A PROCESS
that is traditional, rigorous and high-performing, adapted to today’s world.
Talences applies and adapts a proven method while keeping abreast of innovative practices that really have something to offer in creating successful recruitment.
Talences considers that it is necessary to define a relevant search strategy upstream and to retain the most appropriate approach according to the profile, the degree of confidentiality of the search, and the scarcity of resources.
Talences offers a customized search and, together with the company, opts for the best approach.
Our Industry and job market knowledge combined with a good understanding of professions enable us to provide valuable insights for our customers and applicants.
The application of professional recruitment conducts and the promotion of cultural diversity are part of our commitments to ensure a human oriented approach to recruitment.
Our process consists of 6 steps.
1: Understanding the needs
– Start-of-assignment interview with the HR team and management; we analyze the position within the company’s strategy (study of the context, definition of the position and of the profile of the candidate to be searched for)
– Transmission of the assignment document which summarizes the information on the company, the context of the recruitment, the positioning of the position, the job description, the candidate profile, the skills and human qualities sought.
Document validated by the company and presented to the selected candidates.
2: Identification of the best profiles
– A search strategy appropriate to the assignment is determined by Talences in collaboration with the company, depending on the degree of confidentiality, the required skills, and the scarcity of resources.
– Sourcing of candidates through a direct approach (head-hunting) or mixed approach, CV databases / directories / social networks, Talences database and Talences network.
– Collection of applications.
3: Evaluation of applications
– Pre-selection of applications.
– In-depth individual interview where Talences evaluates the general aptitude of the candidate for the proposed position, the soundness of their motivations, and the conditions of their mobility.
– Validation of the selected applications: reference checks respecting the confidentiality owed to the candidate, thorough administrative verifications, personality test.
4: Selection of candidates
– Presentation of a short-list of candidates: transmission of presentation files.
– At the end of the interviews with the company, Talences supports both parties in the negotiation, advises them, and helps with the decision.
5: Reference check
– Check carried out with hierarchical superiors, allowing verification of both personality and values, skills and managerial abilities.
6: Integration follow-up
– Talences monitors the proper integration of the candidate with their manager, through regular check-ins.
WE ARE AT YOUR DISPOSAL!