We identify the talent you need
We attract and select middle management and qualified professionals.
We carry out strategic profile identification processes for leading companies.
We get together with your team to define the position’s range and scope. We advise and design a search strategy and an action plan together with a bespoke timetable.
We have a live and updated database with more than 100,000 professionals and we use the best job posting platforms on the market.
Once the shortlist of candidates has been attained, we confidentially analyze the suitability of each profile to the position and the company, as well as the cultural fitting. We identify the change motivations and expectations and address the project’s conditions in detail.
We submit a talent pool of suitable candidates with an individual report itemizing each candidate’s technical and personal profile.
We assist during the negotiation process for the onboarding of the selected candidate and, once it’s finished, we monitor performance and offer a replacement guarantee should the profile’s adaptation not be as expected.
Recruiting refers to the process of identifying and attracting potential employees to your company. Candidates shall fit as closely as possible not only to the needs of the position, but also to the company’s overall values and culture. It is the pre-selection stage, its goal being to find potential candidates from where future employees will be selected.
Recruitment companies are consultancy firms intermediating in the recruitment and selection process of other companies. In other words, they provide services and develop talent search and management processes for specific vacancies.
When you hire a recruitment company you save time, money, and headaches in the long run, as they take care of everything. By outsourcing this task to a specialized recruitment company, you will reduce recruitment times, cut down costs, ensure talent recruitment, and have human resources advice.
The recruiter’s roles are as follows: outlining the professional target profile, publishing the job offers with the target profile, narrowing down the CVs received, conducting telephone and face-to-face interviews, handling the psycho-technical tests, drawing up a report and monitoring the recruitment process.
E-recruitment allows the company to build a brand image before its employees and candidates through its digital presence. In addition, it requires less economic investment and speeds up the process of both receiving and filtering applications. Online recruitment makes use of big data and its analytical mechanisms, so the final choice ends up being much more objective.
There are two types of recruitment, depending on whether the search for the ideal candidate takes place inside or outside the company. In broad terms, we can speak of external and internal recruitment.
Internal recruitment focuses on filling a job vacancy with an employee who is already part of or has previously been linked to the company. Different tools are available to access talent already known to the company, the creation of a database with candidates who once met the requirements for a certain position but didn’t get the job among them. Referral programs are also an option, whereby employees can recommend people who fit the job description. Finally, a company can also rehire an employee who has been part of the organization in the past.
External recruitment is based on recruiting people with no direct relationship with the company. This can be done in different ways, depending on the company’s needs: either by the organization itself through employment platforms and its social networks, or the process can be outsourced to a specialized company that helps to find specific talent through headhunting and other recruitment techniques.
Inbound recruiting is a technique that aims to get the candidate interested in joining the company through self-application. Thus, the process is shortened, and more effective.
E-recruitment refers to recruitment of employees via the Internet. The advent of technology in everyday life has brought about a major change in the way companies search for candidates. E-recruitment websites (such as job portals) or corporate websites of companies or institutions are potential intermediary candidates.
When it comes to e-recruiting, the first thing to be done is writing the job offer in an attractive way and choosing the digital platforms where you’re going to post it. Prepare an automatic response for the candidates who contact you to let them know that their application has been successfully submitted. When the registration period is over, sift through the applications to classify the profiles best fitting the company’s needs. These e-recruiting platforms allow you to carry out the first screening automatically. Interviews begin once the selection of the candidates best fitting the required profile has been made.