Recruitment and selection
Balance, relationships, culture. This is the context within which a person must be included. This is what it means for us to make a selection.
And this is the reason why we consider the selection as an articulated path that starts from a deep knowledge of the company system and from an analysis of the role-related needs, in order to precisely outline the characteristics of the sought-after figure together with the customer.
The aim of the selection process is to carry out forward-looking assessments in order to identify potential candidates among those who will most likely provide performances in line with the expectations in terms of performance and behavior for that specific business context and in relation to the position required.
Selection is therefore a Human Resource Management process that, in order to be effective, becomes part of the organization culture and determines the potential that can be expressed through the level and quality of the skills, knowledge and motivations that characterize the organization through the people who are included the company. We believe that every organizational context and every person are unique and complex systems that escape any simplification or standardization.
On one hand, the selection process focuses on the specific features of each organizational context, and on the other, on the characteristics of the individual both in terms of professional career and acquired skills, and of personality characteristics, in order to create a satisfying matching for both parties that could generate added value. The focus is not therefore limited to a mere assessment of competences to cover a specific position.
Step 1: Position and context analysis
Knowing the company, its values, its style, its processes and goals, its strengths and weaknesses is the first and fundamental step to determining the success of a recruitment process. Read more
In order to achieve this goal, we work with the customer assisting him in the analysis and definition of real needs, taking into account multiple aspects, from the analysis of work and role processes, to the context, history and characteristics of the company, from past results, to goals set for the role and expected behaviours.
A job description document is created after the meeting and shared with the client, defining both technical and personal skills, role, responsibilities, goals, relationships and addition in the organizational chart.
Phase 2: Recruiting
Recruiting is a research strategy that requires the knowledge of professional profiles, the labor market and its operating sectors and companies. Read more
Our recruiter team deals with this delicate step: from web communication and professional opportunities advertising to head hunting. SCR recruiter specialists know the professional profiles, understand and identify the peculiarities required by job descriptions and know how to properly convey the project to potential candidates in accordance with the company’s brand reputation. This allows to compare with the client company the quality and quantity of professional figures identified, in line with position analysis, where each of them is seriously interested in the position and, in full respect of the privacy, previously informed that their profile will be presented to the company.
Step 3: Selection
Depending on the profile you are looking for, specific paths are introduced, that include the use of key tools and techniques such as psycho-aptitude tests, group assessment, simulations, and individual interviews aimed at observing the candidate’s behavior in order to predict possible future performances. Read more
The selection interview is a crucial step in the selection path, a moment of intense exchange of information on both the requested figure and the context of insertion, and it is especially the moment when the elements collected from the different types of tests integrate in harmonically, making possible to predict the candidate’s behaviour in the company, a description of his/her strengths and his/her areas of improvement.
Step 4: Presentation in Business and Monitoring
SCR consultants collaborate with the client and the candidates in company interviews, facilitating mutual knowledge between the parties and encouraging comparison and exchange of information. Read more
This step is essential for an analysis of the candidates’ strengths and areas of improvement and to support the customer in the decision making process. By a deep discussion with the company and an interview three months after the professional’s recruitment, SCR carries on a monitoring aimed at assessing the positivity of his/her recruitment, seizing any critical issues, and suggesting and implementing any remedial action with the company.