Essential.HR secures every step of recruitment.
We conduct extensive phone, video and in-depth face-to-face interviews to investigate our candidates' background and environment, their skill sets and accomplishments as well as their limits, failures and key areas of progress.
We gauge their personality and behavior as well as their interests and motivations.
We screen our candidates with these two primary questions:
- Will they deliver in this role?
- Will they be a good fit with this organization?
We handle reference and background checks before any final decision.
We closely monitor the recruited candidate’s notice and trial periods with weekly debriefings.
An effective onboarding is ensured as well as a successful integration into the position, the team and the company.
A 12 month-period is guaranteed upon candidate’s acceptance of the job offer.
In case of departure or failure, we are commited to find another candidate for the position without additional fees.*
Essential.HR optimizes the job analysis and the candidate search upstream.
These two stages are crucial in a highly competitive market affected by the shortage of local skilled labor. We conduct
- a thorough analysis of the recruitment needs and corporate culture (HQ and on site)
- a global and customized search strategy
- a complete and detailed job description
- a deep and responsive sourcing of active, passive and hidden executives worldwide
Essential.HR uses the Push&Pull method.
This complete approach adapts locally the best global methods from different market experts:
- Solid needs analysis, search and assessment provided by retained executive search boutiques
- Responsiveness of contingent firms and IT subcontractors
- Flexibility of temporary staffing agencies
- Rigorous processes and follow-up in RPO (outsourcing)
- Long-term vision of corporate recruiters
Anglo-saxon and French visions of recruitment are here combined to optimize their advantages and
lower their limits.
This method anchors our commitment to submitting finalist candidates from the third week with a two-month
contractual delivery limit.
- The Pull phase aims to attract and select the best candidates who have applied to the job posting.
The challenge is not to generate as many candidates as possible, but to get the most qualified ones, thanks to a judicious media plan and a relevant description of the position and its stakes.
The most appropriate jobboards are selected to post a detailed and complete job ad with a questionnaire.
We dig deeper to check the information listed on the resume. We go beyond the bullet points and gauge the technical and soft skills, personality, desire for change and real motivations of these candidates actively looking for a new job.
- The Push phase aims to identify, contact and select by direct approach or headhunting, high-potential executives and leaders whose profiles perfectly match the client’s needs.
The challenge is to submit, within a few weeks, a solid pool of highly qualified candidates whose
expertise corresponds in every respect to the job requirements.
In particular, we analyze their know-how and their motivations for the job.
We recruit by direct approach through social networks, resume online databases and other meta-engines.
We optimize their use with state-of-the-art sourcing and acquisition techniques proven over many years in global
companies, US executive search consulting firms and IT subcontractors. We combine targeted and funnel researches to identify these active and passive candidates.
We go beyond e-recruitment and sourcing 2.0 by approaching the hidden and
selective market of top executives and managers.
These multi-skilled profiles account for 4 to 5% of executives.
Their salaries are often lower than the market average, because they are
poorly identified by competition and by most contingent & corporate recruiters.
Fully dedicated to their projects and responsibilities, these hidden potential candidates are rarely seen on social media.
We hunt these core target profiles within selected companies through
scenario-based identification.
*: Excluding advertising costs and except special cases
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