Recruiting & Retaining

We can help companies in managing their people from recruiting, identifying potential to employer branding and outplacement.

1. Job Profile & Preview

Team Build

It establishes the position profile and helps with recruitment notice design.
It supports decision on how to place position in the organizational structure.
The job profile outlines the details of an employee's job.

It contains the key components that you need the employee to accomplish in his job. In a straight-forward, actionable format, the job profiles presents a picture of key employee's job duties.

    The job profiles Will CONTAIN an overview of the:
  •  Job's Responsibilities,
  •  Required previous work experience,
  •  Skills needed to perform the job,
  •  Education and credentials required,
  •  Physical job demands and work environment,
  •  Reporting assignment, and
  •  Pay range information.

2. Interviews & Selection

Team Build

The purpose of the selection process is to ENSURE that the best person is appointed to the role, using effective, fair and equitable assessment activities.

The main objective of the person who conducts the interview is to find three things in relation to the candidate:
  •  If he/she can perform the activity required by the alleged job (he/she has required experience, knowledge, and functional abilities).
  •  If he/she is actually motivated to do the work in your company,
  •  If he/she matches the your company employee profile.

When assembling examples of behaviors in specific situations during an interview, you want to make sure that you get the "whole story" - details about not only the situation in which a candidate played a role, but also about his own actions, and the results he obtained.

    A skillful way to make sure that no valuable will be missed is to resort to the STAR technique. Request information about:
  •  The situation he/she encountered
  •  What was the candidate’s involvement in the situation (his/her responsabilities)
  •  The actions he/she undertook
  •  The results he/she obtained

3. Onboarding

Team Build

Onboarding done right drives new employee productivity, accelerates results, and significantly improves skill retention.

Because onboarding is not something you do every day, it is a bit more difficult to become proficient.

Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members into the team, whether they come from outside or inside the organization. The process of onboarding a new employee or an employee new to a particular job involves four steps:

  •  Acquire: Identify, recruit, select and find people to join the team.
  •  Accommodate: Give the new team members the tools they need to do the work.
  •  Assimilate: Help them join with other employees so that they can do work together.
  •  Accelerate: Help them (and their team) deliver better results faster.

Leadership is about inspiring and enabling others. How you handle the acquisition, accommodation, assimilation, and acceleration of new employees communicates volumes to everyone in your organization. In many ways, this is one of the acid tests of leadership.


4. Stay in Interview

Team Build

The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. The results of a stay interview give you knowledge about what the organization can improve and how you can retain your remaining, valued employees.

You also learn what your organization or department is doing well when employees identify what they like about their current job and employer.

Employees prefer to work in an environment that cares to know about and understand their thoughts, needs, and feelings—especially when they see actions take place following a series of stay interviews.


5. Offboarding

Team Build

A smooth exit is just as important as a great start. The employee offboarding process isn’t just about leaving your outgoing employee feeling good – it also ensures that his or her departure causes minimal disruption.

Offboarding is designed to ensure a smooth transition and encourage the person who is leaving to share expertise.

The most crucial aspect of a good employee offboarding program is to treat employees warmly, regardless of the reason behind their departure.

Celebrate their achievements and make them feel appreciated for their efforts. Who knows? All this careful attention will pay its benefits in time.

Additionally, a memorable farewell will make employees speak positively about their experience and this will, in turn, increase your brand value as an employer.