidates with highest performance are generally short listed. Job simulation is a very important
supplementary technique for selection and recruitment of complex job profiles.

Most jobs involve working with others and so the selection process should involve an element of
group work. A group exercise is an assessed discussion exercise that involves a small group of
candidates (usually 8-10 people), following a question posed by a member of a company’s
recruitment team. Group exercises allow plentiful possibilities for active working and
interactions within the candidates. Interaction allows different experiences to be exchanged and
applied to the subject. The candidates can be asked to complete a practical task or take part in a
discussion and their ability to interact with people can be assessed. Group exercises help the
recruitment team to identify leadership skills, responsibility, team working skills and a shared
group dynamic. It supports role play and provides candidates with social feedback.

5.0 Conclusion

Human resources are stated to be an integral part of any organization. The jobs, functions, tasks
and operations can be adequately performed by proficient and skilled personnel. Therefore,
within the organizational structure, it is vital to implement effective recruitment strategies and
selection processes. When the members of the organization are aware of proper recruitment and
selection processes, then they are able to make selection of human resources in an appropriate
manner. There are numerous job duties and functions within the organization and performance of
all kinds of tasks and operations require skills and abilities, which can be honed by making
provision of adequate training to the personnel.

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The individuals hired may be experienced and knowledgeable, but they do experience changes
and transformations within the organizations regarding various aspects, such as, the working
environmental conditions, performance of job duties, attitudes and behavioural traits of the
employers, methods to enhance productivity, utilization of innovative techniques and methods
and so forth. When the employees are selected, it is important that they should be loyal and
dedicated towards the organizations. They should be committed towards the performance of job
duties and possess the traits of resourcefulness, diligence, and conscientiousness. Finally, it can
be stated that organizations are required to put into practice recruitment and selection processes
with accuracy, precision and truthfulness.