Mediation in Employment

As the agency specialized for mediation in employment, we can offer you a selection of the most competent candidates for the position in question, and save you time and effort you would otherwise invest in the search for quality personnel. 

The complete process of selection
consists of two phases: candidate search and candidate selection.

Candidate Search
After elaboration of the profiles for the position in question, based on the information given to us by the employer, we begin the process of candidate search. The process of candidate search depends on the position level, as well as on the representation of the said position on the labor market. In the search for the perfect candidate, we use all the existing methods – advertising in the media, the method of direct search (“head hunting”), our existing candidate database, and our internal sources of information.

On the method of candidate search…
A complete process of selection is preceded by the elaboration of the profiles for the position in question. We ask the following information from our clients (preferably from an HR Manager, or a person who will be the candidate’s superior):

• the formal requirements that a candidate must meet: level of education, or educational profile, work experience, possession of a certificate, or licenses, the required level of IT knowledge, knowledge of foreign languages, other requirements (driver’s license, personal vehicle…)
• job description: position in the organizational chart (superiors, and potential subordinates), regular and periodic assignments, projects he/she is responsible for, external and internal clients, reports he/she should forward, funds at his/her disposal
• income: salary, bonuses and stimulations, benefit package (a car, mobile phone…)
• working conditions: field, or office job, frequency of travel, frequency of overtime, potential shift work, or night work
• legal status: a type of contract that the candidate signs with our client (contract for an indefinite period of time, fixed-term contract, probation contract, temporary service contract)
• career development plan: planned training and educational programs, advancement possibilities
• client’s business policy: rulebooks, procedures, corporate culture

The process of selection begins with candidate search. The methodology of candidate search depends on the particulars of the position in question, or on its frequency on the labor market. We use the following methods:   

• the method of the direct search (“head hunting”)
• advertising in the media
• our existing candidate database
• our internal sources of information.

Candidate Selection
Candidate selection includes: review and selection of the submitted applications, psychological testing, interview, verification of professional knowledge, as well as the verification of the skills necessary for the particular position (knowledge of foreign languages, computer literacy).
After we have finished the selection, we send the client the narrowest choice of candidates who meet the requirements of the said position, with a detailed written report.
On the Methods of Candidate Selection…  
After the review and selection of the submitted applications, the only candidates who enter the next stage are those who meet the formal requirements of the client.
The next step in the process of selection is psychological testing. Psychological testing can be divided into two phases:

• A test of intellectual abilities. By this, we mean time-limit tests “paper-pencil” tests. The results of these tests give us information on the general, or specific (verbal, numerical) intellectual abilities of the candidate.
• A personality test. By this, we mean the ”paper-pencil” tests which are not time-limited. Personality tests we use give us the information on the characteristics of candidates which are important for successful completion of work tasks (emotional stability, cooperativeness, degree of individuality, openness to change, organizational skills).

During the selection, we use only those tests the application of which was proven efficient in candidate selection. All the tests we use meet psychometric standards. 
After the completion of tests, depending on the results, we form a list of candidates.
After psychological testing, the next thing is the interview. During the interview, we collect all the relevant information concerning the candidate’s education, work experience, acquired knowledge, skills and motivation. In addition, the interview represents an addition to psychological tests regarding the personality traits of the candidate. We use the so-called behavioral technique during the interview, where on the basis of candidate’s answers to questions regarding his/her behavior in the  past, we make conclusions on the development of his/her competences, and we predict his/her behavior in the future.
The interview is supplemented with individual tasks (the so-called “cases”), relating to situations specific to the required position. The candidate is in the position to solve a problem which is an integral part of the job he/she is applying for. That way, we can assess characteristics such as: verbal and written communication, confidence, planning and organization of work, prioritizing and risk-taking.