HCC consultants show a very high level of competence.
They know exactly who is being looked for.
This is fundamental for the success of the recruitment process regarding positions in the management board. Therefore, consultants at HCC help customers define search criteria, so that the candidates recommended meet all the actual requirements of the employer: they have not only the necessary experience or skills, but also fit into the organisational culture.
They find the right people.
The best candidates for directors rarely respond to ads. Therefore, HCC consultants look for them among all the talented people in the relevant sector, not restricting themselves to the internal database of candidates. They always reach potential candidates directly (direct search), instead of passively waiting for applications from interested individuals.
They are experts and, hence, they enjoy trust.
Customers and candidates can bestow their trust only upon those who, thanks to the knowledge of needs and market trends, can be real partners. Our consultants develop partnerships with customers and candidates as they can become trusted recruitment consultants thanks to their expert knowledge and high competence. The fact that they personally carry out an interview and present a job offer is of the utmost importance for the success of the recruitment process.
They ensure confidentiality.
The development of an objective candidate profile and discovering their specialisations, motivations and preferred directions of development are the basis for the assessment whether or not a given candidate is part of the expected profile. HCC consultants gain the information during skilful interviews, and they present a given job offer only if they know an individual matches the profile. This way, only recommended candidates receive information about the position and the employer.
The HCC recruitment model has proven effective in recruitment processes for the highest positions in many leading companies.
• It significantly increases the chance of finding motivated leaders well-suited to company’s needs.
• This reduces the duration of the recruitment process.
• This also strengthens the positive experience of candidates in contact with your company, hence improving its image on the labour market.
We do a lot to ensure that the communication with our customers is smooth.
We have prepared a number of documents that make the communication easier for us.
Recruitment services order form – the document contains all the most important issues related to the position profile, expectations of the HR Department and Hiring Manager, highlights individual stages of the recruitment process, and determines the MITs (the Most Important Things) of the customer. Furthermore, the form includes contact details of individual people involved in the process. This form enables the confirmation of key findings and their easier implementation.
Candidate report – the report is prepared by a consultant presenting the recommended candidate; it has a consistent structure that enables its modification in respect of requirements of the relevant position; the report always contains additional information about the so-called areas of development of the candidate to which we draw customer’s attention, and candidates’ motivation and personality profile.
Summary of candidate’s major achievements form – the document presents candidate’s business and people-development achievements and their impact on the organisation. It is mainly used for managerial positions.
Testimonial form – it is filled out by an HCC consultant during a phone interview with the party providing testimonials. This is a structured interview examining individual competencies, attitudes and behaviour specified by the customer in the recruitment service order form. Each competence is assessed according to a fixed scale.