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The purpose of this phase is to analyze and document the professional requirements and the needs of the Customer related to the profile that is to be searched for.
The search and selection process required is very delicate and is normally managed by a recruiter who is highly experienced in the field of reference. In this phase, variations to the job description are proposed, if necessary, which can in any case satisfy the customer’s need.
To guarantee a complete exchange of information between the customer and the recruiter, a copy of the job description is sent to the customer for verification and approval.
At this stage, a tailor-made research strategy is developed, obviously according to the type of profile sought.
The search strategies may include a combination of the following techniques:
The job vacancy may be posted across one or more recruitment sites dedicated to qualified personnel.
This system attracts a high volume of visitors, ensuring maximum visibility for the position.
Job postings may be distributed using specialized web channels (social networks, specialized portals, etc.) in order to attract the attention of passive candidates, i.e., those not actively involved in the search for new employment opportunities.
Typically involves the creation of web pages containing specially designed job offers, which are widely advertised (via search engines) to specific audience segments (segmentation by interests, i.e., users mainly interested in job offers of a certain kind).
This technique is used to automatically analyze a curriculum vitae by extracting the most relevant data.
This type of software deals with text analysis, contextualizing and comparing each piece of information, it means CVs are not only analysed much quicker, but more accurately and meticulously.
This method allows comparable data can be obtained, making it possible to identify the most suitable candidates for each job position.
CV databases are also analysed in this way to extrapolate relevant potential applications.
Through the above-mentioned multi-channel approach, candidates potentially interested in a job offer can be reached. They are then directed to online application forms which may contain multiple-choice questions. The forms allow key information to be collected in relation to a specific job offer.
The candidates shortlisted in the previous phase are interviewed by a recruiter who reviews their work experience.
The client meets the selected candidates and through a continuous comparison with the recruiter, any validation checks are established, which may consist of:
The ways in which this phase is delivered are defined from time to time according to the case in question.