Employees recruitment
According to our Customers we are head hunters for special tasks. We have many years of experience in conducting recruitment processes in specific business areas, maintain valuable business contacts and have extensive knowledge about potential Candidates in a given field.
Our strength is a permament team of consultants, who constantly build the knowledge of the Clients’ organizations, their culture and needs which ensures facilitated cooperation.
In our recruitment agency each consultant manages max 4 projects at the same time. Due to that we can focus fully on each project and deliver quickly Candidates that fulfill Customer expectations.
Recruit with us
Effective recruitment of employees.
We can handle even the most demanding tasks. We are characterized by proactive approach and ability to find solutions. We are ready to face even the most challanging projects:
- 98% successfuly completed projects,
- 80% of Customers continue cooperation with us after completing first project
- 4 foreign languages – we work in english, italian, german and czech
What do we offer in the area of recruitment?
- Direct search
- Executive search
- Possibility to hire a recruiter for hourly work or for a specific part of recruitment process
- Assessment and Development Centre
And also psychological tests:
- Process Communation Model®
- Insights Discovery
- Extended Disc
Contact us
ContactStalwart Manacus recruitment – what makes it different?
We never withdraw from started recruitment process.
We consider project as completed only when the Customer hires one of recommended by us Candidates.
We guarantee full data confidentiality.
We recommend Candidates that fulfill the requirements agreed with Customer.
We will verify the Candidate’s credentials.
All available information about the Candidate are included in the report and discussed with Customer.
We make sure that the Candidates participating in a recruitment process always receive feedback at each stage of the process.
The Candidates hired by us are the subject to „off limits” clause during their whole employment at the Customer. It means that until they quit work for the Customer we do not invite them to other recruitment processes.
We do not invite to recruitment processes employees of the Customers that we actively cooperate with.
Our methods of recruiting employees
Direct & Executive
Search
If the organization’s goal is to attract a specialist or engineer, the Direct Search method will be a good strategy for action. Its biggest advantage is access to a new pool of Candidates in relation to the applications that came in after the announcement was published.
Our clients usually first look for the right person themselves, and when that doesn’t work, they outsource the recruitment to us.
We do not want to duplicate the client’s activities. What is important to us is the shortest possible delivery time for Candidate profiles. That’s why we launch direct searches anew in every recruitment we conduct.
Direct Search is characterized by high efficiency due to the precise targeting of Candidates who meet the company’s expectations. The profiles we present match the requirements specified during the interview with the client, so there is no haphazard action. This “targeted” method makes it possible to recruit people who have specialized qualifications and skills, as well as soft skills and desirable personality traits.
Assessment &
Development Center
We use executive search method while recruiting for higher managerial roles. Although based on the tenets of Direct Search, this method places even more emphasis on industry contacts and relationships, which are particularly important in this case. In recruitment, ex. for C-level positions, the key is the recruiter’s brand, which is stronger the more it inspires confidence among Candidates holding senior positions. Nevertheless, an important aspect is the ability to arouse interest in changing jobs in people who are most often strongly attached to their organizations and satisfied with their current careers.
The second, even more important factor, is the ability to match the Candidate with a personality profile that meets the organization’s expectations. High-level positions are of great importance to the operation of the company, so the entire process should be approached with due diligence and utmost confidentiality, while taking care of the dynamics of executive search recruitment implementation.
The third important factor is the high degree of confidentiality and diplomacy. Therefore, only the most experienced specialists can be entrusted with this type of task – we strive to ensure the highest possible comfort of cooperation for all Parties involved in the recruitment process.
What tools do we use in recruitment?
Our aim is to verify the key information important for the recruitment process. The Candidates that will pass succesfully this selection step will be invited for the interview.
We make sure that interview questions are the same for all the Candidates. We compare the Candidates’ answers with role requirements and analyze the differences in details.
This is a simulation of “difficult” conversations with an employee, customer, supervisor or union representative, related to a specific goal to be achieved.
The assessment process using the Assessment Centre and Development Centre method is usually organized as a one-day session, during which participants perform various tasks.
The Assessment Centre and Development Centre methods make it possible, with high probability, from among a group of Candidates, to select people who have the best competencies to take over a given role.
We base the interview on typical application documents (resume, cover letter). We check the substantive qualifications, work experience and attitude of the Candidate. We also thoroughly investigate the Candidate’s motivation to change job and the match between the Candidate’s level of career aspirations and the position for which he or she is applying. We evaluate the Candidate’s personality profile from the point of view of the role that we recruit for as well as the Client’s organizational culture.
Is based on behavioral criteria. We tailor the questions and the interview process to the selected criteria that are key for the position.
We create a task in which, on the basis of a set of information on the market situation of the company or business event, the Candidate seeks the optimal strategy for proceeding. This method allows us to see, among other things how the Candidate analyzes the situation, what he pays attention to, how he creates solutions, how well they fit the reality.
We ask the Candidate to prepare a speech and present himself, his ideas, convince others to his vision.
How do our clients rate us?
STALWART MANACUS SP. Z O.O., with its registered seat at ul. Mieszczańska 27/66, 50-201 Wrocław is the Controller of your personal data. Providing data is voluntary, but necessary in order to render a service. A person who is the data subject has the right to access, rectify, erase or limit the processing of the data, as well as move the data, object to its processing and lodge a complaint to a supervisory authority. Details concerning the processing of your personal data is available in our information about data processing data processing.
