Alternative ways to attract staff
Ensuring smooth operation because the business process takes a long time human factor: illness, vacation or dismissal.
We will ensure uninterrupted operation at the expense of our staff. And you no longer need to worry about whether the employee’s qualifications are appropriate for a specific task.
We urgently need to attract staff for a temporary project. But high-quality candidates prefer a permanent job and refuse.
To develop in the conditions of budgetary and administrative constraints
Employees are needed, but restrictions on the number of employees or the amount of fixed costs do not allow them to be hired.
When outsourcing, the staffing table remains the same, and the cost of services is attributed to variable costs.
Since 2016, legal restrictions on outstaffing have been introduced.
If you issue service in violation of the rules, impose sanctions on the customer.
Example from practice:
A manufacturer of oil and gas equipment won a multimillion-dollar tender for the supply and installation of oil and gas equipment and had to provide the customer with a specialist for training personnel. But all the company’s specialists were busy on other projects.
It was impossible to hire a new employee because the head office set a limit on the number of people on the staff. The situation threatened to break the contract.
We offered the client to hire an employee under an outsourcing contract for the duration of the project.
Recruitment for entry-level positions
We act as a filter for you. On average, from 300-400 candidates to meet with you, 5 will be selected who fully meet your requirements and are ready to start working.
We guarantee that you will receive the first candidates within 1-3 days.
Even for entry-level jobs, we use:
- Individual interview;
- Elements of competency interviews;
- Collecting and checking recommendations.
Closing entry-level positions in all professional fields:
Sales: Sales representative, Regional Manager, Sales Specialist, Sales Development Specialist, Sales Manager, Territorial Representative, Analyst.
Marketing / Advertising/PR: Junior brand manager, Community specialist, SMM, Trade marketing specialist, visual merchandising Specialist.
Finance/accounting: Accountant, Planning specialist, Analyst, auditor’s Assistant, Finance Department Specialist, accountant’s Assistant.
Transport/warehouse/logistics: Customer service specialist, logistics Coordinator, Purchasing Specialist, warehouse Coordinator.
Production: Electrical engineer, Service engineer, line Operator, shift Supervisor/ Shift operator, quality Specialist, certification Specialist.
Law: Junior lawyer, Assistant lawyer.
HR: Administrative and HR assistant, Recruiter, HR specialist, Assistant / Department Coordinator, Analyst, HR administration Specialist.
IT: support Service, System administrator, Analyst, test Engineer.
Administrative practice: Secretary, Evening Secretary, Translator, office Administrator, Office Manager, Assistant/ Department coordinator, Personal assistant, Personal/ office driver, Travel-coordinator, AHO Specialist, Legal Secretary.
Contacts of top managers are not publicly available. These candidates do not accept calls from unknown phones. You can’t set up a meeting with them in an interview format.
In our team, the search for top-level employees is conducted by practice managers. Each of them specializes in their own industry and is personally familiar with the top officials of the companies. To correctly submit a job to a candidate, interviews are built in the format of a business dialogue and at the same time – a career consultation.
When selecting top management, the cost of an error is high. To make the right decision, it is important to have a deep understanding of each candidate’s characteristics.
Workgate-Invest will provide you with a detailed report on the candidate’s compliance with your requirements, their work path, professional qualifications, strengths and weaknesses of character, as well as areas of immediate development.
Selection of senior managers
Open databases contain hundreds of resumes with an unpredictable level of candidates. Unsuccessful meetings take months.
Our database includes 145,000 hand-selected mid-level and senior management candidates. We personally interviewed 70,000 of them over the past 5 years. Candidates in this database correspond to the declared level.
The best employees rarely look for work themselves, and their contacts are not available in open sources. For a successful search, you need to use connections and recommendations.
The database includes 15 industry teams and 12 teams specializing in functionality. Consultants are constantly developing connections in their sector. In most cases, they already know the candidates who can fit your needs.
The specifics of a job do not always allow you to quickly find a candidate from your industry or region.
Our team accelerates the search by using regions and other industries. We are closing vacancies in 60 European cities.