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‘Our extensive experience enables us to accomplish Finmore believes in a pragmatic approach: each assignment requires a specific way of recruiting. Result and integrity are intertwined: we first assess a potential assignment frankly with our client regarding feasibility.
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Our approach Defining the mandate In consultation with our client, the approach of the assignment, the timeline and the method of evaluation are defined. During the intake, we analyse the role, the profile of the candidate and the contextual factors. Next, we draft a description of the role and a profile. Consultation regarding the recruitment method For each assignment, Finmore offers a file search in its current and extensive candidate base. In case this search doesn't yield any suitable candidates, we consult on the most appropriate recruitment method. This might imply advertising through the internet, social or printed media, or we might turn to executive search. In case of advertising campaigns, we consult you on the type of media to be preferred and we draft a text which addresses the target group. Selection of the candidates By applying criterion-related interview techniques, we test the predetermined competencies during selection interviews. After checking a candidate's referrals, a shortlist is made. We then introduce the candidates by means of a written profile to the client. Final selection Finmore supports the client during the final selection process. If required, we play a role during the appointment phase and we consult on labour conditions. Evaluation of appointed candidate In a personal meeting, we will evaluate the performance of the candidate, three to six months after the appointment, depending on the level of the role. During the entire recruitment and selection process, we remain closely involved with the client and the candidates. |
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