Study & Analysis

• Knowledge of the environment and of the Company's project.
• Aims and particularities of the function.
• Description of the function.
• Ideal behavioural profile of the function.
• Meeting with the direct Superior.
• Edition of the behavioural profile of the direct Superior.
• Adequacy: Company - Function/Human Needs - Values.
• Contract information.
• Planning and integration follow-up.

• Rational structured, allows us to get to know the company, the content of the function, the profile and the skills necessary to be successful.
  
  
• Relational - emotional, completes the former and guarantees the interaction and the agreement between the different actors.

The success of a recruitment action mainly depends on the knowledge how to identify, to attract and to motivate a potential candidate(s) for the Company.

Our action plan is based on different search options :

Database Files Queries
Following career evolution interviews Goldhand regularly updates its Candidate's Database. We invest a lot of time in meeting people who have an interesting profile. Our Consultants are specialized per sector and follow the career evolution of these candidates..

ProActive Advertising

• Original method of attracting candidate(s).
• Editing and approving the advertising draft
  (copywriting )
• Media planning

Internet - Jobs Websites
According to the type, the level and the technical and professional specificity of the function, we advise to have the function(s) published on one or more internet jobs sites.

Professional Networking
We increase the impact of the search for candidates thanks to information and targeting throughout a network of addresses and connections.

Internet Cyber Recruitment
The search for candidates is organised by using advanced interactive tools based for 100% on the Internet: search engines, meta engines, directories, intelligent agents etc.

Targeted Direct Search
The Targeted Direct Search is recommended to Companies, which want to have access to very targeted and specialized profiles or for Senior Management positions. Goldhand is part of the IMSA network, one of the largest groups specialized in Executive Search.

Pre-search
Right from the first contact, Goldhand proceeds to a professional comparative analysis of the following criteria: Function / Profile / Competences / Candidate(s).

Structured interview
Based on interview techniques, an analysis of the adequacy between the candidate's overall profile and the criteria required by the function.

Mid-term review
Work meeting with the Representative(s) of the company in order to present the mission's results and the files of the selected candidate(s), to decide on which candidates to meet and to plan interviews: Company / Candidate(s).

Presentation and Interview(s)
For each presented candidate an individual professional file is handed over to the company prior to the interview. We assist at the client's request.

Analysis on Behaviour & Values - D.I.S.C..
Goldhand draws up an individual report on the Behaviour & Values required for the vacancy, for the competent manager and the applicant for which the Company will have shown some potential interest.

As a practical instrument of "People Management", these reports contribute to the success of the selection and the integration of the candidate.

References
With respect for the individual and if possible, Goldhand verifies the most recent professional antecedents. The information gathered is communicated in a spirit of impartiality and integrity.

Our recruitment assignments are succesful thanks to our integration process organised in accordance with the Candidate and his new work environment.

Based on structured coaching planning, our Consultants maintain constant watch over successful integration within the new work environment.

• Control of our services by a progressive invoicing of our fees based on the results.
  
  
• The guarantee that the mission is pursued to the end.
  
  
• Take-over guarantee in case the recruited applicant does not enter into office on the foreseen date.
  
  
• Replacement guarantee in case the recruited applicant does not give evidence of the qualities, which were announced upon recruitment.