it consists of formulating the contents of advertisement and announcements according to partner's requirements and distributing them through the following carriers:

Before planning the recruitment marketing campaign we will help you in answering the following questions:

- „Can you show your competitive advantage over other employers so as to attract the most valuable candidates?”
- „Which candidate acquisition sources are presently the most effective?”

means direct search for candidates on the basis of individual determinations with the business partner. Together we chose the list of firms covered by the search. We can also indicate persons who would be valuable in the organization. On this basis we get in touch with selected candidates and enable our partners to acquaint themselves with the indicated market segment.

this is a necessary element in the recruitment process. It amounts to an analysis of available CVs from the point of view of selected core competencies and potential areas of cohesiveness with the jointly determined profile, or with the one provided by our business partner. It is often a poorly determined area which diminishes the chances of successful recruitment. For this reason we pay particular attention to this element of recruitment process. On the basis of descriptions of competencies we refine the desired level of candidate's competencies. This allows us to eliminate the differences in perception of competencies by the principal and the contractor.

preliminary selection on the basis of a telephone conversation, by means of internet tools or by a face to face encounter. The interview may verify:

a structured interview verifying skills and knowledge required for effective realization of tasks ascribed to the position, as well as personal qualities and motivation; it also enables to evaluate how candidate's values fit into the firm's values.

the useful tools for assessing candidate's suitability to the requirements of the job position.
The tests enable making a diagnosis concerning personality potential, intelligence, technical knowledge in particular industry, language fluency, capacities and motivation. The test selection criteria are chosen together with the business partner.
Psychometric tests consist of tests based on Jung's theory. Our offer include JTI testing, which apart for the diagnostic function performs the motivational role and rises awareness of candidate's particular work preferences. The tests also help in adjusting the management style to an employee. This testing can be conducted not only during recruitment process but also in outplacement processes and carrier advice.

the method considered as the most objective and effective selection tool. It allows to assess candidate's competencies and to make predictions concerning candidate's future behaviour in the organization. The assessment is formulated on the basis of observation of candidate's behaviour in performing tasks reflecting the character of work in a given position. AC method involves the following exercises:

Direct references from former employers serve as a reliable source of information on candidate's professional functioning. We are asking for opinions of immediate superiors or we apply the 360 degrees method.

In case when the cooperation between the candidate and the client is interrupted in the guaranteed period, we repeat once the recruitment process at no additional costs to the business partner.