Empowering Human Resources

Recruiting Services

Online Job-Marketing and Applicant Assessment:
All In One

98% of all employers in the U.S. are using on-line career portals to advertise their open positions. The mass appeal of online recruitment is grounded in the benefits that integrated career portals offer. Applicants click directly into the job-portal for the job or career they wish to apply for. Once inside the portal, the Applicant can submit an application, resume, contact information and can even engage in pre-selection assessments. Integrated career portals save applicants, recruiters and HR managers time and money during the job search. Here is how:

Career portals are designed around individual criteria for candidate selection.
Pre-Selection Assessments can be integrated without any additional expenditure.
Contact details of the personnel departments are not exposed to the internet.
The flood of candidate applications is sorted, arranged and handled effortlessly by the system.

In our recruitment services, we act as an agency for you and orient ourselves around two goals:

First: We strive to define and produce the best possible job advertisement and placement of that advertisement on the internet.

Second: We structure the recruiting process by putting in place a career portal which collects the formal data of your applicants as well as the appropriate performance data.

These are the three phases of successful recruitment:

1) The content and placement of advertisment
2) The design and implementation of a career portal
3) The collection and ranking of the best employment candidates

Background:

Focus on traditional skills assessments:

• Experiences, Competencies and Cognitive Skills Assessments
•     Selected criteria:
•     Knowledge and job related competencies
•     Logical, mathematical and verbal problem-solving competencies
•  
• Working Patterns Assessment
•     Selected criteria:
•     Work style
•     Leadership style, decision-making strategies,
•     Communication style
•  
• Work Simulation
•  
• Structured Biographical Interview
•  
• Personality Assessment
•     Selected  criteria:
•     Personality traits
•     Past motivation to achieve
•     People skills
•  
• Unstructured / structured Interview
•  
• Specific Skill Tests
•     Criteria embrace position-related strengths such as
•     Sales skills
•     Entrepreneurial skills
•     Creativity
•  
• References and Reference-Check

Our orientation is around a 3-Phase Model for successful recruitment:

The HR-Meter assessments are tailored to meet position-specific requirements and are comprised of modular steps. A typical modular sample process for hiring could look like this:

• Module 1: A formal resume data compilation and ranking.
• Module 2: A specific assessment, i.e. in a combination of work patterns, cognitive skills, and personality/candidate "fit".
• Module 3: Offline selection assessments i.e. a, individual in-depth interview, a presentation, a group discussion and an in-basket exercise.

First of all, the formal or resume-based criteria of applicants are assessed through on-line tools. The second step is an assessment with an analysis of the applicants’ specific competencies and performance. The basis of this assessment is a position-specific competency profile that also factors in the situational demands of the business environment. The last step is to determine the most difficult and important criteria involved in making a selection decision. 

This is not a performance assessment based on “standardized” situations; rather, it is based on a thorough "screening" of the individual. Data in regards to personality as well as actual and historical data on motivation to achieve is examined in order to determine the candidate's fit with the organization as well as maximizing the probability that the selected individual will be successful in fulfilling the job responsibilities.