EUROJOB 2010 ENGLISH

1. Human Resource Consultancy with Italian expertise Professional Staff Recruitment THE BEST WAY TO HIRE PEOPLE www.eurojob.com.br

5. Official request of vacancy, eventually to be sent via e-mail;

6. Profile details along the requesting area official-in-charge;

7. Interview to refine concept of knowledge, skills and attitudes-character;

8. Update the job description;

9. Major job challenges; main mistakes; expectations of the area regarding the required position; its difficulties and critical points; main projects to be developed;

10. Generation of the vacancy into “Select” – EuroJob System of Recruiting and Staff Selection;

12. Identification of relevant means of recruitment for each vacancy;

13. Analysis of the position and level of the candidates to use the appropriate selection means;

14. Acceptance of candidates/internal employees via site, e-mail, mail, phone and personal receipt;

15. Screening of resumes received;

16. Call for initial interview and profiles assessment;

17. Application of selection tools such as: aptitude tests, personality tests, situational cases, group dynamics, etc. ;

18. Final interview: depending on the position can be validation or skills interview;

21. Recruited applicants per vacancy;

22. Interviewed applicants per vacancy;

23. Forwarded applicants per vacancy;

24. # of vacancy positions openings;

25. # of vacancies filled and erased;

26. Elapsing time from opening to filling each vacancy;

27. # of interviews per vacancy;

28. Report of feedback to the vacancy Requesting-Department;

29. Position of applicants in relation to the vacancy;

30. Position of the final selection process;

33. Flexibility and availability to listen and offer “custom made” solutions, with high competitive value.

35. References

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