HSH+S Search Process
Phases of a recruitment project implementation
Application preliminary selection
Once we have collected information about the company, jointly with our client we develop an ideal candidate profile our client agrees into. The profile contains, among others, information about: necessary competencies, scope of responsibilities, position in corporate structure, required experience from candidate, knowledge of foreign languages, remuneration package, type of employment.
After selecting a recruitment method we develop and realize the advertisements or concept work and research. The acquired applications we analyse for preliminary consideration and selection. We take into consideration such candidates who best match the ideal candidate profile.
Interview / In-Depth interview
We carry out interviews with the candidates singled out through the preliminary selection. The interviews aim at finding out the character of the applicant, his personality, more details about his motivation, his experiences, such as competencies in a certain field and acquired skills.
Another interview objective is to assess the candidate whether he fits for job in terms of psychological profile, intelligence, soft skills and features of character.
Competence tests
We may verify and evaluate skills defined in the profile including testing of the candidate's writing and speaking skills in foreign languages.
Additionally, upon client's special request, we may carry out a series of a specially selected psychological test to deepen the knowledge on the candidate. Based on in-depth analysis of results we may define both various aspects of intellectual, cognitive and social activity of the candidate.
Candidate presentation
Based on all information gathered during the previous phases, we select and present to the client only these candidates who match perfectly with the profile. We attach a detailed description of qualifications and skills, predisposition to a certain profession or occupation, position fit, as well as we provide a summary listing strengths and weaknesses.
Most important information or successes learnt through an interview we verify through checking of references after the client preference.
Guarantee
We assume an obligation to present more candidates to the client, if the hired candidate retires. For each candidate selected by us and employed by the client, we offer a minimum of a three-month guarantee, which can be extended to 12 months for a smaller additional fee.
» Content
» Application preliminary selection » Interview / In-Depth interview » Competence tests » Candidate presentation
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