Briefing Meeting

Before the first meeting, the customer provides the consultant with detailed data about the vacant position profile he is looking for, with the Personnel request form. The consulting firm also shares the information it has with the client, based on the information conveyed to it, as well as market knowledge or industry experience. In this meeting, the needs of the customer and the analysis of the candidate profile are made together. HR-related strategic issues such as the client's employer brand or corporate culture are addressed for long-term collaboration. The recruiter has an absolutely clear picture of exactly which profile is being sought, what requirements are placed on the candidate, and how the client is strategically positioned. It is important that both parties cooperate for the success of the project. The first meeting can be held online.

Contract Process

Personnel Request Form => Offer => Signing the Contract

The second step of the recruitment project is the contracting phase. At this stage, it consists of the offer and contract processes. An annual contract is made with the company. In this contract, the obligations of the parties, consultancy fee, prepayment, employment guarantee, payment terms are included.

The essential component of such a contract is, of course, the consulting fee. This is clearly and transparently defined. After the first interview and a written cooperation agreement, the recruitment consultant's candidate research and selection process begins.

Candidate Search and Finding Process

Flash candidate database => Headhunting => Career sites => Linkedin etc

The basis of the candidate search and finding process is the detailed job profile. All information discussed in the personal briefing is included in this profile. The business profile is agreed with the customer. The consultant company representative, who held the first briefing meeting, shares the details of customer expectations and position profiles with the team. Candidate search varies according to the profiles of the positions, but in general, several of our candidate search resources are used together.

 

In order to find the most suitable talent, especially in the Senior and Mid-Level Manager positions, target sector and company research is carried out. By using Human Kapital's network connections, the best result is guaranteed to the customer.

 

The research process is carried out by Human Kapital's trained recruitment consultants with sectoral expertise and their professional teams.

Recruitment Consultant and Assistant Consultant take part in the team created for each position. It is the Recruitment Consultant's job to manage the project and liaise with the client.

 

According to our observations, candidates' "cultural fit" is more decisive than outstanding professional experience. In this context, in addition to the experience of the candidates, their compliance with the corporate culture of the client company is also critical.

Interview and Candidate Report Presentation

Pre-interview by phone => Interview => Shortlist and Presentation

A pre-interview is made over the phone with the suitable candidates reached during the Candidate Search phase.

Recruitment consultants interview the candidates on the phone and inquire whether the candidates are in line with the expectations of the position and the company and their thoughts about the position.

 

Face-to-face or online interviews are conducted with candidates who are found positive in the preliminary interview by phone. Competency-based interviews are conducted with candidates. At this stage, candidates are interviewed in English if necessary for the position.

 

The content of the interview report is summarized as follows. The interviewer's short summary comments about the candidate consist of the titles of the position, education information, summary information, career summary, concrete achievements of the candidate, wages and fringe benefits demanded by the candidate. Each candidate is given an interview score based on 6 factors.

 

The most suitable talents are shortlisted to be presented to the client. Generally, the shortlisted interview reports of 3-4 candidates best suited to the client's needs.

Customer Interview Organization and Completion of the Project

Organization of client interview => Reference check => Job Offer => Completion of project => Feedback to candidates

 

After receiving the interview reports containing the lead profiles and deciding which candidates he would like to get to know personally, the consultant will coordinate the appointment between the client and the candidate.

 

If the client needs references to make a decision, the client may request a reference check from the consultant. In accordance with KVKK, the consultant cannot perform any reference check without the approval of the candidate.

 

After the reference forms are sent to the customer, the job offer to the candidate is made by the customer or the consultant firm. Support is given to the reconciliation process of the client and the candidate during the consultant proposal process. The position is terminated after each detail and the willingness of the candidate is rechecked and the best result is guaranteed for the client.