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// METHODOLOGIES FOR THE SELECTION AND RECRUITMENT OF CANDIDATES

// HOW DO WE CHOOSE THE BEST CANDIDATE FOR YOUR COMPANY?

//

01.

Contact Network

Each day, we diversify our network of external and internal contacts, guaranteeing we keep contact with the best professionals.

01.

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02.

Database Search

Our database of candidates allows us to quickly respond to customer needs.

03.

Post Job Offers

Our job offers are published and updated daily, making it possible to identify those who seek a new professional challenge.

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04.

Organizational Diagnostics

For a perfect match between client and candidate, it is as important to know the company's requirements profile for the function, as its mission, values and organizational culture.

05.

Requirements Profile

The correct definition of the requirements profile (supported by hard and soft skills criteria) is a central aspect of our methodology. We ensure a selection and recruitment process based on rigor, efficiency and quality.

05.

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06.

Completion of the Selection and Recruitment Process

After analysis and selection of the final candidate by the client, we regularly follow the satisfaction of both, thus facilitating the integration of the candidate in your company.

07.

Semi-Directive Interview

The semi-directive interview, also thanks to its flexibility, gives us access to a great wealth of information in a time efficient manner.

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08.

Selection Tests

Depending on the requirements of the position, one or more tests may be applied to the candidate, allowing a complete report of the skills profile.

09.

Matching

In the face-to-face interview, the candidate is confronted with the results of the tests carried out throughout the selection process. It is up to the consultant to analyze possible incongruities in professional and / or personal performance and attest to the adequacy of the candidate's profile.

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10.

Referral Survey

We cross at least two professional references of our candidates. This information is confidential so it is only provided to the customer at the end of the process.

11.

Short List

After the evaluation period, a short list of candidates with the profile requested by the company is presented. The client has access to the individual evaluation and a simple, objective summary about the profiles so that they can quickly analyze the CVs and book interviews.

11.

CONTACT US

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IMS POLICY

This Policy results from a set of principles that constitute the core of our Organizational Culture, and that reflects our Mission, Vision and Values. Within the main pillars, the following stand out:
•   UNION AND SOLIDARITY
•   PROXIMITY AND PRESENCE
•   ETHICS AND INTEGRITY
•   CREATIVE FREEDOM
•   HAPPINESS

In summary, our IMS Policy is based on the following 9 commitments:
1. Stakeholder satisfaction and compliance with their requirements
2. Flexibility and autonomy
3. Development of our human resources
4. Compliance with applicable legal requirements and the standards of the Integrated Management System
5. Ensuring information security with confidentiality, availability and integrity
6. Continuously improving the efficiency of our operation and the Integrated Management System
7. Monitoring of risks
8. Stimulating a culture of creativity and innovation
9. Follow-up and monitoring of technological development

FICHA DE PROJETO

Designação de projeto: Promoção Internacional da Human Profiler

Código do projeto CENTRO-02-0752-FEDER-020564
Objetivo principal: Reforçar a competitividade das pequenas e médias empresas
Região de intervenção: Coimbra
Entidade beneficiária: HUMAN PROFILER, LDA.

Data de aprovação: 2016-11-04
Data de início: 2016-09-01
Data de conclusão: 2019-02-28
Custo total elegível: 274.005,00 €
Apoio financeiro da União Europeia: FEDER 123.302,25 €

Objetivos, atividades e resultados esperados: O presente projeto tem como principal objetivo o reforço da capacitação empresarial da Human Profiler, com vista a promover o aumento das suas exportações através da aplicação de novos modelos empresariais e de processos de qualificação para a Internacionalização.
O projeto prevê investimento em conhecimento dos mercados externos, promoção da marca, prospeção e presença nos mercados internacionais, marketing internacional e novos métodos de organização nas práticas comerciais, reforçando a competitividade global da Human Profiler, com o objetivo de aumentar a intensidade das exportações.
Na estratégia de crescimento da Human Profiler está também a diversificação, uma vez que esta pretende lançar novos produtos que otimizem cada vez mais o processo de seleção e recrutamento. Mais concretamente, o Xchange Job, um portal de emprego com visibilidade nacional e internacional.