Premium Selection is to add value
The evolution of recruiting has changed significantly over the last few decades. What started out as the responsibility of line or hiring managers to place job postings or help wanted signs to attract potential employees, has now become a major issue of strategic importance for most corporations.
In our era, talent acquisition requires specialized know how and techniques, focused and combined efforts from both internal corporate recruiters and external partners.
When referring to talent acquisition, most talk about recruitment and selection. But recruitment refers mainly to the process of sourcing, assessing and selecting qualified people from a pool of candidates for a specific job.
In PfB, Premium Selection is much more than talent-centric recruitment, even if it describes our way of thinking and reflects our approach to what is commonly accepted as outsourced recruitment. It is the strategic partnership with our client corporations; we focus on the alignment of your real need with your strategic goal; we act with integrity, respect and discretion. This is why, we specialize in positions that add real value to your company
Deep Knowledge and Expertise
Our consultants have a human resources solid background, in different industries. This makes us have a deep and holistic business understanding, not just a limited functional expertise. Our experience allows us to have a deep expertise in different functions and roles; thus we can add real and measurable value to your company, providing strategic business advice on the profile you need, share market experience and best practice, allocate and attract the best fit executives for you.
Effective and Goal Oriented Partnerships
Our consultants work with you to offer you the best fit solution, based on your needs. In case this is the external talent acquisition, then our consultants have the knowledge and expertise to allocate the executives you need and to attract the best fit talent to your company in order to build successful teams and generate real value for shareholders. On top of this, we are the only company that provides you with the option of on-line access to our selection ERP, so as you can have direct information on the progress of your project in real time; an access that proves and enables our partnership.
Due to our experience, we have access to an extensive global talent pool. We have a rich talent database, but we do not stick on that; we use push activities, targeted but discreet, to find the best fit, according to your strategy, culture, goals and needs.
In the era of easy access to candidate profiles due to technology, what makes the difference is simply the expertise to approach and evaluate not only the skills, but mainly the competences. In this context the risk of easy allocating profiles is high and may lead to low performance and thus to replacements- facts that affect the corporate strategic goals.
Our main concern is to ensure effective placements that add value to your company. Your satisfaction is our key measure of success. Through a well-structured process, with proven track record of close to zero replacements, we act with consistency, reliability and most of all, effectiveness. In a few words, we deliver what we promise.
Our approach is based on partnership and focused on results. It is all rolled out in three structured stages.
Stage One: Planning & Client Understanding
- Context Assessment
Our value is that we do not simply fill a vacancy. We match the right candidate with the position and the company, according to skills, experience, personality and qualifications, so as you have no replacements and ensure the business continuity. We consider each of our client’s as unique and we want to offer them fully customized and tailor-made solutions. This is why, before undertaking a recruitment project, we have an extensive consultation with our client to develop a comprehensive understanding of the company -business goals, culture, strategy - - as well as the specific requirements for the appointment.
- Context Brief
We continue by analyzing the position not by itself, alone, but as an important part of the overall organization. As every corporation is unique, each role within the company is an important part of the “Corporate Mechanism”. Its smooth and effective operation should reflect company’s uniqueness. Based on the position analysis, we’re able to develop an assignment profile and begin our search.
- Search Strategy
We define with the client the search strategy we will apply, based on your needs and the contextual experience and creativity of the consultant.
Stage Two: Assignment Management
- Job Postings is not Sourcing
One effect of today’s high unemployment rates is the dramatic increase of received CVs when job posting. While this phenomenon constitutes a problem, since the screening process has become extremely time consuming, it is not the only one. Most important is that people who answer to job postings are those who are actively looking for a job. According to recent studies, these active job seekers, often referred to as active candidates, represent the smallest percentage of the available talent pool, approximately 20%. The other 80% are those we refer to as passive candidates, meaning people who are not keeping their resumes in circulation but who are happily employed if the right job comes along. This means that a significantly larger percent of the workforce is passive rather than active. This is a critical and overlooked point when implementing a recruitment process. You need expertise to attract Passive Candidates.
In PFB, we mainly focus on “push” activities, meaning actively and directly addressing the Market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients. With proven experience in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.
- CV Screening and Interviewing are not what we call Assessment
Having identified our potential candidates from the pool of talent is only part of our procedure. We now need to assess those candidates against the benchmark that our client has set. Primary assessment begins with a 10-minute call session, when we aim to collect all the information needed in order to decide whether we will proceed to the next procedural step with the candidate. Candidates succeeding in the primary assessment move on to the secondary assessment which is includes CEBI interviews and sophisticated business tools, based on our Client’s exclusive needs. The third, last but not least, step of this procedure is a thorough background (references) check for every participant. For every shortlisted candidate, our client receives an analytical personal profile, containing all the information we collected from these Assessments.
- Reference Check is a crucial part
We insist on extensive reference checks, undertaken to confirm candidate career achievements.
- Candidate Meetings
Candidates who meet the requirements of the context brief are introduced and presented to the client. We participate in candidates’ meetings with the client, so as to obtain specific feedback and get to the result.
Stage Three: Power Start
- "Bonding Start" for a Power Start
This stage includes a series of sophisticated questionnaires, answered by both the placed Candidate and the Line Manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, the Line Manager learns how to enhance communication with the new member, how to motivate him/her, how to help him/her in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed Candidate on the other hand, acclimatizes and understands the aspects of his/her new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.
- Our Job does not end with Placement
For us, in PFB, client satisfaction is our main concern; it is the key measure of our success. This is why our job is not finished when placing a candidate, but we conduct regular quality controls, for both the candidate and the client, up. The ultimate goal is to have all parties, candidate and company, satisfied with our services. We believe in ourselves and in the high quality work we produce. Consequently, our guarantee periods far extend the market average, according to each position. But as a matter of fact, we have close to zero replacements