Complete selection process is preceded by development of profile for the required position. We need the following information from the client (would be desirable if that person was HR manager or a direct superior to the candidate):

• formal prerequisites potential candidate should fulfill: education profile, working experience, certain certificates or licenses, degree of IT skills, knowledge of foreign languages, other requirements (military service, driving license, own vehicle, etc.)
• job description: position in the organisational scheme (superiors and potential subordinates), regular and periodical assignments, projects to be responsible for, external and internal clients, reports to be forwarded, resources to manage
• incomes: salary, bonuses and stimulations, benefits (car, mobile phone)
• work conditions: field or office work, frequency of travel, frequency of overtime work, potential work in shifts or night work
• legal status: type of contract candidate is to sign with the client (temporary employment, permanent employment, trial work, part-time contract)
• career development plan: envisaged trainings, promotion opportunities
• client`s business policy: rule books, procedures, corporate culture

Selection process starts by locating a candidate . Methodology for locating the candidate depends on the specification for the required job position, that is, availability of the said position on the labour market. We use the following methods:

• method of direct search («head hunting»)
• media advertising
• our existing database
• our internal sources of information

After revision and selection of the received applications, only the candidates who meet formal preconditions set forth by the client will be short-listed.

Next step in the selection process is psychological testing . Psychological testing can be broken into two phases:

• testing of intellectual abilities . This process includes time-limited tests of the �paper-pencil� type. Results of these tests provide us with information about general and specific (verbal, numerical) intellectual abilities of the candidate.

• personality testing . This process includes tests of the �paper-pencil� type which are not time-limited. Personality tests we use give us information about candidate characteristics significant for the successful performance of work tasks (emotional stability, readiness to cooperate with others, level of individuality, openness to change, organisation skills).

During selection process we exclusively use the tests which have been proved efficient for the purpose of candidate selection. All the applied tests meet psychometric standards.

When the testing is finished, short-list of candidates is composed based on the obtained results.

Psychological testing is followed by an interview . During the interview, all information in regard to candidate`s education, work experience, acquired skills, knowledge and motivation are gathered. Just the same, the interview supplements psychological tests in reaching conclusions about personality characteristics of the candidate. In the course of the interview we use so called, behavioural technique. This technique is based on answers to the questions about candidate`s actions in the past, in order to reach conclusions about the level of his competences and predict his future behaviour.

Interview is complemented by individual tasks (so called «cases»), connected to the situations typical for the required job position. Candidate is put into a situation to solve a certain problem which makes an integral part of the job he has applied for. His answers create a base for estimating specific behaviour features relevant for the work success. In that way personal characterictics such as: verbal and written communication, self- confidence, planning and organisation of work, setting priorities and risk- taking can be estimated.

In the scope of the interview procedure, occupational knowledge and skills needed for the required job position (foreign languages, computer literacy) are also being tested. We also practise written tests so to check occupational knowledge and knowledge of foreign languages, and if the selection process requires, we hire external experts to assist us during this phase of selection.