Search & Selection
Setting up an optimal search strategy is always the result of an upfront systematic analysis of requirements and competencies.
Derived from the corporate strategy, the aim of the position, tasks and requirement profile perspectives (salary range, development opportunities, etc.) and contextual factors (industry, location, corporate culture, etc.), we create a tailor-made search strategy, taking into account the discretionary requirements associated with the search.
This includes the precise search path or a combination of different search paths, an optimal aligned target company list as well as a job advertisement, the wording corresponding to the requirements of confidentiality and a common definition of the essential framework conditions of the search (reporting, presentations, etc.).
In addition to the search strategy, we also agree on the mode of personnel selection individually and project-related. We accompany the selection process, moderate the presentations and participate in hearings and assessment centers on request. In order to validate the selection decision, we systematically collect references and, if necessary, arrange a check of the available documents.
Professional Search focuses on finding highly qualified specialists and senior professionals who usually do not have a disciplinary leadership experience.
For companies, professionals with mission-critical skills are usually just as crucial to the company’s success as top management. The progressively technologisation and specialization of many business units has led to increased professional career paths and alternative career models.
Top specialists often do not actively apply for vacant positions. Because of their strong skills, they are often actively contacted as well as changing within their existing networks. Due to the limited number of sought-after competence providers, the search focus is often simply too small for a passive search of a job.
Professional Search builds on the toolkit of Executive Search, whereby the targeted identification of relevant specialist is usually more complex than in Executive Search. An optimal network in the respective industry and good know-how in the targeted specialist are decisive success factors.
The aim of the Management Appraisal is the identification of the fit of management requirements in a specific organizational environment and the individual management prerequisite.
However, a management appraisal not only provides valuable information about existing competencies and skills, but also about development potential, willingness and ability to learn.
On the basis of the results, a more valid success prognosis can be derived from the management success. In addition, the career path and development path within the company as well as appropriate measures for this purpose can be specifically planned and career decisions can be made evidence-based.
We carry out a management appraisal either as an add-on to a personnel search or as a stand-alone measure, for individual employees or for groups of employees, such as managing employees. We act as a competent partner in the selection, development and compilation of analysis methods, the implementation and final evaluation of the results by the means of meaningful reports.
In times of a shortage of skilled workers, it is all the more important to build up a professional application management and to strengthen one's own brand in order to be perceived as an attractive employer.
We offer Start-Ups and small businesses a solution tailored to their needs using RPO. This not only increases efficiency in the company but also ensures transparency and sustainable success in human resources management.
Our range of services includes support for texting the advertisements to reach a defined target group, the selection of the most suitable media for the placement of advertisements, the immediate processing of the application (eg. patience letter, letter of rejection), the screening of applications with the so-called traffic light system, the professional conduction of telephone interviews with selected applicants, the preparation and transmission of short reports to our clients, the systematic documentation of applications, the conduction of personal interviews on selected applications, a weekly reporting and the role as the first contact person for applicants throughout the recruiting process.
The fee consists of initial services at the start of the project (eg. workshop, documentation of the SLAs) as well as a fixed fee and variable fees during project implementation. The fixed fee for the ongoing Recruitment Process Outsourcing will be invoiced at the end of the month, together with the variable costs incurred in each month. The variable benefits (for example, pre-interviews, interviews, short reports) will be charged according to need and effort.