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You recently launched a recruitment campaign and received many positive reactions. Kern Selection can help you to select the most suitable candidate.
- The first selection round
- Shortlist
- Reporting to all parties
- Recruitment interviews
- Follow-up and quality control
The first selection round
Based on the CVs you receive, we make an initial selection of potential candidates. These applicants are first screened by telephone. During our telephone conversation, we discuss the main items on the CV in question and determine to what extent the candidate is interested in the position. Salary expectations are also discussed at this stage to verify whether they match up to your company’s financial picture for the position.
After the telephone screenings, you receive an accurate report with actions taken and the response. The result is a ‘longlist’ of potentially suitable candidates. At this stage, it may be useful to invite the applicants on-site for a more comprehensive introduction to your company and the position. In that case, Acerta will be glad to set up these sessions and organise all practical aspects.
Shortlist
The selected candidates are invited for an in-depth interview. These interviews probe for the candidate’s experience and abilities. We elaborate on motivation and job expectations, and create a balanced description of the applicant’s personality. You obtain detailed profiles of all candidates to enable you to compare them as objectively as possible. If required, we can also help you to check applicant references at this stage.
In a next step, you receive a shortlist of candidates who not only match the required skills and knowledge but also have the suitable personality for the position and the company. If additional screening is necessary, you can rely on the assessment center for further assistance. You will find more information in the Assessment Center section.
Reporting to all parties
For each candidate on the shortlist, we prepare a personal dossier. The dossier practically and transparently details the candidate’s professional experience, motivation, strengths and areas requiring improvement.
At Acerta, recruitment and selection are a matter of providing a service to two equivalent parties. Respect and recognition are key factors. That is why we also consider late applications and provide unsuccessful candidates with valuable feedback. Both customer and applicant are central to our approach. Recent studies carried out by the Catholic University Leuven showed that our procedures are very well received because of their overall efficiency and applicant friendliness.
Recruitment interviews
Next, you invite the candidates for an interview. If required, these interviews can take place in our offices and an Acerta consultant can be present. We organise the interviews as soon as possible after the previous stage, to cut short the waiting period for the candidates as much as possible. Based on these interviews, you make the final decision as to which applicant to employ. It goes without saying that we can also support you with the decision-making process.
Additionally, you can rely on Acerta Consult for legal advice on contract types and terms of employment or for designing an introduction plan for a new employee.
As in the previous stages, we also invest in providing candidates with valuable feedback at this stage in the recruitment process.
Follow-up and quality control
Three months after employing a candidate, we contact both you and your employee to verify whether the set expectations were met and to what extent we, you or the employee could fine-tune the existing system.
Acerta will find a suitable replacement should your applicant – despite careful selection – not seem suitable for the job, or if he or she leaves your 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 of the terms of employment.
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.
