Personnel recruitment

Personnel recruitment

1. Recruitment

Recruitment & Selection — selection of middle managers and administrative staff.

2. Executive Search

Executive Search — (“direct”, ”target” or “focused” search) — it is a long-term and complicated method of finding the best specialists whose attention cannot be held by placing advertisements; who are carriers of business, business technologies; whose work is valued where they are working and therefore, as a rule they are not interested in finding a new job.

3. Headhunting

Headhunting — the ability of getting an exclusive highly qualified specialists, senior executives “point by point”, whose priority is not finding a new job.

This technology is used in a situation where it is necessary to carry out the project on the selection of candidates having a crucial influence on the company’s business and a capability to determine the strategy and ensure its implementation.

Stages of the targeted personnel search

Experience shows that every Executive Search project always has originality and is definitely different from another one. Thus, attraction of prospective candidates with appropriate set of professional knowledge, practical skills and personal qualities on the management positions requires to elaborate a search strategy and  technique in each declared case, related to customer`s organizational characteristics and competitive situation in the market. The project team consisting of project leader, consultants and researchers is forming to fulfil each order.

Our personnel recruitment technology consists of 7 main stages:

Stage 1. Forming of a search task: position description.

- While forming ideal candidate profile many factors considered: the current market situation, the level of existing compensation in similar positions, determination of the level of qualifications, experience, personal qualities and professional skills necessary for the candidate to be successful.

- It is signifiant to understand organizational structure, corporate culture, strategy, aims and management principles adopted in customer`s company. That is why our consultants are working in close connection with client to prepare exact position description and develop search strategy.

- Our consultants devote enough time at the beginning of the project to detail information about the requirements, their compliance with the market so as to help the client correctly. They form requirements for an official position and a specific candidate based on the expert knowledge of consultants.

- Detailed study and correct formulation of the search task is the half of the success in the entire process of searching and selecting the candidate who can be the only solution in a particular case.

Stage 2. Definition of the search field.

- After establishing all criteria and setting up the search parameters, advisers primarily determine the industry segments of the business which potential candidates can successfully work in. Then they focus the search direction, identifying reference points within the industry target segments as accurately as possible.

Stage 3. Search: identification of promising candidates.

Consultants carefully examining the market use the widest resources arsenal including:

> extensive personal and business connections in the field;

> previous accumulated experience;

> special methodologies of collecting and analyzing data about position of appropriate candidates` in the market which are successfully tested;

> internet sources;

> information from experts in specialized industries.

The complex of measures carried out by stage allows us to classify potential candidates and give them a preliminary assessment and a place in the rating. Our search technologies allow us to identify all potential candidates working in the market, which, with the use of standard traditional recruitment technologies, is almost impossible.

Stage 4. Candidate Evaluation.

- While evaluating prospective candidates, the established methods are used for various levels of the candidate's position and industry standards characterizing the success and candidates` achievements in their work. To do this, consultants conduct in-depth interviews, identifying professional skills, basic knowledge, practical experience and career achievements. In addition, facts from the biography, the professional reputation of candidates in the market are established, motivating factors, the level and structure of existing compensation are identified.

Stage 5. Final list: candidate selection.

- Preparation of a detailed objective report on the candidate, including a description of professional experience, assessment of strengths and weaknesses, managerial skills and personal characteristics, allows the client to narrow the field of search for candidates. Further, to select a successful candidate, consultants organize client meetings with candidates, provide a constructive dialogue between the parties, help to conduct a comparative analysis of the final candidates.

Stage 6. Final negotiations: job Offer.

- Collecting recommendations about a candidate allow the client to make a final decision in favour of the most suitable candidate and set up real facts from his biography, career achievements and possible directions of his/her future development. At the same stage, the conditions and timing of the transition of the selected candidate are agreed upon.

- Consultants ensure effective negotiations to determine the candidate's compensation level and, if it is necessary, assist the client in drafting an employment contract, as well as in resolving any issues between the customer and the candidate that may arise during the final negotiations.

Stage 7. Follow-up.

- Consultants provide reliable feedback, maintaining regular contacts both with the customer and the hired candidate for successful candidate`s integration into the client`s company.