We source mid-level and senior-level professionals in a variety of fields. Current market situation suggests that in order to achieve the best possible results, different recruiting methods shall be combined. We particularly focus on opportunities provided by headhunting as we approach candidates in person, thus helping them to find their dream job and enabling our clients to hire the most relevant professionals.
Since each company is unique, we provide an individualised approach for each client ensuring effective solutions.
SPECIALIST RECRUITMENT (Full cycle recruiting)
Steps of a recruitment project:
Discussing the project proposal in a face-to-face meeting
Candidate profile analysis – job description, short-term and long-term goals and objectives, competency model development (job-related competencies, character traits, knowledge, motivation, qualifications).
Analysis of the client company – company culture, traditions, values, strategy, goals, structure, processes, products.
Discussing projects details, terms and conditions, purposes, suggested solutions.
Signing the contract
Discussing terms and conditions of the contract, coming to an agreement.
Candidate sourcing and assessment
Candidate interviews – face-to-face interviews (1–3 rounds) in our office. The aim is to probe the candidate’s knowledge, competencies, motivation, professional experience and personal characteristics. Interviews are conducted on the basis of combined assessment methods involving competency-based questions, practical assignments, tests, group assessment.
Candidate sourcing via internal and external databases, social networks, publications, references, job advertisements, online resources a.o.
Candidate summary – the client receives a summary on the pre-selected candidates.
Candidate presentation
Client interviews
After the interviews in our office the pre-selected candidates are presented to our client. The participants of a client interview involve our client, the candidates and the project manager. The interview location can be either Baltic Bridge HR office or our client’s office. The project manager consults the client regarding the interview process and its core principles.
Final candidate assessment
Final candidates undergo an in-depth professional and psychological assessment (particularities and objectives of this process are discussed with the client).
Making a job offer
The employer makes a job offer to one of the presented candidates and they sign the contract.
Warranty
As soon as the contract with the selected final candidate has been signed, a 6-month warranty period enters into force. During the warranty period we maintain communication both with the employer and the new employee in order to follow up the development of the workplace relationship and to facilitate successful mutual adaptation.
If within the warranty period the employment contract is terminated, we help the client to find a new relevant candidate free of charge.
