Development and Introduction of a Personnel Selection System

At a conservative estimate, KVADRAT’s recruiting staff have filled over 10 thousand vacancies in different areas of business for 14 years. Drawing on many years of successful experience, we are now ready to give you a generous share of our expertise, provide time-tested methods and tools, hold individual (or group) trainings, give quality advice to your HR division staff directly in their workplace (individual coaching) or develop and introduce a personnel selection system as a turnkey service. To address personnel selection, a systemic approach is required which includes several stages:

1. Estimate the need in personnel

It includes an overall estimate of current and future requirements and identifies problems in personnel selection and hire. We will help you develop a high-quality personnel plan of your company.

The development of a personnel plan is to identify company’s needs in personnel, i.e. find out when, where, how many and what sort of (in terms of skills) employees will be required.

A personnel plan serves as basis for the selection and dismissal of personnel. The organization’s needs in personnel are determined, in the first place, by the strategy of its development which is dominated by many factors – state of economy, market growth, governmental policies, financial standing of the organization, traditions, etc. We shall help you take due account of those factors and draft a very accurate personnel plan which will bring you to the strategic objectives of your company.

2. Define requirements for the candidates

Before we get started by selecting specialists, we have to draft a most accurate job description or a similar document whereby the executive may draw up a perfect candidate’s portrait for the job. This will help fine-tune the preferences and requirements for the candidates. Then we have to determine the deadlines and employment terms and conditions. At this point KVADRAT’s knowledge of the labour market and experience will be instrumental, beyond any doubt. Today, we may brief the employer about the price of a specialist in the Belarus labour market in line with the requirements declared as well as availability of specialists required in the labour market, selection difficulty and deadlines.

3. Search for decent candidates

The process includes determining major sources of candidates, enhancing the budget to attract candidates, predict candidates’ response to the advertising campaign. Every minute thing is important here – from the right wording on the job ad through feedback form to information from candidates. The overarching goal is to bring in a required number of candidates who best match the requirements and cut off those who fail to fit the bill. We will teach you how to save your time and money!

4. Select candidates

It is a real science and a fine art! The short-listed candidates will go through several stages of selection, including a competition of CVs, interviews, tests, collection and examination of references, etc. How to assess the candidate, how to assess his or her professional and personal qualities, motivation for the job – this is what (and many other things) we teach in our Personnel Manager School or coach individually for the personnel specialists directly in their workplace in real-time job-by-job work.