A reliable workforce pipeline begins before a candidate reaches the final interview. Adey Agency combines direct field sourcing with structured intake and multi-stage screening to identify candidates who match the requirements of the role they are being considered for.

Candidates are sourced directly in Addis Ababa and partner regions rather than being accepted automatically into the active pipeline through unrestricted walk-in recruitment. Each candidate is reviewed through defined screening stages before progressing to later requirements such as medical checks, training, documentation, and final placement preparation.

As a recruitment agency in Ethiopia, Adey Agency uses this controlled approach to give partner agencies clearer information about who has entered the pipeline, how the candidate was sourced, and what has already been checked.

🔎 Candidate Quality Starts Before the Interview

Candidate screening is not only about asking questions during a final interview. The quality of the process also depends on how candidates enter the recruitment pipeline and what information is collected from the beginning.

Adey Agency therefore starts with controlled sourcing and intake rather than treating every applicant as automatically eligible for further processing.

Direct Field Sourcing

Candidates are reached through direct field sourcing in Addis Ababa and partner regions.

This approach gives the recruitment team an opportunity to explain the opportunity, gather initial information, understand the candidate's background, and determine whether the person is suitable to enter the formal screening process.

Field sourcing may also help identify candidates for specific workforce requirements rather than building an uncontrolled pool with no connection to current partner demand.

Controlled Intake Instead of Open Walk-In Recruitment

Adey Agency does not operate the candidate pipeline as unrestricted open intake in which every person who arrives is automatically added to an active placement list.

A controlled intake allows the team to establish:

How the candidate entered the recruitment process
Which role the candidate is being considered for
Whether basic eligibility requirements are met
Whether the information provided is internally consistent
Whether there are concerns that should be resolved before further processing

Partners looking at the wider recruitment journey can review our workforce recruitment solutions, which cover sourcing, documentation, preparation, placement, and follow-up support.

🚦 Four Screening Gates Before a Candidate Moves Forward

Adey Agency treats screening as a series of gates rather than one general interview.

A candidate must provide sufficient information at each relevant stage before progressing further through the pipeline.

1️⃣ Gate One: Identity Verification

The first requirement is establishing that the candidate's identity information is consistent with the official documents presented.

The screening team reviews key personal details and cross-checks them against available documentation instead of relying only on verbal information.

The purpose is to identify inconsistencies early, before additional time and resources are spent preparing the candidate for placement.

Where information requires clarification, the file does not simply move forward unchanged.

2️⃣ Gate Two: Work-History Review

Not every candidate will have previous formal employment, but where relevant experience is claimed, the history is reviewed as far as the available information allows.

The review may consider:

The candidate's previous role
The type of work performed
Main responsibilities
Length of experience
Relevance of that experience to the proposed position
Consistency between the work history and interview responses

Previous experience does not automatically make a candidate suitable, and lack of formal experience does not automatically make a candidate unsuitable. The objective is to understand the candidate's actual background rather than relying on a job title alone.

3️⃣ Gate Three: Role-Specific Suitability Interview

A nanny, driver, cook, caregiver, housemaid, and facility cleaner should not all be assessed using exactly the same interview.

The suitability interview is therefore adapted to the workforce category for which the candidate is being considered.

Questions focus on the responsibilities, working environment, expectations, and practical demands of that role.

4️⃣ Gate Four: Recruitment-Fee History Check

Adey Agency does not charge candidates recruitment or placement fees.

During intake, candidates are also asked about payments connected to their recruitment history. If a candidate reports that money was paid to an informal recruiter or intermediary upstream in order to enter the recruitment process, the issue is identified at the screening stage rather than ignored and carried forward.

This policy is consistent with the ILO's fair recruitment principle that workers and jobseekers should not bear recruitment fees or related costs.

🛡️ Adey Policy: No candidate should have to purchase access to an employment opportunity through Adey Agency. Fee-history checks form part of our intake controls, not simply a statement added to recruitment materials.

🎯 The Interview Changes With the Role

Using a structured screening system does not mean asking every candidate the same questions.

The purpose of role-specific screening is to evaluate suitability for the work the candidate may actually perform.

🏠 Housemaids & Household Cleaners

Screening may explore experience with household routines, cleaning responsibilities, organization, hygiene awareness, ability to follow instructions, and expectations about living and working within a private household.

👶 Nannies

For childcare roles, the interview places greater emphasis on previous childcare exposure, supervision, routine management, communication, responsibility, and the candidate's understanding of working around children.

🍳 Cooks

Candidates considered for cooking roles may be asked about previous kitchen responsibilities, types of food prepared, hygiene habits, meal organization, safe food handling, and willingness to adapt to different household preferences.

👵 Elderly Caregivers

Caregiving interviews may explore the candidate's previous exposure to elderly support, patience, communication, assistance with everyday activities, and understanding of the difference between general caregiving support and responsibilities that require qualified medical professionals.

🚗 Drivers

Driver screening focuses on the candidate's driving background, previous experience, responsibility, understanding of work expectations, and any relevant licensing or documentation requirements that need to be reviewed later in the placement process.

