Electus

The selection process consists of several stages:

Telephone pre-interview:

a short conversation with the candidate most frequently used to check some unclear CV facts, the candidate’s understanding of job requirements, and his/her motivation for the current vacancy. The telephone interview is very important to avoid misunderstandings or a mismatch between job requirements and the candidate in some subsequent selection process stages.

Psychological / many other types of testing:

(knowledge of foreign languages, computer literacy, and other professional and specific knowledge), as a selection process segment, it is important to obtain more detailed and versatile information about the candidate, and establish the extent of his/her adequacy for the Client’s climate and culture – again, in order to avoid embarrassing and disappointing situations. Consequently, we search for the most adequate candidate for our Clients in the long run, i.e. we draw those candidates from our internal database who are adequate for the Client’s "characteristics".

Structured interview:

it consists of a set of thoroughly elaborated questions and represents the base of the selection process. The structured interview is an opportunity to check in detail the candidate’s abilities, knowledge, motives and ambitions. In addition to different factual questions, the structured interview also contains behavioural questions. We consider the previous behaviour as one of the best indicator of future behaviour. Thus, a good candidate needs to know how to present himself/herself adequately in the context of current success and the ability to confront rather challenging future business situations. During the interview the selection experts take into consideration all data collected about the candidate during previous selection stages (telephone interviews and psychological testing), and the fields that require additional explanations following the verification of recommendations.

Verification of recommendations:

is also an extremely important element of the selection process. It is another opportunity for the candidate to show himself/herself in the good light through somebody else's assessment. By telephone – and with the consent of the candidate – we check his/her main competencies and social skills, relying on the judgement of people who know his/her work and who are able to provide his/her relevant assessment.

In addition to the above mentioned, equal attention is devoted to the candidate's preparation, since during the interview the presentation skill and argumentation ability often have the same – and sometimes even greater – importance than the relevant CV references.