THERE IS A JOB-TO-BE DONE

And we have a formula to do it


The job is to SOURCE, ENGAGE & SELECT high quality people, relatively rapidly, to keep up with the demands from your internal clients. These new hires should be the right ones–from the cultural and professional lens- so, they stay in the company, grow with the company, develop their careers and become high performers. We partner with you, HR and hiring managers. We complement you, never substitute you. We work collaboratively, with a consultative, systematic approach and long-term mindset, rather than a transactional, short-term one.

LET’S TALK

STAGE 1 – DISCOVER

INGENIA Blueprint

 
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    We reinforce our understanding of your organization and culture with a kick-off session. We go beyond the job description to understand the ideal profile of the candidate’s past, present and future competencies.

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    Within 2 business days, INGENIA’s Blueprint will be ready, defining all relevant aspects of the job-to-be-done and guide the execution of the engagement, including among other items:

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    Project timeline with specific milestones and deliverables

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    Candidate profile and responsibilities

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    Proposed incentives

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    Sourcing & selection tactics

 
 

STAGE 2 – SOURCE

INGENIA Check Point

 
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    Sourcing good candidates is a necessary condition, but not enough to guarantee a successful search. In today´s connected world where candidates have choices, “name generation” is accessible and faster. At INGENIA we see limited value in the provision of off-the-shelf candidate lists. We use multiple sources of recruiting, including our rich Network, relevant Social Media & Professional Networks and your intel. We are always exploring new avenues and technologies to build our pools of talent.

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    Within 3 business days from the submission of the Search Blueprint, INGENIA presents you a check-point report with 35-50 potential candidates. We will validate our initial findings of the sourcing process and adjust accordingly

    STAGE 3 – ENGAGE

    INGENIA Briefing

     
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      Candidate experience and exposure to your company start well before the onboarding date. Engaging requires understanding what moves good people and what type of incentives, tangible or intangibles, they react to.

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      We leverage on your employment brand and help to build a compelling story. The image your prospective, current and past employees have in their minds about the employment experience at your company is essential.

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      Our Position Briefing touches on all important points a potential candidate wants to know, including key requirements, job expectations, leadership team and relevant internal / external relationships.

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      Candidate profile and responsibilities;

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      Proposed incentives;

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      Sourcing & selection tactics

     
     

    STAGE 4 – SELECT

    INGENIA Framework

     
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      Selecting the right candidates is instrumental in INGENIA’s value proposition. Furthermore, we strongly believe candidates have the right to enjoy the assessment and selection ride, which also generates goodwill for your company, regardless the outcome of the process for the candidate. We will assess professional & cultural fit through the combination of

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      Meaningful phone screens

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      Structured digital on-demand interviews

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      Powerful behavioral assessments

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      References

    STAGE 5 – PRESENT & CLOSE

    INGENIA Report

     
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      We deliver much more than resumes within 4 weeks. Our Executive Presentation package includes information in one single link, easy to socialize with all stakeholders, so they get to know candidates before the in-person interviews and make educated hiring decisions:

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      Suitability to Key Selection Criteria

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      Overall Candidate Assessment

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      Reasons for a Change

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      Compensation Expectations

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      Digital Structured Interview

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      Updated Resume

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      We will assist in coordinating the in-person interviews, negotiations, job offer extension and candidate integration.