Establishing the profile of your ideal candidate is one of the most important steps in the recruitment process. What are his or hers desired abilities, personality, the role inside the company. We are here to guide you through this stage.
Candidate engagement strategy
Candidate engagement strategy is established according to the level of the vacant position. Adapting the message and choosing relevant communication channels is crucial in order to have optimal results.
We commit to delivering a short-list of the best three candidates at the end of the recruitment process. These candidates have been pre-qualified through phone screenings and face-to-face interviews.
Candidate placement guarantee
Because we want to ensure long-term relationships with our clients, if one of the candidates we recommend quits during the first three months of employment, we commit to recommending another shortlist of three candidates for the position.
Before starting the recruitment process per se, we will make a market analysis in order to see what is the approximate number of available candidates that would fit the profile and what is the average salary range for the position.We will collect feedback on the client company and on the competing companies. This procedure will be repeated throughout the entire recruitment process.
The results obtained after collecting, analyzing and interpreting the information will be sent to the client.
Phone screening and interviews
All candidates will be evaluated through a three-step procedure: CV/LinkedIn profile screening, phone screening and face-to-face interview. During the phone screening phase the recruiter will assess the candidate’s motivation for the position, the accuracy of the information written in the resume, the reason for leaving the last job and salary expectations.
The face to face interview is conducted based on an interview guide prepared by the recruiter. The guide incorporates questions adapted to every particular role, as well as questions/situational questions meant to test soft skills.
Face to face interviews with the employer
Each shortlisted candidate will have a face-to-face interview with the employer. The client will receive a personalized interview guide. If the client deems it necessary, the recruiter can also attend this interview.
Support during the induction and on-boarding process
Our company provides you with a standardized induction and on-boarding process for the employed candidate. This process ensures an effective integration of the candidate in the organization, a correct assessment during the trial period and solidifies a long-term cooperation.
Support during the employment negotiation phase
The employment offer is not a simple presentation of the salary package. Negotiating and presenting the employment offer must be a transparent process that offers all necessary information. Our company can help you draft a standard offer that can also be used in other employment, recruitment or negotiations in your organization.
STANDARD DOCUMENTS IN HUMAN RESOURCES
Employee satisfaction surveys
In order to succeed, every company must keep its employees satisfied. Most of the time, companies are willing to do this, but they are lacking the specifics. A specific survey could definitely solve such issues.
Personalized induction and on-boarding processes
Even the best employees will eventually leave if they feel like they do not belong and are not integrated in the team. However, for most people, the induction process is slow and unfruitful.
Retention and evaluation processes
Evaluation processes analyze data on which employees deliver better. In order to remain competitive, all your employees should be in the green zone. And the best employees need support, because it is more efficient to retain, rather than find an employee.
Improving HR procedures
Learning organisations will win the long term battle on ever competitive markets. In order to create such a company, you need to constantly inspect and improve your processes, including those of the HR department.
Work legislation mandates employers to keep personnel files for every employee. Externalizing this service to a specialized company makes managing these files a much more efficient and legally safer process.
A job description is, theoretically, a simple document containing employee responsibilities and their limits. Nonetheless, a lot of companies have job descriptions that are either incomplete, or unclear.
DIAGNOSIS AND TEAM MANAGEMENT
Employee on-boarding and engagement
We offer you support in the induction process so that your employees become efficient in a timely manner after the employment. Know-how transfer and well established procedures raise productivity and eliminate frustrations for both parties.
Performance indicators in recruitment
A famous business quote says ”You get what you measure”. This also applies to recruitment. In order to have something to measure we have to establish these KPI-key performance indicators in recruitment.
Improving organizational processes
An organization that does not grow, eventually decays and loses. To prevent such dangers, we deliver our clients solutions in this regard.
Assessment Center - testing future employees
During an ”Assesment Center” test, companies create a fictitious scenario, in which candidates for a role work in the company for 1-2 days, to see which candidate better suits the position.