We ensure the presentation of a short list of candidates that fit the needs of your company, while focusing on your core business.
Our team of Human Resources consultants prepares rigorous and in-depth assessments of the technical and behavioral skills required for each open position.
The satisfaction of our clients is the result of the perfect combination between the suitability of the profile of the intended candidate and the motivation for the new professional challenge.
This way, our market knowledge and expertise in the various sectors of activity allow us to present the best solutions in specialized recruitment, ensuring the alignment between our clients and candidates.
We ensure the presentation of a short list of candidates that fit the needs of your company, while focusing on your core business.
We have a team of specialized Human Resources consultants, who present a work of excellence in the selection of the best profiles.
We work to preserve the company's DNA, combining people, technology and processes, providing scaling and cost reduction.
With almost a decade of experience in the national and international market, our processes are developed by a team of specialized consultants, ensuring that you will find the right profile in the stipulated schedule.
The proposals we present consider the improvement of the social benefits in place in the company and other benefits that satisfy its collaborators.
// THERE IS NO MORE B2B OR B2C.
It's Human to Human.
A reliable choice for companies seeking to recruit candidates and for talent seeking a new professional challenge.
The Xchange Job is a job portal with national and international visibility, quick, intuitive and efficient to use. Its main goal is to make the selection and recruitment process increasingly accessible and dynamic for both businesses and job seekers.
From the recruiting perspective, ease of use translates into searching CVs of thousands of candidates on a single platform through different filters and easy placement of positions.
On the other hand, candidates can create their profile for free, which will allow them to search for open opportunities, save those that are of interest to them, and apply to them, among many other features.
For those who are interested in this subject, Xchange Job has an integrated blog that is regularly updated with tips, trends and interesting content so that the ideal opportunity becomes your reality!
In the current context of the labor market, with information increasingly accessible to all business structures and the increasing level of availability that each organization requests from its employees, a transformation has taken place in the process of continuous training (essential for ensuring growth of individuals and organizations). It is essential to motivate collaborators to engage in regular training, ensuring the level of knowledge retention and leveraging the investment in the short and medium term.
Gamification is a Human Resources recruitment and training tool that is customizable to each organization, and allows creating / training teams. The interaction is individual and / or collective and the goal is for collaborators to become experts in certain content.
This recruitment and selection solution is a concrete and innovative response to the essential pillars of executive training:
Low intervention cost
Strong impact and willingness to acquire knowledge from stakeholders
High retention of knowledge from the participants
Ability to measure impact and retention of training in real time
Involvement of participants in training programs
The learning concept is based on the Quiz process and the 'Who Wants to Be a Millionaire' of a particular theme. In this logic, knowledge and retention result from learning by trial and error.
Healthy competition between collaborators for knowledge and the opportunity to challenge themselves through Challenges fuels the dynamics between them. This solution guarantees recognition, status and achievement, making the interaction between user-knowledge-organization fundamental.
The content is customized to people, teams, leadership profiles or the entire organization, and the dynamics between user and training is monitored and mapped through an analytics tool.
Knowledge retention and the structuring of the modules is guaranteed by defining a set of criteria per game, where the minimum value of assertiveness to overcome a level is specifically defined.
All results are monitored by the project managers, with different accesses, this way allowing a rigorous definition of the collaborators’ level of knowledge and the typology of the training to be developed in the room, in a complete interaction between online and offline.
Our policy is the result of a set of principles and values that also inspire our actions and dynamics. The pillars of our culture are:
● Stakeholder satisfaction, promoting trust and credibility
● Ethics and social responsibility
● Initiative, dynamism and innovation
● Flexibility and autonomy
● Development of our human resources
● Compliance with applicable legal requirements
● Definition of information security objectives, ensuring confidentiality, accessibility and integrity
And because our success depends so much on our technological capability as on our employees, we actively encourage their evolution and softskills as:
● Team spirit
The Quality of Human Profiler is based on 10 commitments:
1. The company’s project management tool is the OTM, the employees with responsibility in project management and development must know its operation and develop their activity using the tool.
2. Employees must be aware of software development processes and follow them diligently in the execution of their projects.
3. Any non-conformities detected in quality audits will always be communicated to those responsible to ensure that they are rectified.
4. Project indicators are available in the management control file, they will be analyzed and the corresponding actions taken.
5. Operational management should be informed of the projects’ progress at high level, through fortnightly meetings.
6. There must be formal estimates of development projects.
7. All employees should inform their superior level of management of any problems that occur in the projects, and the latter should analyze, manage and solve those problems.
8. Employees must ensure good relations with the clients.
9. Client requirements should always be reviewed by managers to ensure quality and that clients' expectations are met.
10. Employees are required to attend training sessions on the company's development processes.
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: 2018-08-31
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 HP, 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.
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The data provided by users will be included in the computerized file of Human Profiler, making us responsible for their automated processing and confidentiality based on the following standards:
FIRST: The data obtained from this website will be used for the purpose in the manner and with the limitations and rights established by Portuguese law.
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The purpose of the data collected by Human Profiler is the process of communication with Clients and Users, processing information requests, statistical analysis, as well as their use for the purposes of direct marketing.
Human Profiler does not disclose to third parties any personal data of its Customers and Users, without their consent, except (1) when dealing with Group companies, or (2) when it is necessary so that collaborators, employees, suppliers or partners may provide a product or service or perform a function on behalf of Human Profiler, or (3) where required or permitted by law.
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Personal data of our website and microsites Users will be preserved as long as they remain active and will be deleted when their activity ends.
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Customer data and other specific data to be kept for compliance with Human Profiler's legal obligations may be extended for a maximum period of up to 10 years (in accordance with article 130 of the Corporate Income Tax Code), after which they will be eliminated.
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