Recruitment processes – completed with Harrison test
(For specific positions, top and middle management)  

The development and the success of a company depends on the complexity of the recruitment process.

The recruitment process that we offer include specific steps such as: planning, identification , evaluation , selection - but its success is completed by the assessment instruments like: Harrison Assessments, Human Synergistic, Assessment Centers. In assessing the candidates we can use these 3 intruments to see the self-image, attitudes and behavior through Human Synergistic; the potential of the candidate for the proposed job - Harrison Assessments and the real level of the aimed competences - Assessment Centers. This process offers the possibility to employ the best candidate , testing the required competences.

> The Recruitment Process includes

• Planning -  Role and Profile description
• Identifing & Evaluating – Direct searching in the settled  target   
• Short list – Assessment  card  for the selected candidates
• Testing sort list :  Harrison Assessment test, Assessment Centers in Recruitment ,  Human Synergistics
• Selection -  The employ  proposal  comming from the client
• The pursuance -  regular connection with the candidate until he/ she starts the activity

> The offered consultance in the recruitment process

• Specific job profile and job description structured with the consultant help
• Eficient recruitment and assessment strategy proposal for the selected people
• Transformes recruitment process in an efficient , objective , strategic one , using these 3 intruments: Harrison Assessments, Human Synergistic, Assessment Centers in Recruitment
• The assessment of the competences necessary for an open company position

> Plus the value our service offer?

• Hyering the suitable people for the offered job the company performances are rising
• Harrison Assessments offers to the employer the image of the candidate suitability with the specific job by testing the required competences
• Human Synergistic test – offers to the employer a self-image of the candidate in that specific moment.
• Assessment Centers offers the real level of the required competences for a specific job in order to select the best candidate
• Diminish costs for massive and specialized recruitment processes
• Increasing the success probability when the open position in a company are nonspecific or solicits various competences in a new formula
• Cost efficiency when the desirable profile neeeds a specialized sourcing and when the company capabilities are restricted
• Reducing the rate risc when the development strategic direction become clear