Recruitment Services

Recruitment Services

Start has been operating the brand of Topstart™ as an exclusive brand service for Higher management and Top management positions. This allows us to distinguish it from our other services like Temporary employment StartTemps™.

 

WHY RECRUITMENT?

Surely you would like to know how to attract the interest of your potential employee, How to motivate and make him want to work for your company. First and foremost, you should assess and decide whether there is a need to acquire another employee and if you are ready for it. The answer should be more than clear but it’s only so at first glance.

 

Some companies think that they already have “their employees” and never retain the feeling that they need more. This is the main reason why they never start searching for one. We find this process of approach mainly in problematic and stagnant corporations. Refusing new employees cause the loss of the company’s capability for dynamic development. It grows weaker and their human resources are simply drained. This is a common sign in all companies, who slow down their development and bet on the “security” of old mannerisms and directions of management.

 

And what about your company? You are the one who knows it best. If you are trying to acquire new employees and thus attain new resources for the company’s development – then we guarantee that you are on the right way. Let’s look at his issue together.

 

Why ask people to join in? Why do you need them? Sit down for a couple of minutes. Take your time in answering these questions. Why are you conducting this recruitment process? What is your company really in need of?

Some of the reasons are given:

  • There is strength in numbers
  • We can use more people to reach higher goals.
  • We can attain better skills.
  • We need constructive criticism to be more effective.
  • Those in management will not listen only to us.
  • It makes us stronger.
  • I cannot get what I want from the “system” by myself… I need a team.

 

These are organisational or general orientation of reasons. They are important. There can be as well other reasons that are more private and personal making you want to recruit new people. I know I want to recruit new people because:

  • I like listening to their experience.
  • I like people.
  • Generally I am acquiring new ideas when talking to other people.
  • I know that people think differently than me and they will surely assist me in seeing things from a different perspective.
  • I like the “sense of community” that arises from a group.
  • I cannot do all by myself. I need assistance.

 

Can you acquire more personal benefits? What is interesting in recruitment for you? What will you benefit through recruitment?

Take your time in assessing your reasons and try it by transforming it into a rhetorical question. Make sure that you have not left anything out. All this will assist you later. Remember them and write them down somewhere to use them later when you will be thinking why on earth are you starting with Recruitment.

It will help you when people will ask you why you are spending your time with Recruitment. Then you will have to remember the organisational reasons along with the personal ones.

 

There will be periods, where Recruitment will be tough. People will simply stop contacting you, they will not attend meetings. People you meet will simply do nothing, or worse, they will promise to do their part and then nothing.

Companies that are not growing are drowning!

Every company always needs to search and employ new people to cover the losses in its initial staff. Employees leave for various reasons and thus decreasing the company’s employee output average along with their ability to deliver. Passivity, stagnation become rampant and unwillingness to adapt becomes the new trend. It is crucial to look for new employees with new attitudes, able to bring in and introduce new thoughts and procedures. No company is ever able to escape this rule.

 

New ideas will be needed while grasping ever higher work effectiveness, while it is as well essential to increase the level of education and training of the employees and their flexibility. Simply go along with new and modern methods of employment and technology. Companies who only have old members are usually against this kind of approach and technology, that is why it is essential to manage and blend the experiences of the current workers with the zest and the energy of the new ones for the company to prosper and grow on.

 

The ability to regularly recruit new employees alone states the stable position of your company on the local labour market and that it has the interest of potential employees. Recruitment of people is in fact a test of the organisation’s worth and at the same time its importance.

What can we offer?

Search and selection of employees.

  • Analyses of the position on offer
  • Recruitment of potential employees
  • Own database
  • Direct advertisement
  • Direct search
  • Cloud computing and database
  • social media networking and old fashioned networking for talent acquisition
  • Presentation of results of the selection procedure and presentation of suitable and potential candidates to the client

Recruitment and selection of employees

 

The aim of the Recruitment process is to acquire professionally suitable candidates in a required time frame for a given work place in a given organisation.

Selection of employees is one of the most important decisions for the employer, similarly as for any individual who decides for an employment that will be conducted in the long term.

Selection of employees thus lies in the assessment of qualifications and personal prerequisites of a concrete candidate and their comparison to the requirements of the position that is to be filled.

Analyses of the position

The process of selection of employees as an effective work with human resources requires a detailed description of all positions in the company and the new ones to be filled in the company. This information enables us to formulate concrete specific requirements for the needed vacancy, sets down the qualification requirements, preferred personal characteristics and skills of the potential employee who will fill the vacancy. According to the criteria set down by the current and future needs of the company the process becomes far easier to assess the suitability of the candidate to the given position in need.

 

The first step in the process of search and selection of employees is the criteria of the client through which the entire recruitment effort proceeds are bound. These criteria set the strict guidelines for selection of a candidate to the work position on offer. While stating such selection criteria (qualification requirements, personal prerequisites for the position) the process follows the guideline in the job description and the individual requirements of the company.

Methods of selection of employees

One of the basic methods of search and selection of employees that our agency is using is: personal anamnesis – Resume, questionnaire and selection interview.

In case of need, it is possible to offer and extra range of tools such as methods of competence assessment. Competence assessment includes professional psychological and special personality test assessments.

Professional tests are suitable for the assessment of qualification prerequisites for the position on offer (suitable for managers). Psychological testing covers the field of knowledge, skill and personality tests as well as simulation games where true employment problems and issues are simulated.

 

For more details and how we can help in Recruitment, contact our StartTEAM

Thank you