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4selection delivers the entire selection and search process, as well as requested parts of the selection process for our customers, all at your request.
Our working methods are based on ethics and sharpened with high confidentiality and anonymity to both the businesses we serve and the candidates we assist. Each task shall be the subject of an offer and a schedule that is dedicated to its completion. When we have all the information needed for a certain task, we will create a search profile as well as a job, competence and personal profile.
“We work from a psychology concept, and the selection in 4selection is made by psychologists”
4selections’ search profile is an exact plan defining where and how we can find the most optimal candidate for a specific position.
The approach is called headhunting. “The right candidate” will be the candidate that meets the shaped job, competence and personal profile. The focus is to find a candidate with the right matching amount of talent.
Within the whole Human Resources Management area the recruitment and selection part is the weakest part, and it is sad as it is one of the most important elements for a company to get success, we decided to make a new recruitment concept, setting focus on a selection process where we select on the full definition of talent. We do not just select on if the candidate has 3-5-10 years of matching experience and a matching education, we also evaluate the candidate’s competencies, skills, behavior, relevant intelligence level, absorption and adaptation level, capacity and engagement level, like we secure that the candidate in reality like, can do and will enjoy the daily tasks.
We have the experience needed to understand theories and put them into practice in a new way that leads to making wise decisions, we do not select on assumptions we select on the nearest level of facts. As psychologists, we have had the opportunity to choose the best of many methods, and we have decided to use only the most psychologically recognized working models and project types that have been proven through historical experience and which give the correct result.
Once assessed, we feel confident that the candidate would be able to meet the expectations, wishes, and requirements as defined in the detailed job description.
Extensive use is being made of our Advisors’ diverse networks, internal and external databanks. Our advisors also explore the market from our search profiles and areas of focus for finding suitable candidates.
When 4selection has found the right number of candidates and invited these candidates for personal dialogues, the search process changes to a selection process.
We first create with our client a job, competence and personal profile. The job, competence and personal profile are the foundation in the selection work. This profile will be connected to the search process. Your profile contains a clear definition of the company’s needs, wishes, and requirements. This is compared to the company, the management, department, team composition and job tasks. It is in relation to this profile that we match candidates. 4selection internally sets up a working group that first assesses the company’s annual needs, desires and requirements. We then come up with our recommendations for the profile and prepare the final job, person and competency profile.
Confidentiality and anonymity are valued in our search process. 4selection is practically “invisible” with this way of working. Great care is taken to preserve confidentiality both to the candidates with whom we are in a dialogue and to the customers we serve.
When we work with candidate mapping, we create a map of all relevant candidates who are in a defined market area.
Candidate mapping provides detailed information on candidate identification, organizational structures and within competitor or other relevant businesses, as well as analysis and reports on other, diverse areas of market intelligence.
The great value of this service is that it enables clients to identify the best candidates and to design their attraction strategies to bring competitive advantage. The map of candidates can be scaled to some companies, in some cities, in a region or global. The mapping can be a one time task or we can update a candidate map for our client, some mapping can cake 1-month others can take more month to shape. Especial in Asia where we sometimes meet request to be absolutely sure all corners of the market are evaluated for the best talent, this detailed candidate mapping is in high demand.
The benefit of the candidate mapping is that when the map is made, the contact with the candidate can be made very fast.
The intelligence produced from candidate mapping extends naturally into our Talent Pooling service. 4selection has a well-established capability in building and developing talent pools and pipelines of talent across geographical and functional areas. More specifically, we are able to maintain direct individual relationships with each potential candidate for the purpose of future employment.
We build knowledge of their aspirations, be they promotion/seniority, international opportunities, skills development, salary increases or career milestones. Crucially, this externally held database of highly skilled candidates means reduced time-to-hire and, improved quality of hire.
“We ask a lot, we research a lot, and we talk with many references”
Be a member
We have set up different community forums for three different groups:
1. CEO / MD, President and Chairmen;
2. Human Resources Management professionals;
3. Finance professionals.
It is completely free and we are building these three forums at an international level. It is an internet forum set up with group function, forum functions, WIKI features, chat and profiling option. The idea is to create some professional focus areas and community for the professionals we work most with. As mentioned, it is free to join in. Do you want to participate?