Kern Selection is the Acerta division that offers result-oriented advice and support for all your recruitment needs.

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Recruiting is a skill that requires expertise in many fields. Our vision is to deploy a recruitment mix based on customer-focused thinking. Your dedicated consultant will guide you throughout the recruitment process. The consultant takes the necessary time to get to know your company and its needs, and maps out a recruitment strategy that is 100% tailored to your needs.

• Job analysis
• Profiles of suitable applicants
• A targeted search
• Follow-up and quality control
• Assistance with selection procedures

Job analysis

The first step is to create a detailed job analysis. All decision makers involved in the recruitment process are also actively involved in the job analysis. Firstly, we carefully consider the vacancy from your company’s point of view. We mainly look at your business activities and industry, your revenue and output figures, your market position and internal organisation.

Our approach is also developed to be in line with your company culture. We not merely focus on knowledge and skills, but we also deliberately check whether a candidate has the appropriate attitude which fits with the company culture and philosophy. Only then can the recruitment process be successful.

In a next step, the core duties of the position are defined. We provide insight into the position’s importance to the company. Therefore we analyse internal and external communication channels and requirements. We assess the scope of managerial tasks as well as the configuration and geographical locations of the project teams. Naturally, salary levels and terms of employment are also addressed at this stage. Furthermore, career prospects are identified.

This thorough job analysis results in the job profile – a detailed job description that is transparent for both you and the candidate.

Profiles of suitable applicants

Next, it is important to carefully reflect about the competences suitable candidates should demonstrate. This is a mix of:

• Technical competences: relevant expertise, education, professional knowledge and Experience, industry knowledge.
• Intellectual competences: learning capacity, analysis, synthesis, problem solving, organisational talent
• Behavioural competences: social and influential skills such as presentation, commercial and/or leadership skills
• Attitude and personality characteristics: emotional balance, assertiveness, empathy, stress resistance, sociability, extraversion, autonomy, mental flexibility, customer-focused and result-driven
• Motivation and ambition

Once we have a clear view of the job position and the candidate profile, the vacancy can be posted and the recruitment campaign launched.

A targeted search

Acerta consultants have a comprehensive knowledge of the recruitment market. In close consultation with you, they decide which industries, organisations or individuals should be included in the recruitment activities and which ones should be avoided for commercial, relational or business-political reasons. Internal candidates should also be considered for recruitment selection.

Based on the job profile, an optimal recruitment mix is suggested. The aim is to combine maximum response with a budget-friendly approach. Our extended recruitment mix includes:

• Open recruitment, by advertising both in the print media and on the Internet. We always analyse which media channels best fit your needs.
• File search, in Kern Selection's own database, which includes over 15,000 CVs, and the currently most used database on the market.
• Direct search based on previously identified eligible jobs, positions and companies.

Follow-up and quality control

Acerta applies the ‘Professional and Ethical Code’ for recruitment, selection and headhunting companies and is a member of Federgon RSS, a federation of recruitment and selection agencies. Recent studies carried out by the Catholic University Leuven showed that our procedures are very well received because of their high efficiency and applicant friendliness.

We continue recruitment efforts until a suitable candidate is found. Acerta will find a suitable replacement should the applicant – despite careful selection – not seem suitable for the job, or if he or she leaves the company within six months of signing the contract of employment, for a reason other than a perceived discrepancy between the proposed and actual job description, or because of non-compliance with the terms of employment.

Assistance with selection procedures

You can further rely on Acerta for assistance with the next step: the actual selection of suitable candidates. To find out more about the selection procedure, consult the Selection section.

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