METHODOLOGY:
team work

Our methodology is characterised by the mobilization of all the resources in our firm and the designation of a two-person team for your recruitment project . This team is built depending on the specificities of your sector of activity and of the positions to be filled.

Our firm is able to achieve recruitment assignments in 40 countries through the INAC network.

1 Definition of your needs
A comprehensive understanding of your recruitment issue constitutes the first step of an assignment. Through several interactions with the line managers involved in the project, we aim at acquiring a sound knowledge of the position to be filled and its challenges, of your structure, of your company culture, and of the interactions that characterise your organisation.

Our objective is to help you to structure your approach and to optimise your recruitment process and objectives.

It is at this moment that we advise you regarding the most efficient search mode, the state of the market for the position to be filled, as well as regarding the salary package to consider for the position.

The result of our joint reflection translates into the writing up of a job description embodying our understanding of the assignment. This document is subsequently submitted to the candidates selected for interviews and hence, constitutes the basis of our discussions with candidates during the selection process.

2 The search
Depending on the privileged search method, we mobilise specific resources of our firm. Our objective is to offer you a widest possible selection of candidates based on the following techniques :

* Identification
* Activation of our network of business relations
* Advertisement on the internet
* Search in our data base
* Direct search

3 The assessment
The chosen candidates are invited to meet the Senior Consultant in charge of the assignment for a face-to-face interview. The competencies of the candidates are then analysed and assessed against the requirements of the position. Moreover, we insist on elements pertaining to the personality of the candidate in order to give you a first idea of the integration chances of the candidate in your organisation.

4 The introduction
Usually, after six to eight weeks, we introduce you to a short-list of the best candidates met by the Senior Consultant. We submit a detailed and comprehensive report on the candidates including their professional experiences and achievements, specific skills, and motivation for the position; and, a commentary by the Senior Consultant justifying his choice.

5 The personality analysis
Considering that the personality of a candidate and his professional behaviours are as important as his technical skillst. We see again the retained candidates but focus on the behavioural characteristics that will allow us to judge of the candidate’s ability to integrate your professional environment. Subsequently, we submit you a short report on the strong points and points of attention for each of the candidates remaining in the final round of the selection process to help you to formulate your final choice.

6 The reference check
Believing that the successes of the past help to build those of the future, we contact past employers of the chosen candidates (with their consent) and make a complete reference check. This operation finalises the decision-making process and sheds light on motivation sources and the achievements or failures experienced by the candidates.

7 Finalisation
We remain at your disposal and at the disposal of the chosen candidate during the negotiation phase ending up with the recruitment of your new collaborator.

8 Follow up
Aware of the importance of a successful integration of the newcomer in your company, we see the chosen candidate for a follow-up three and six months after his entry in his new position. Afterwards, we do an oral debriefing with the client and keep playing our role of advisor if requested.

9 Monitoring
During the recruitment process, we send you a weekly report on the evolution of the search. This report is of course complemented by frequent phone talks between the Senior Consultant and the client. Indeed, the permanent interaction between a Consultant and his client seems to us the essential ingredient to the success of a recruitment assignment.