Ana­lysis of the Re­qui­re­ments

• De­fi­ni­tion of func­tions/re­spon­si­bi­li­ties
• In­ter­face Ana­lysis
• De­ve­lop­ment of list of skills re­quired con­sis­tent with stra­tegy
• Crea­tion of ca­ta­logue of re­qui­re­ments

Search for the Can­di­date

Search sup­ported by Ad­ver­ti­se­ments

• Se­lec­tion of ap­pro­priate types of media
• De­sign and layout
• Text
• Media Plan­ning/Coor­di­na­tion/Im­ple­men­ta­tion

Di­rect Search

Esta­blis­hing con­tact with se­lected in­di­vi­duals now em­ployed in spe­ci­fi­cally se­lected com­pa­nies, or di­rectly with other al­rea­dy i­den­ti­fied can­di­dates

• Proper con­tact me­dia­tion

• Pre­pa­ra­tion/Coa­ching for the Re­crui­ting Pro­cess

• Con­tract ne­go­tia­tions or sup­port in such ne­go­tia­tions.

eRe­crui­ting

• vir­tual per­sonnel search in se­lected data bases,

• crea­tion of a can­di­date re­gister

• pos­ting Job De­s­crip­tion in the In­ternet

Pre-scree­ning ­sui­table App­li­cants

Con­sultat to se­lect the proper Me­thod

In­ter­view pro­cess

• De­fine de­ci­sion-ma­king pro­cess

• App­li­ca­tion ana­lysis (Data check, pre-scree­ning, prio­ri­ti­zing, re­jec­tion let­ters, re­ports)

• Pre­s­cree­ning (Te­le­phon in­ter­view or On-line-Con­tact, re­jec­tion let­ters, re­ports)

• First round In­ter­view­ with re­port

• Se­cond round In­ter­view (pre­sen­ta­tion of the ­can­di­date, struc­tured, mo­de­rated and goal-spe­cific in­ter­view)

Group Pro­cess with pre-se­lected App­li­cants

• Con­cep­tual de­sign and Im­ple­men­ta­tion of As­sess­ment Center

• 3-step, mo­de­rated Round-Table-Dis­cus­sions, dual ASe­lec­tion­pro­cess

Ori­en­ta­tion/Coa­ching

• plan­ning for ori­en­ta­tion
• Check­lists
• Coa­ching (in re­gu­lar ­in­ter­vals or as needed)