On the basis of our experience with the market we and the client assess which method of personnel search is suitable for the open position: a search in our candidate database, by advertisement, a direct search or headhunting, or a combination of the above.
SEARCH IN THE CANDIDATE DATABASE
The first cost-effective step in personnel search may be a search in our candidate database. The database contains information about candidates who we have had personal contact with. In light of protecting personal information, even while searching the database, we first seek candidate's approval to be included in a new selection procedure with a new employer.
SEARCH BY ADVERTISEMENT
As the databases are still too limited, we often follow up with an ad. We make a media plan proposal which includes one or more media. The search process might take into account various information sources (professional and other associations, educational institutions, forums) and their media. We choose and design suitable ad material and prepare it as a whole – in content, form and tone of communication – to suit the target group. The ad is usually published under our own trademark to protect client's anonymity.
DIRECT SEARCH (HEADHUNTING)
The method of direct personnel search (headhunting) is used when the required, generally professional or executive work profile, cannot be found through an ad. This method can also be used when the employer knows the identity of the candidate of interest but is unable to contact them for the tactical reasons of data protection. This work methodology was adopted from CFR Consulting Group and Cantor, which is one of the leading companies in this field in Germany. The method is based on making a thorough research of the market and sources of potential employees, contacting the potential employees directly yet discreetly, and inviting them to an interview. Our role is one of a mediator.