Recruitment

PRIME Consultancy is appointed by Humanostics, a Danish headquartered management consulting firm specialized in workforce analytics, to represent their leading HR-Profiling-Tools in Indonesia.Their Predictive Index stands out by enabling HR managers and users to create a required behavioral profile for a specific job role. The job assessment gives all involved persons a proven framework. The targeted job profile can then be compared to any person who has completed the behavioural assessment, for example, job applicants or employees waiting to be promoted.The online tool helps you to save time and HR expenditures by identifying the talent with the best matching behavior. How effective this is in practice shows the case study of DocuSign. The NASDAQ listed company used the Predictive Index to improve their HR hiring…

Do you also have that one vacancy and none of your candidates is truly convincing? The solution for this problem is obvious: increase the pool of candidates. What sounds easy in theory is difficult for your HR department in practice. Mastering that challenge requires a broad and well maintained recruitment database beyond LinkedIn. That’s where we can help you. Over the past, we saw even multinational companies struggling with one major challenge. Public job postings generate a very limited pool of relevant candidates. Reason is not your unskilled personnel but rather a tight time frame for the few permanent HR employees to source candidates. Too often, they cannot select candidates from a sufficient talent pool and need to accept what has been gathered in short…

Matching experiences and skills of a candidate with your job requirements is usually the easy part. A job interview clarifies, if the appearance and mindset matches with your expectations. But how do you evaluate a candidate’s potential performance? Or in practical words, are you sitting in front of the new shooting star or rather a mismatch? To answer that question, it's necessary to understand a person’s working behavior and cognitive strengths. Recruiters will agree that these variables can hardly be covered by analyzing résumés or snapshots in form of an interview. Nevertheless, it is crucial to avoid bad hires in order to ensure fruitful work relations in long term. Otherwise, employees may follow the next best job offer from another company, taking with them all…

There are many factors which play a role in a successful and efficient recruitment process. For us, it's proven that an intensive discussion with the client at the beginning of the process is the most important factor to avoid frustrations and workload on both sides. The better the client describes in a personal discussion what he expects from a candidate, which qualifications are really important and which level of qualification is expected and what kind of attitude and personality fits best to the company’s culture - the better candidates can be pre-selected before they are then presented to the client. This discussion is held with the GM and Department Head to whom the candidate has to report to. The whole process is done in close…