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Results are what counts, and therefore the outcome of our search process is the recommendation of candidates who:

  • Have the required education, knowledge, competences, skills and experience
  • Are sufficiently experienced in the desired area
  • Are compatible, on their career path, with the situation and the client’s requirements
  • Have a personality which fits not only the particular position, but also the new team and the client’s company’s culture
  • Are outstanding in quality with their attitude, competences and achievements

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Get in touch with us to ask for the price quote or a meeting with our consultant, with whom you will be able to discuss your needs and find out about the possible solutions.

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The actual process is tailor-made for every client and every position that is being filled, but it is generally comprised of these parts:
pracovný pohovor

The analysis of the job

Firstly, we need to get a clear picture of what our client needs. Only then can we begin the search. Therefore, we first carry out:

  • An analysis of the job description
  • Identification of key competences
  • A competence model – high-level competences

The Search Process

Based on the job description and its nature, we form a strategy for searching for suitable candidates, with the goal of identifying the most effective ways of approaching such candidates, which we then apply. Among the most frequently used ones are:

  • Advertising
  • Our own as well as an external database
  • Social networks
  • Direct search
  • Networking (contacts)

The Selection Process

Depending on the job description and its nature we adjust the selection process – we decide on the techniques needed for the selection. We create a set of questions for an in-depth interview, and assess the necessity of using a supplementary means, which we then implement into the applied concept.

Pre-Selection
  • Resumé screening – shortlisting the candidates based on written information about them
  • Phone pre-interview
The Interview

A volume of questions, tailor-made for a particular client and particular job posting

  • BEI (Behavioral event interview)
  • RGI (Repertory grid interview)
  • CBI (Competency based interview)
  • Monitoring personality, motives, habits, traits, competences and skills
  • Monitoring proficiency and determining experience
  • • Examining the career path and direction + assessing compatibility with the request and situation of our client
Supplementary techniques of selection
  • Verifying references
  • Psychodiagnosis – personality tests and surveys
  • Assessment centre

Try us out

Get in touch with us to ask for the price quote or a meeting with our consultant, with whom you will be able to discuss your needs and find out about the possible solutions.

Contact
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