The first stage of the process is an in-depth analysis of the needs and alignment of the Client’s expectations, resulting in an optimal search strategy. Within our team, we share extensive knowledge and a vast pool of contacts allowing us to achieve the widest possible penetration of the labour market. We use our own database, which has been expanding for over two decades.
The next step is to start talks with promising Candidates. If these Candidates meet the key requirements and are interested in participating in the recruitment process, we invite them to a face-to-face meeting. This meeting serves as the in-depth competence diagnosis and is run in a form of a structured interview in the course of which we assess the Candidates’ professional experience, skills, and personality, as well as their motivation to undertake the challenge we work on.
After interviewing the Candidates, we make recommendations to our Clients and prepare individual reports on those Candidates who fulfil the presumed criteria to the fullest extent. The next step is a series of meetings with our Client. Then, we thoroughly check the references of the shortlisted Candidates, focusing on the key competencies for the position in question. Additional tools to verify competencies include psychometric testing and methods such as Individual Assessment, which we use in the final stage of the recruitment process. If our Client decides to make an offer of employment, we provide further support in negotiating the terms of employment and provide assistance until our Candidate starts a new job.
We do not consider that our role should end with the filling of the vacancy. We also offer active support in the integration process of the Candidates we have selected, doing our utmost to ensure the long-term satisfaction of our Client. At the same time, we are at our Clients’ disposal in all matters that may increase their satisfaction, as well as the professional fulfilment of the hired Candidate.
In the references that we receive from our Clients, we find words of appreciation such as: professional business partnership, understanding of the market, understanding both the owner’s and corporate perspective, perseverance and commitment, discretion, and accuracy in diagnosing the Candidates’ soft skills.
