Selection – the process
Recruitment through advertising, print or online. Through selection you mainly target the candidate who actively looks for a new job. The process is structured, objective and competency based. This is the process:
Job and competency profile
If you have not already developed a job profile we can aid you with this. We ask challenging questions to get to the core of what is really important and/or critical. Through a competency workshop we aid you to identify the competencies that are crucial for success.
The assignment description is our governing document – as well as the information file we give out to interested candidates (depending on confidentiality). We go through lengths to describe your organization as open and honest as possible – covering the current state, the scope of what is to be achieved, future challenges, culture and context in the position at hand.
We develop the ad for publishing online and/or in print media (print is not included). Alternatively we can provide input towards your own advertising department or online tool.
Contact and interviews
The selection of candidates is structured, conditions of what too look for are predefined. Through thorough analysis and by asking questions to your organisation we decide on the basic requirements – such as educational level and industry experience needed – to pass the first screening.
All qualified candidates are telephone interviewed to further present your case and probe for continuous interest. The interviews are competency based with predefined questions and behavioral indicators. Qualified candidates will be invited to a first ability test which they have to pass at a predefined level in order to take the next step in the process. When working with partners we still control interview questions and assessment tools used.
As a minimum we always use abstract reasoning ability test as well as personality- and motivational drives questionnaires. We use assessment tools from Hudson (BAQ, MDQ, RAT’s) or Saville Consulting (The Wave) for this purpose. All tools show high validity and have solid scientific foundation. They can all be linked to competencies and are continuously scientifically reviewed. Linking tools to competencies results in being able to rank candidates and measure them against each other.
Competency based interview
Stardust Executive always develops an assignments-specific competency based interview guide. Through open questions we ask for examples from the candidate’s own experience. Answers are scored against predefined behavioral indicators. The grade for each competency in the interview is added to the grades from other tools used.
When working with partners for research and first competency based interview we always carry out our own deep interview – always competency based, the candidate is scored against predefined behavioral indicators.
The 3-4 shortlisted candidates that best corresponds to the selected competencies are presented thoroughly with CV, results from interview(s), tests, analysis. We provide an overall picture where you can compare the candidates towards each other and review their detailed results.
The client interviews the presented candidates. For this purpose we can provide you with structured interview guides and behavioral indicators to score the candidates against.
An assessment center for the final candidate is included in the price. However, more candidates can be assessed in the same way should you wish to add this. The assessment center is a full day of simulation exercises, tests and role-play where the candidate get to demonstrate concrete behavior in different situations. Stardust Executive are partners with Hudson R&D centre in Belgium – through this partnership we have access to some of the best simulation exercises on the market, for different needs, industries, levels and tasks.
We conduct thorough reference interviews that are structured and competency based. All our findings are collected in a document where you can see a clear summary of our impressions but also the answers to our questions, word for word. We can also offer to conduct a more thorough background check as a separate service, should you need it. We partner with some of the most trusted and discrete companies in the business.
You hire the most competent and qualified candidate.
Start of employment
Many companies do not find the time for a proper introduction – this can cause inefficiency during the start of the employment. We offer an extra service to start a coaching program during the start of the employment. The newly hired manager thus has a coach to provide structure, help to untie knots and contribute to solutions to the arisen problems. Read more about our coaching programs here…