A CoRe HeadHunting ®

Our commitments to our clients

Targeting:

Discussions with the Company's employees in order to understand the context, the recruitment challenges and the profile sough:

  • Company data sheet (activities, average age, projects, planned developments, etc.)
  • Environment of the future recruit (hierarchical structure, seniority in the job, risks inherent to the job, etc.)
  • Job description (duties, responsibilities, interpersonal skills, etc.)
  • Targets already identified, if applicable

Determination of the most relevant sourcing in order to identify the most appropriate expertise:

  • List of competitors in the country or in the targeted geographical territory
  • Approach through various means (telephone, meals, networking, sports event, etc.)
  • Schools, training, publications, reports of meeting, suppliers, etc

Research:

Setting up of a realistic reverse planning with respect to the timeframe for assumption of duty:

  • Approval of each step by the client by means of reports at specific dates
  • Regular progress of the assignment since every "action" is computerised using a software designed for headhunting consultants, which provides a summarised tracking of the assignment (number of applicants called, number of companies contacted, number of checks made, etc
  • Communication of progress reports on assignments directly, thereby guaranteeing the transparency of our actions

Creation of databases enabling the localisation of profiles:

  • Search by names of persons likely to provide us with information or be of interest to us
  • Cross-checking of information collected and of diagnostic interviews

Approach:

The Research Manager determines the order of priority for contacting the defined targets:

  • Alignment with specifications defined during the targeting
  • Determination of the method of contact (telephone, email, interview, etc)

Setting up the contact:

  • Direct approach
  • Collection of information and of personal data (telephone, availability, etc.)
  • Telephone or "face-to-face" interview

Selection:

  • Alignment of applicant's technical skills and personal qualities with the defined criteria, during an in-depth interview
  • Possible reference checking from former employers in order to confirm/reject the information collected during the interview
  • Conduct of assessments agreed beforehand (languages, profile, etc.)
  • Executive summary including the individual's strengths as well as his potential for development, his salary expectations, availability and motivations
  • Scheduling of a second interview at the client's premises or, usually, at our premises.

Our scope of intervention

Companies in all industries and countries, and in particular in Luxembourg, France, Belgium and Germany.

Our guarantees

  • Meeting deadlines through a contractual commitment
  • A consultant is your ideal contact person and he will support you all along our business relationship
  • A 6-month guarantee
  • "no cure no pay"