CASE # 1: RECRUITING

REQUEST: on the New Year eve, we received an urgent application for the selection of a specialist to the marketing department from a manufacturer of high-tech systems and components. The difficulty was that the duties of the executor for the vacant position were not typical for this position and were collected in a unique way. In addition, on the eve of the New Year and Christmas holidays, there are few people who want to find a job with a new employer, so we could not offer the client a choice from a group of candidates.

SOLUTION: We chose the tactic "one shot – one hit", which implies filling a vacancy on the first try by selecting the most suitable candidate. To do this, we needed to immerse ourselves as much as possible into the structure of the company, its business processes and corporate culture. It was very important to get an extremely accurate description of the ideal applicant for the vacant position from the client. This allowed us to set up a point search and carry out an effective selection among the pool of potential candidates, choosing a single "finalist".

RESULT: The client was pleasantly surprised by the speed and quality of the selection. After all, the candidate proposed by us confidently passed all the stages of the interview, and began to work earlier than the planned date for closing the vacancy, which eliminated the need for temporary structural changes in the marketing department.

CASE # 2: OUTSTAFFING

REQUEST: a client (a pharmaceutical company) contacted us with a request for help in organizing a representative office for a new direction of his business: the distribution of over-the-counter drugs. The main condition on the part of the client was full legal support of the activities of such a representative office and the provision of its employees with all the tools necessary for work at the initial stage.

SOLUTION: first, we carried out the selection of personnel and staffed the team with qualified specialists: regional managers, client managers, medical representatives. The employees were recruited into the staff of STAFF SERVICE in compliance with all labor laws. This division received personnel and tax administration from our company, accounting and labor protection support. We also provided employees with mobile communications, computers and office supplies, provided cars for use and allocated jobs in our own office.

RESULT: thanks to our comprehensive solution for personnel outstaffing, the client managed to concentrate on the quality promotion of their product, which led to the successful launch of a new direction and the opening of a full-fledged branch.

CASE # 3: OUTPLACE

REQUEST: Due to the reorganization of the business by the management of a large international company, it was decided to reduce the number of employees. The total number of specialists planned for dismissal is more than 100 people. In order to avoid negative reactions from the staff and possible consequences, as well as in order to preserve the image of its brand as an employer, this company turned to us with a request to provide support in the employment of those who were laid off.

SOLUTION: we provided each dismissed employee with psychological assistance and offered to pass an assessment - a comprehensive assessment of personal and professional qualities. We have developed "basic", "standard" and "extended" support packages, and depending on the psycho-emotional state of the future applicant, as well as the results of their assessment, we recommended using one of the packages. In the "basic" package, the user received guidelines for organizing a job search, audit of his resume and advice from a recruiter for a successful interview. The "standard" package was supplemented by writing a "selling" resume and drawing up a personal strategy for job search, and also included support of the applicant by a STAFF SERVICE recruiter for a month. The “advanced” package was a full-fledged career counseling for three months.

RESULT: Ultimately, more than 70% of laid-off employees were employed within two months of the layoff. While retaining loyalty to their former employer, many of the respondents surveyed said they would consider an offer to return to the company if the opportunity presented itself.

CASE №4: HR ANALYTICS

REQUEST: we received a request from a foreign company that was planning to launch production in Ukraine. Our task was to analyze several selected locations and offer the most optimal option for the location of the enterprise, in terms of the availability and presence of specialists of the required profile there.

SOLUTION: in these regions, we studied the demographic situation and migration factors. Conducted a survey among potential candidates, and revealed the level of salary expectations of specialists. We identified the basic requirements of workers for working conditions at local enterprises and formed optimal compensation packages. We have developed additional non-financial incentives for staff, taking into account the specifics of each given location.

RESULT: The client received a detailed report with recommendations based on the analytics we collected, which made it possible to make an error-free choice of the location of the enterprise.

CASE # 5: CAREER CONSULTING

REQUEST: having the necessary experience and knowledge does not guarantee that you will get the desired job. This is exactly the situation faced by one of our client-applicant, whose goal was to take the post of CEO in a TOP-level company. Throughout the year, he made a series of unsuccessful employment attempts, and turned to us for help, namely: advice on career development.

SOLUTION: We held a series of face-to-face meetings and online conversations with our client. We identified his strengths and weaknesses as a candidate for the position of CEO. We sorted out the main mistakes that were made earlier, and led to refusals from employers. It was important that the applicant understood and accepted his professional merits and demerits, as well as the desire to work them out, after which we began practical training. These included: researching sources and effective job search tools; analysis and selection of vacancies according to the selected position profile; writing a "selling" resume and cover letter; self-presentation exercises; imitation of interviews and working out the reaction to tricky questions of the recruiter; building high-quality communication at all stages of interviews and much more. We also developed and proposed an optimal job search strategy, a plan for the development of missing competencies and a list of recommended companies.

RESULT: Over the next month, our client-applicant received a long-awaited job offer from a company of his choice, using the knowledge, skills and recommendations gained in the course of career counseling.