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.
STAGE 1 – DISCOVER
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.
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:
Project timeline with specific milestones and deliverables
Candidate profile and responsibilities
Sourcing & selection tactics
STAGE 2 – SOURCE
INGENIA Check Point
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.
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
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.
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.
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.
Candidate profile and responsibilities;
Sourcing & selection tactics
STAGE 4 – SELECT
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
Meaningful phone screens
Structured digital on-demand interviews
Powerful behavioral assessments
STAGE 5 – PRESENT & CLOSE
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:
Suitability to Key Selection Criteria
Overall Candidate Assessment
Reasons for a Change
Digital Structured Interview
We will assist in coordinating the in-person interviews, negotiations, job offer extension and candidate integration.