Staff Selection

Staff Selection is selection of staff and line managers for typical jobs.

Staff Selection technique is applicable for projects whereby candidates are considered from any companies across various industries and markets (no restrictions posed by the Customer).

Stages in Staff Selection.

1. Collection of detailed information about the job.

Hold consultations with the Customer representatives, brief them about the labour market situation, market average level of remuneration for the same specialists.
Specify the job description and requirements for the candidates.
Draft, discuss with the Customer and adopt a Task Specification containing details of the company, job, selection criteria, costs of services, guarantees, search group, etc.

Result for the Customer: Identify requirements for the candidate, make the market situation clearer, and clarify the order deadlines and costs. Perfect Candidate’s portrait.

2. Selection and Assessment of the Candidates.

Use KVADRAT’s data base for the candidates.

Place ads in mass media, launch advertising campaigns in the Internet and place ads on KVADRAT’s website, in other sources of information.

Collect and study information about the candidates.

Make provisional phone interviews with the candidates. Assess the basic compliance of candidates with formal requirements.

Result for the Customer: CVs of 3-5 best candidates for the job advised for personal meetings with the Customer.

3. Interviews and selection of candidates.

A structured interview (CV, motivation, competence-based) will be held with each selected candidate. During the interview, the consultants will determine the proficiency level, his or her compliance with the job declared, candidate’s personal conformity, his or her motivation, remuneration expectations.
When certain categories of line staff are selected, we may use adapted programmes of the assessment centre and proficiency tests (following Customer’s additional request for an extra fee).
As per Customer’s request, references from previous places of employments are collected.

Result for the Customer: best candidates advised for personal meetings with the Customer.

4. Presentation.

Identify and discuss with the Customer best candidates for the personal meeting.
Make arrangements for the Customer representatives to meet best candidates.

Obtain feedback about the candidates.

Following the interview, the Customer will be provided with a written/oral report containing biographical details, educational background, professional skills, and details of the current and previous place of employment.

Result for the Customer: Identify final preferences, select best candidate, agree his or her terms of employment. The candidate turns up to work in the Customer’s company.

5. Follow-up.

Monitor how the employee turns up to work and goes through the probation period.

Ensure feedback, assistance in the adaptation of the new employee.

Comply with guarantee obligations assumed.

Result for the Customer: Assisted and enhanced adaptation of the candidate in his or her place of employment. Following candidate’s results during probation period.

The Costs of Staff Selection is 14 - 19% of the annual income of the employed candidate. The final amount and terms of remuneration are subject to negotiation with the Customer, with the detailed technical specification for the selection of candidates due to be agreed. The guarantee for the gratuitous replacement is up to 3 months. Single gratuitous replacement is provided during the probation period.