Search and selection phases

    Personnel search process

  1. Job description definition

    The purpose of this phase is to analyze and document the professional requirements and the needs of the Customer related to the profile to be searched.

    It is a very delicate phase of the search and selection process and is normally managed by a Recruiter with many years of experience in the field of reference. In this phase, variations to the Job Description are proposed, if necessary, which can in any case satisfy the needs of the Customer.

    A copy of the Job Description is sent to the Customer for verification and approval in order to guarantee a complete exchange of information between the Customer and Recruiter.

  2. Elaboration of research strategies

    At this stage, a tailor-made research strategy is developed, obviously according to the type of profile sought.

    The search strategies used usually include a mix of the following techniques:

    • Multiple posts;
    • Online community involvement;
    • Marketing through search engines;
    • Artificial intelligence.
  3. Multiple posts

    The job offer is published at the same time on about thirty websites dedicated to the search for qualified personnel.

    It is a circuit that attracts more than 500,000 unique daily visitors. It is made up of the best national and international Job Boards (portals entirely specialised in the publication of job offers).

    The aim is to provide maximum visibility to the job offer.

  4. Online community engagement

    The job offer is published in a special way using non-traditional web channels (industry forums and blogs, video communication platforms, etc.) in order to attract the attention of passive candidates, i.e. those not actively involved in the search for new job opportunities.

  5. Marketing through search engines

    It consists in the creation of web pages that contain specially designed job offers, which are widely advertised (through search engines), exclusively to specific audience segments (segmentation by interests, i.e. users mainly interested in job offers of a certain kind).

  6. Artificial intelligence

    This technique is used to automatically analyze the curriculum vitae by extracting the most relevant data.

    This type of software deals with the analysis of texts, contextualizing and comparing each piece of information. All this allows the analysis of CVs more quickly but mainly more accurately and meticulously.

    In this way, comparable data can be obtained, making it possible to identify the most suitable candidates for each job position.

    This technique is used to analyse our own CV databases in order to extrapolate relevant potential applications.

  7. Personnel selection process

  8. Screening applications

    Through the multi-channel approach described above, candidates potentially interested in a specific job offer are intercepted.

    Candidates are directed to online application forms which normally contain multiple choice questions. The application forms allow the detection of key competences in relation to a specific job offer.

    In this way it is possible to analyse hundreds or thousands of applications in a short time (through dedicated software).

  9. Interviews

    Candidates who have been extrapolated from the previous phase are interviewed by a Recruiter who examines their job skills.

    The result of this phase is documented through a report called “Presentation Form”, which is delivered to the Client together with the selected CVs.

  10. Assistance

    The Client meets the selected candidates and through a continuous comparison with the Recruiter, any validation checks that may consist of are established:

    • tests and/or simulations;
    • any evaluation questionnaires;
    • any in-depth interviews;
    • verification of the knowledge of a specific foreign language;
    • collection of documents;
    • etc.

    The ways through which this phase is delivered are defined from time to time according to the specific case.