Search, Recruitment and Selection
Vision
We bring people into contact with companies in order to have them employed, based on the idea of common interest of employee and company. This is our central view because on the one hand the company offers work and continuity, and on the other the employee has to feel at ease in his position. We know the companies we work for through and through because, apart from the know-how and the skills which companies require, we have also examined the “personality” of the company. After all, each company has its own way of working, its own code of conduct, its own mores, its own way of cooperation and all the other facets that make a company unique.
Our candidates usually have a higher vocational education (HBO) and/or academic (WO) level of working and thinking, and at least five years of professional experience. On behalf of recruitment and selection we often use the following method:
Branche search. This implies that we will activate and consult our professional networks in our search for potential candidates for the function. Our professional networks consist of our own network of agencies with which we closely cooperate, as well as our own candidate database. With the aid of the function profile and on the basis of hard criteria (level of education, knowledge and experience), Authentiek selects the reactions of potentially suitable candidates. During the selection interviews the candidates are tested against the established competences.
In order to define a picture which professional activities match with the qualities and characteristics of the candidate, we make use of the biographical-interview method. This implies that we, together with the candidate, depict his or her life story from primary school until the present. In this respect it is important to know why someone had made certain choices (albeit consciously or unconsciously), by whom and/or by what circumstances someone has been influenced in making certain choices, in which situations someone automatically assumes a certain role (by nature or by development), how others who are reasonably able to judge this can describe the person in question, etc.
From this interview follow the qualities and characteristics which a candidate has had all his life. Based on this life and career description a picture is drawn of someone's nature, his or her preferences, why someone acts the way he or she does, etc. An extensive report is made of this interview which has to be approved by the candidate.
By means of the pre-selection process it is determined which candidates are invited for an interview with you, the employer. Reports are made of all the candidates presented to you. These reports consist of a curriculum vitae and a summary of the biographical interview. Authentiek takes care of the planning of these interviews. If so desired, Authentiek is able to arrange support during the interviews. In that case we assume a supporting and consulting role.
You may opt for having candidates partake in an assessment centre (i.e. various psychological tests and a practical simulation). This would exclusively be done after you have decided on it and with one or more candidates who are deemed fit for the position (approach and costs on request). If an assessment centre has taken place, the report is supplemented with the results of it.
After permission of the candidate we take care, if so desired, of gaining references with former employers.
The average duration of a recruitment and selection programme from the inventory of the function profile up to and including the presentation of the contract (including a possible assessment centre) is approximately 8 to 10 weeks.
We would like to get in touch with you to make your acquaintance.
The basis of conducting a successful selection is always an accurate inventory of the function and the organization. By means of interviews we draw up an inventory in order to reach a clear function and competence profile. Further, based on interviews the profile of the team is depicted, so that the added value of the new employee becomes obvious. Naturally the organization (culture) is clearly defined. The profile analysis is only made when the client (the assigning person) sees this as an added value and specifically asks for it.
Media search. Based on the established function profile we will draw up a customized advertisement text in order to get in touch with suitable candidates. This text is announced via the traditional media (newspapers and specialized magazines), as well as through the new Social Media.