Recruitment process at Talentica
13.10.2023
Brief
- Brief Submission: We send the client a specially prepared brief/recruitment questionnaire, allowing us to delve into the specifics of the position, requirements, and goals related to recruitment. Additionally, the brief supplements information that we did not receive with the job description.
- Brief Analysis: Upon receiving the filled brief, we thoroughly analyze it to understand the client's expectations and the specifics of the sought-after candidate.
Strategy
- Consultation Meeting: We organize a meeting (in-person or online) with the client to discuss any doubts, refine expectations, and discuss the action strategy.
- Setting Recruitment Strategy: Based on the collected information, we create a tailor-made action plan that allows us to effectively carry out the recruitment process.
- Research: After the client approves the strategy, we move to the active recruitment phase, where we search for ideal candidates meeting the criteria specified in the brief.
Verification
- Preliminary: This stage primarily involves verifying the candidate's CV and possibly a short conversation with the candidate to clarify certain issues contained in the submitted documents. It is also the stage for collecting relevant consents for personal data processing.
- Extended: This is the most advanced stage in the Talentica recruitment process. We divide the extended verification into soft and hard.
- Soft Verification: Involves examining the candidate's motivation for change, understanding his needs related to the new workplace, expectations towards the employer, values, and other vital matters.
- Hard Verification: At this stage, we ask specific questions about technology (for specialists who are programmers) or questions specifically aimed at the job position. We have specially prepared sets of questions for specific technologies, but also for recruiting C-level. Hard verification must be conducted by a person well-acquainted with the subject of the position the candidate is applying for.
Presentation
- Presentation of Verified Candidates: We present candidates by sending the client the candidate’s CV(s), cover letter, references, certificates, and other documents necessary for recruitment. Additionally, each candidacy contains a detailed report from the meeting, allowing the employer to better understand and comprehend the candidate's experience and fit within the organization.
- Scheduling Meetings: We manage the client's and candidate's calendars, trying to match the appropriate day for each stage of the recruitment process. We are also active before the candidate's meeting with the employer - if, for example, the candidate wants to cancel the meeting with the client 30 minutes before it and only informs us, the agency, we immediately pass this information to the client. This ensures we “keep our finger on the pulse.”
- Feedback: At this stage, we strive to obtain constructive feedback from the client regarding each submitted candidacy. Firstly, it helps us better understand the expectations towards the future employee, and secondly, thanks to feedback from the client, we can assist the candidate in future recruitment processes.
Formal Issues
- Participation in Contract Negotiations: As a recruitment agency, we play a crucial role during negotiations, ensuring: understanding of expectations, mediating in discrepancies, and advising candidates on key contractual matters, based on our industry knowledge.
- Help in Interpreting Contract Provisions: Often, contracts between the candidate and employer are not signed due to a lack of understanding of some legal issues. Our goal is to delve into all contentious contract provisions and try to explain to both the candidate and potential employer what we should change/add to ensure the process concludes successfully. Often contracts, e.g., in English, have provisions that sound different than in the candidate's native language, thus appropriate legal knowledge is key here.
- Finalization: At the very end of the recruitment process, we ensure that each party has a signed copy of the contract, answer all questions from the client and the candidate. Then, if there is a need on the client's side, we participate in selecting, for example, the necessary equipment to start work, negotiate with the candidate about what is essential for him in terms of new employment, and determine with the employer what else we can do to ensure the onboarding process runs as smoothly as possible.
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