In order to attract the most qualified candidates in the shortest possible time it is important to have an effectively managed source of potential candidates. In today’s market, posting job ads on job search websites is not efficient enough, so we do the search at two different levels – both internal and external. During 10…
In addition to individual assessment strategies, we also use a method of collecting references from former employers to provide comprehensive information about the candidate. After estimating the risk of subjectivity, we ask strategically formulated questions that allow us to gain more specific data on the candidate’s performance, his/her typical workplace behavior and competencies that should…
Our semi-structured individual interview strategy is based on integrity and consistency to recognize all the traits needed for a given position. In many cases, corporate executives ask all the candidates the same questions during a job interview, follow a seamless interview structure, and make their decision more intuitively. In this way, undesirable side-effects such as…
The dynamics and differentiation of today’s market pose new challenges for employers, and it’s becoming hard to attract motivated candidates through standard job ads. When evaluating the individual expectations of each client, we pay special attention to the form and content of job ads – by carefully studying both your corporate identity and the profile…
It is no secret that the best professionals and high-level managers rarely become free labor market entrants. Such employees are usually valued by employers and the standard recruitment and selection process is not effective in attracting them. In this case, the most effective strategy is headhunting – a complex method of direct selection based solely…