Brainspotting Hot Jobs

A thorough analysis of the client's business, corporate culture and strategy allows us to better define the role and the interdependencies of the person who is to fill the vacant position.

We take a close look at the job description, the subordination and the cooperation relationships, and the job requirements (work experience, academic background, languages, professional (technical/functional) skills, personal and interpersonal skills etc.) in order to define as precisely as possible the profile we are searching for.

- In-house Database Search,
- Internet Search,
- Advertised Search,
- Networking,
- Executive Search.

According to the level and to the degree of specialization of the searched position - one method or another, or a certain combination of methods can generate the most suitable pool of candidates to be screened.

We create the pool of candidates for the position gathering all possibly suitable CVs or other type of data about the potential candidates, through the methods decided at the previous step.

At this stage we look for the required (or similar) work experience and academic background, the required languages, age etc.

We check and update the work experience from the CV, the academic background, we ask the candidate about the technical/functional skills required (by our client), we do a basic language skills review, we check the interest of the person for the position (keeping the client's name confidential).

* If the candidate's name comes from a direct search and we do not have his CV yet, at this stage we start building his/her profile and eventually ask for his/her CV.

We review the candidate's work experience, with an emphasis on our client's criteria, we check the gaps in the work record (if any). We assess language skills. We check how and to what extent the required technical skills were proven in the past (if needed, we appeal to external experts for a complete technical profile design). We assess the personal and interpersonal skills and we figure the moral profile of the person. We check the main motivating factors for the candidate and particularly his/her interest for the position (our client's name still remains undisclosed at this stage).

We can administer technical tests (usually the client's technical tests for the specific positions they are searching) in order to save the time of our client and enable us to have a clearer and more objective picture about the candidates' skills and qualifications.

We can administer intelligence and personality tests upon the client's request. The work is done by highly qualified psychologists from one of our partnering companies, which is specialized in Psychological Consulting and Career Planning.

Sometimes an interview and some tests are not sufficient to accurately define the moral profile of a candidate. For higher positions (senior / management) we can carry out a reference check, contacting the candidate's former bosses, peers and/or subordinates.

Usually for one position we present the most suitable 2-3 candidates, according to the client's criteria, thus enabling the client to undertake the final selection.

We also present the candidates on paper summarizing the key points from the their CVs (related to experience, education & training, qualifications and skills) and giving our opinion about their motivation for change, their potential and their personal attributes.

We make the arrangements so that our client can meet the final candidates at their office or at our site. The decision regarding the final selection can be taken after one or more rounds of interviews (with different representatives from our client's side).

We assist the client and the winning candidate(s) during the final negotiations.

We offer quality guaranty from 1 month to 12 months (depending on the level of the position), meaning that if the successful candidate ceases to be employed by our client within the guaranty period we will repeat our activities without further professional fees.