Recrutement
Recruitment is an opportunity.
Productivity and competitivity today is no longer a matter of resources but of people’s engagement in your company.
Le recrutement est le point de départ d'une collaboration réussie. La façon dont vous commencez votre aventure avec un nouveau membre de l'équipe ou une nouvelle entreprise influencera le reste de votre carrière et de votre succès.
Nous pensons que le recrutement est une opportunité fantastique pour les entreprises de construire leur vision, de communiquer, d'accéder à des informations sur le marché, de comparer la concurrence, de repenser leur organisation.
Our approach to Recruitment
Combinant une solide expertise opérationnelle dans les services financiers, la finance et les ressources humaines, nous évaluons les compétences des candidats, tant sur le plan physique que psychologique. Agir en tant que partenaire commercial, aider les clients à formuler leurs besoins, attirer les meilleurs talents et leur donner une visibilité sur le marché.
.01
Business Partnering
Meeting clients to understand their environment. Profiling line managers and teams dynamics using assessment tools. Understanding our clients values and vision.
.02
Connecting to company
Strong operational expertise in Financial Services. Helping clients formulating their needs, vision and values to attract the best talents. Giving market visibility for improved employer branding and attractivity.
.03
Attracting Talents
Using latest sourcing tools, web advertising and social media platforms. Local and international talent mapping. Head-hunting via social media and consultants professional network. Working on clients’ employer branding.
.04
Assessing Candidates
Face-to-face meetings. Competency-based interviews. Certified personality assessments. Cross-check professional references.
.05
Process Facilitation
Providing full candidate profile to the line manager. Organising candidate interviews and briefings. Assisting to client interviews. Offer management. Contract review with candidates and relocation advice.
.06
Talent On-Boarding
Candidate follow-up from resignation to start date. Identifying points of development and necessary trainings. Giving visibility and tools to the hiring managers to better integrate their new team member. Monthly follow up with clients and new hires.