1. preliminary analysis

The first step in successful recruitment is to collectively reach the core of who and what you’re seeking. We engage in a thorough conversation where we get to know the company and its culture. The goal of this analysis is to arrive at a job profile around which the recruitment revolves.

2. advertising

If advertising is part of the task, we create a compelling and comprehensive job advertisement. Initially, we advertise on LinkedIn, Jobindex, and our own website.

3. Search and identification of candidates

We establish a search strategy and locate top candidates accordingly. Among the tools are the consultant’s network, LinkedIn, business networks, and our own database. Each candidate is presented with the position, and it is determined whether the candidate is a match.

4. Screening of the candidate field

The intriguing candidates are screened for both internal and external motivation for the position. The candidate’s skills, ambitions, and background are discussed, while practical matters such as geography and employment conditions are also addressed.

5. First interview at Jivaro Search and Consult

First interviews are conducted with the most interesting candidates. We focus on the candidate’s skills in relation to the job profile.

6. Test and references

We use recognized testing tools to assess the candidates. The behavioral test helps us determine if the candidate fits into the team and the culture, while the cognitive test qualifies the candidate’s performance.

7. Cases

Case studies demonstrate candidates’ qualifications in practice. In addition to gaining insight into the candidate’s practical, analytical, and strategic expertise, the case also provides an opportunity to receive solution proposals for specific issues.

8. Presentation of candidates

The consultant typically always participates in the first interview with you. After the interview, you select the candidates you are interested in proceeding with.

9. Final presentation and candidate selection

Second rounds with you typically involve personal interviews, where the candidate receives feedback on tests and case studies. The consultant participates to ensure the highest possible quality and coherence. After the second round, you decide whether you want to offer a candidate the position.

10. Follow-up

To ensure the long-term quality of the recruitment, we follow up with the selected candidate and the hiring manager after 2 and 6 months, respectively.