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Intake
Before we start an assignment, we will arrange an intake meeting
at the employer’s premises in order to gather information
about the organisation, its corporate culture, the position, the
job requirements and any preferred personal characteristics of
the prospective candidate. As it is essential for the manager
and the secretary to “click” we also believe it important
to get to know the candidate’s direct superior. The information
is used to draw up a job profile which serves as the basis for
our search.
Pool of Candidates
Over the course of the years, we have built up a broad base of
qualified candidates. In addition, we receive applications via
our website, through our own network or from various vacancy sources
on a daily basis. Following a preliminary telephone interview,
applicants are invited for a criterion-based interview. Finally,
the applicant is subjected to a personality test.
Selection
We select three candidates which are introduced to the employer
in writing. The written report consists of a candidate’s
curriculum vitae together with an explanation and the findings
from the candidate’s personality test. We arrange meetings
between the candidate and the employer and subsequently analyse
these meetings with both parties individually. Obviously, the
employer makes the final decision but we are convinced that he/she
will be able to choose a suitable candidate on the basis of our
selection.
Guarantee
After a candidate has been appointed, we maintain contact with
the employer and the candidate for a period of six months. If,
for any reason, things do not work out within this period, Hansink
& De Looper will start a new, one-off, recruitment exercise
at no cost to the employer.
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