Manpower Professional

1. Order analysis
- meeting with the client
- job description
- ideal candidate specification
- recruitment strategy
- time schedule

- contract

2. Search
- country-wide database of candidates
- Manpower web site
- internet advertisement
- printed advertisement
- other sources

3. Selection
- initial selection of relevant CVs – screening - personal interviews with candidates

- candidate assessment

4. Presentation of suitable candidates
- CVs and profiles – written assessment of key criteria, skills, abilities and qualifications of the candidate
- initial interview with client
- feed back

5. Shortlist of the candidates
- References
- psychometrics/tests

- second interview with the client

6. Concluding the tender
- offer
- confirmation of dates and job commencement
- integration monitoring and analysis of client/candidate satisfaction

Search and placement of temporary staff – Temporary help, Try and Hire, Outsourcing.
We can form team of experts for project management; take over your employees and manage their wages and personnel agenda; we can build and manage your service centre with a few hundred employees, or we can find replacement for your employee for the period of sick leave.

Permanent presence of Manpower personnel consultant on client’s site offers maximum amount of flexibility – the consultant immediately deals with operative issues concerning our employees. We organise interviews, job commencement, manage personnel and wages agenda. We provide information to candidates, organise on site panel interviews. We also present relevant candidates to client’s HR department. We participate in preparations of HR planning. In this way we can ensure direct communication between HR, production and recruitment agency.

What are the benefits of this service?

Time savings – opportunity to delegate administration and activities connected with staff recruitment.
Cost savings – HR worker without wage costs

Maximum conformity with the client’s needs and perfect knowledge of the environment

Assessment Centre (AC) is special diagnostic method used for the selection of employees from the larger number of candidates. This modern method is currently considered to be the most objective way of assessing the level of ‘soft’ skills.

The amount and demands of used methods correspond with criteria, set for the candidate assessment. The key feature of the Assessment Centre is the presence of more assessors, assessing the candidate from various points of view and against number of criteria during a time period (AC lasts minimum one day)
Candidates are assessed in specific situations, individual (moral dilemma, case studies, knowledge tests) and group (team work, case studies), which all simulate real issues. In model situations, the candidates take decisions and form a team in which they further cooperate and communicate. On the basis of their behaviour, manners and performance, each candidate can be viewed from a number of angles and a complete assessment can be made.

At the end of the Assessment Centre, a meeting of the assessors if taking place and performance of all candidates is discussed. The meeting is followed by preparation of recommendations for further cooperation with the individual candidates. Psychological testing can be carried out during the Assessment Centre or subsequently.

Psychological testing is used to complement traditional candidate selection. It spares time and increases the success rate of the right choice and placement of the candidate.
Psychological testing is one of our tools for effective cooperation with both our candidates and clients. The client receives the test results in the written form, and if he/she is interested, they can discuss the results in person with our certified consultant.

Our team Manpower Professional works with the questionnaires, named PAPI by the firm Cubiks,

PAPI

PAPI™ (Personality and Preference Inventory) is a simple yet scientifically proven personality assessment that helps companies to assess the behaviour and preferred work styles of both prospective candidates and existing employees.
Containing leading edge job profiling facilities and a range of features to generate candidate-specific reports and interview guides, PAPI is an ideal tool for both recruitment and personal development settings. It provides vital insights to support the information on which a selection decision is made.
Psychological testing is always carried out by our certified consultant.

Outplacement is a consultancy service for the management of company which is undergoing various types of changes (restructuring, reorganisation, merger, closing down of operations, closing down of one or more parts of the business, cancelling some positions, etc.) and support and assistance to employees who are involved in these changes.

Such assistance can be in form of helping the layoff employees find new job, corresponding with their profile and needs. Such a job could involve long term projects lasting months, or it could be one-off short programme (for a few hours) which include counselling services and personnel consultancy for employees to help them orient themselves in the job market, to teach them how to write the CV properly and present their skills during the interviews. The programme also includes assistance with active search for new job complemented by retraining programme.

Why invest in outplacement?
Outplacement assistance reduces stress of the managers responsible for organisational changes implementation. Many HR professionals are of the opinion, that the service ensures good return on investment and some of HR professionals believe that outplacement efforts improve the morale of the remaining employees.

HR professionals developed comprehensive outplacement strategies and job transitions for various reasons, from real wish to treat former employees with respect and help them continue their carrier. They also found out that effective support of leaving employees brings profit, not only because they avoid compensation payments and law suits.

Well managed change of work force can keep or strengthen relationship with the employees, company and investors. It also ensures that the working morale and efficiency of the leaving staff reduces pressure on the managers and reduces uncertainty of the remaining staff, whilst keeping their efficiency. The company retains the image as trustworthy employer and actively contributes to building its positive image as interesting employer and socially responsible company, showing interest in its employees and striving for their dignified departure.
Last but not least, it contributes to reduction of the social costs in the region.

We can make your recruitment advertising more effective.
We can lower the advertising costs and increase the effectiveness of successful impact.
We create communication strategy from recruiting advertisement.