Our Recruitment Process
How do we work?
The entire recruitment process is conducted in collaboration with the customer to ensure mutual and continuous feedback, as well as predictability and control over the outcome.
“We recruit attitude” methodology implies two aspects:
Rational refers to the recruitment stages, steps, and structure of the process.
Emotional implies the ability to see, feel, and understand beyond appearance.
Recruitment process structure
The primary and most crucial rule is to avoid rushing the process. Why? Because moving too quickly leads to mistakes. Everyone involved in the recruitment and selection process (customers, candidates, and recruiters) needs time to adapt both rationally and emotionally to each step of the methodology. Thus, excessively shortening the recruitment timeline will result in inefficient candidate selection. Yet, the time to fill lasts between 4 to 6 weeks.
Next, we move to job analysis in order to fully understand the nature of the job:
Candidates’ role and objectives in the company.
Employer’s expectations from this role.
Skills and competencies required to achieve expectations.
New colleague’s personal traits.
The following actions are essential to design the candidate’s profile and requirements:
The “ideal” job description from the employer/manager's point of view.
Main job responsibilities.
Set up the priorities regarding the candidate’s profile: mandatory and desirable.
Identify the attitude the new colleague needs to fit in the team.
Once we have done with the previous steps we can draw up and launch the job advert.
Along with the customer, we establish a logical workflow that suits both sides and develop a tailored guide interview for that specific role and profile by using a special interviewing technique (SWAN).
Interviewing and verifying the candidate’s professional experience and results, and identifying their personal profile.
Applying “the rule of 3” for the candidates who meet the job requirements/shortlisted.
The customer decides who is the right candidate for the job; our role is only consultative in their decision-making process. If it is a hard decision, we recommend they use the “family member” technique. Works every time.
We, also, handle the employment offer negotiations unless the customer decides otherwise. Additionally, we provide coaching throughout the probation period to ease the candidate’s onboarding, facilitate communication between both parties and ensure a smooth transition.
Benefits for your business
Acting as a long-term consultant and mediating the relationship between the employer and new employee during the recruitment process and probation period.
Provide you with tested candidates to ensure you have the best profile for your company.
Faster hiring process. Once you have given the job details, we will deliver you the top candidates relevant for the role.
Still have questions? Contact us!