How does the process of employment work in a professional consultation?

The staffing process can be divided into several phases. At the beginning there is a detailed analysis of the customer’s wishes, requirements and the company. We invest a great deal of time in this initial phase, because only when all the key data and information has been collected and defined into a clear goal can the staffing process be carried out successfully. In this initial phase, we work together with the client to develop a detailed position description including job description, candidate profile and general conditions. In addition, a joint target company list is also agreed upon, which also forms an important basis for the subsequent candidate search.

In the second step, the candidates are identified with the aim of generating a “longlist” of up to 100 candidates. Various instruments are used in the identification process. In addition to the classic search in various career portals, the consultant’s industry network plays a very decisive role. The “direct search approach” is also very important, as experience shows that more than 80% of suitable candidates are not actively looking for a new challenge. In phase three the candidates are screened. Here DELTACON goes far beyond the classic checks of CV’s and certificates. Through multi-level interviews and various instruments of psychometric profiling, we achieve an objective assessment of the candidates in relation to the requirements set. The result of the extensive tests then forms the “shortlist”, on which the 3-6 most suitable candidates are then found. These are presented to the client with corresponding evaluations and recommendations. The key points of the fourth and last phase are the candidate interviews at the client’s premises, which can be accompanied and supported by DELTACON. At the end of this review by the client, the final contract is signed with one of the candidates.