🧹 Facility Cleaning Staff

Candidates intended for facility environments may need to demonstrate suitability for team-based duties, fixed schedules, supervision, repetitive operational routines, and shift-based work.

Partner agencies can review the available domestic and facility workforce categories when defining the type of candidates required.

🧩 What Does “Screened Candidate” Actually Mean?

The term “screened” should describe completed checks, not simply indicate that a candidate's name exists in a database.

At Adey Agency, screening refers to the relevant intake and assessment stages completed before the candidate proceeds toward later preparation.

Screening Area	What Is Reviewed	Why It Matters
Identity	Candidate details and official documentation	Helps confirm who is entering the pipeline
Work history	Relevant previous experience where available	Provides context for claimed skills and experience
Role suitability	Interview matched to the intended position	Helps assess whether the candidate fits the actual role
Fee history	Recruitment-related payments disclosed during intake	Supports ethical recruitment controls
Information consistency	Details collected across the screening stages	Helps identify contradictions or concerns early

A screened candidate is therefore someone who has cleared the applicable intake checks and suitability assessment at that stage.

It does not mean that every later requirement has already been completed.

⛔ Not Every Candidate Moves Forward

A screening process has little value if every candidate is automatically passed to the next stage.

Some candidates may not progress when concerns arise that cannot be satisfactorily resolved.

Possible reasons include:

Identity information cannot be adequately verified
Important information provided at different stages is inconsistent
Relevant claimed experience cannot be supported where verification is possible
The candidate does not demonstrate suitability for the intended role
Significant concerns arise during the interview
The candidate's recruitment history conflicts with Adey Agency's fee policy or sourcing controls
The candidate no longer wishes to continue in the process

Stopping a file at the appropriate stage helps protect the quality of the candidate pipeline and prevents unresolved issues from being transferred to partner agencies later.

📁 Screening Is the Beginning, Not the End of Candidate Preparation

Passing sourcing and screening does not make a candidate automatically ready to travel or begin work.

Once the relevant screening stages have been completed, the candidate may move into further preparation according to the role, destination, and partner requirements.

Later stages may include:

Medical requirements
Collection and review of required documents
Destination-specific processing
Training or orientation
Partner or employer review
Final travel and placement preparation

Our document and visa coordination service supports the administrative stages required after suitable candidates have been identified.

Where preparation is required before departure, candidates may also progress through pre-departure training and certification appropriate to their role and destination.

📌 Important: “Screened,” “selected,” and “placement-ready” describe different stages. Completing screening does not mean that medical, documentation, training, or destination requirements have already been completed.

🤝 What Structured Screening Gives Partner Agencies

For a receiving recruitment agency, structured screening provides more useful information than receiving a list of names with limited background.

Before further processing begins, the partner can work from a candidate pool in which key intake questions have already been addressed.

This provides:

Better visibility into candidate identity and background
A clearer picture of relevant previous experience
Screening aligned with the intended workforce category
Earlier identification of inconsistencies or concerns
Better separation between newly sourced and more advanced candidates
A stronger basis for deciding which candidates should continue toward placement

The goal is not to guarantee that every sourced candidate will ultimately complete the recruitment cycle. It is to make each stage more controlled and transparent before additional processing begins.

❓ Frequently Asked Questions About Candidate Sourcing & Screening

Where does Adey Agency source candidates in Ethiopia?

Adey Agency uses direct field sourcing in Addis Ababa and partner regions. Candidates then enter a controlled intake and screening process before being considered for later recruitment stages.

Does every candidate complete the same interview?

No. Core screening controls remain consistent, but suitability questions are adapted to the intended role. A nanny, cook, caregiver, driver, and facility cleaner face different working conditions and therefore require different areas of assessment.

How is a candidate's identity checked?

Candidate information is compared with the official documentation presented during the intake process. Where inconsistencies appear, they must be clarified before the file can progress normally.

What happens if a candidate has no formal previous work history?

Lack of formal employment history does not automatically disqualify a candidate. Screening considers the requirements of the role, the information available, the candidate's relevant background, and suitability demonstrated during the interview.

How do you decide whether a candidate is suitable for a specific workforce category?

Suitability is assessed through role-specific questions covering the responsibilities, previous exposure where relevant, working environment, expectations, and practical demands associated with the position.

Does Adey Agency charge candidates recruitment or placement fees?

No. Adey Agency's policy is not to charge candidates recruitment or placement fees. Recruitment-fee history is also discussed during candidate intake as part of the agency's sourcing controls.

Is a screened candidate already ready to travel and start work?

Not necessarily. Screening is an early qualification stage. Medical requirements, documentation, training, destination procedures, final selection, and travel preparation may still need to be completed before placement.

📩 Tell Us What Type of Candidates You Need

If your agency has a defined workforce requirement, share the role, number of candidates, destination, and any specific screening criteria with our team.

Contact Adey Agency to discuss your candidate requirements and the appropriate sourcing and screening approach.

Direct Candidate Sourcing and Multi-Stage Screening in Ethiopia