It is our conviction that the well qualified and successful manager personnel is of primary importance for the market leadership of our Clients.

Therefore, when conducting recruitment projects, we focus of achieving two equally important goals: recruiting best Candidates for the given post and the thorough selection of the chosen Candidate group.  

The standard service of recruitment comprises the use of a classical approach (APC database search, advertising) and the headhunting approach. It is our experience that utilising diversified methods considerably increases the chances of recruiting the most valuable Candidates from the job market. 

The chosen group of Candidates undergoes careful selection aiming at estimating the level of their eligibility for the given post. The selection aims at the evaluation of the Candidate’s qualifications and competence, as well as the estimation the level of personality profile whish should match the Candidate’s future colleagues and the Company’s organizational culture. This is achieved by means of personality analysis with the use of tools available to psychology.

A wide range of APC selection methods offered by APC comprises:

• resume check
• panel interviews
• psychological tests
• competence/ knowledge tests
• Assessment Centre method 

The outcomes of the recruitment and selection process are presented in a detailed report which includes:

• a description of the Candidate’s work experience
• an evaluation of qualifications – the Candidate’s qualifications and competences required on the given post
• a characteristics of the Candidate’s personality predispositions
• an overview of the predicted possible achievements of the Candidate, based on evaluation of the person’s weak and strong points 

During the realization of the project you will be assisted by the Project Manager who will keep you informed about the details and present stages of the recruitment service.

ASSESSMENT CENTRE (AC)

A professional analysis of the Candidate’s eligibility for your Company allows for the optimal ,at the given stage of its organizational development,  use of the personnel’s skills.

The integral part of Assessment Centre method is the observation of participants’ behaviour, bearing in mind the previously determined competences required for the given position. Due to advanced methodology, Assessment Centre is considered to possess the greatest prognostic value. By means of it, it is possible to best predict the person’s future professional achievement.

The Assessment Centre method is directed to the medium and top management and enables us to perform a complex analysis of the manager’s potential.

The methodology of Assessment Centre combines:

• the analysis of the given post characteristics in order to ascertain the competences required from the potential employee
• the setting of measurable criteria of the competence assessment process (competences matrix)
• the creation of simulation tasks for AC session participants, based on the competences matrix – the session contains different topic tasks, either individual or group, with the presence of trained actors;
• the assessor training (evaluators) concerning the objective judgment and evaluation of Candidate’s competences
• the statistical and quality-based analysis of outcomes 

AC sessions are organized by teams of a few APC consultants. In each team there is a minimum of one manager with considerable experience and a HR psychologist.