Peoplement Recruitment Process
Peoplement kickstarts the search by orchestrating briefing sessions about the position. Your internal alignment and our understanding of what you want to achieve ensures quick execution of the process to follow. Peoplement typically finalizes the actual search within 2 to 3 weeks once we have a solid beginning. The entire process is normally 5-6 weeks. To benefit both the hiring manager and the candidate, we conduct personality profiling of the hiring manager, highlighting the benefits of knowing each other’s personality types before starting to work together. This efficient timeline reflects our commitment to a streamlined and effective recruitment process. Peoplement participate and facilitate all client-candidate meetings, ultimately leading to a successful and good recruitment experience for everyone involved.
Week 1-2: The search process starts with a briefing meeting with our client to understand the role and its requirements and conduct personality profiling of the hiring manager to ensure a match with potential candidates. Peoplement prepares a candidate’s brief for approaching candidates and may also use social media to post the position if relevant. We clarify and agree to the interview process with the customer. Any participants from the customer’s organization are agreed beforehand for Peoplement to inform candidates about the process and for Peoplement to be introduced to participants before the interviews occur.
Week 2-3: The search, screening, and interviewing of potential candidates by Peoplement are conducted in parallel online or F2F, ensuring an efficient and simultaneous process as candidates show interest in a first discussion regarding the role. The hiring manager is introduced to candidates before they proceed further in the process. Before starting the assignment, we have agreed upon the update and feedback process. The hiring manager receives a weekly status. Peoplement proactively manages expectations and makes necessary adjustments. A personality profile can be completed on the candidate before the interview process with the customer or after the first interview.
Week 3-5: The clients typically meet 2-4 candidates in person (F2F). Peoplement consultants usually join these interviews. Sometimes, candidates may be asked to present a case during the second interview. Personality profiles can be completed either before the first interview or between the first and second interviews. Before each interview, the client receives a candidate report and CV, and we hold pre-interview meetings to ensure role alignment and a positive experience. Salary expectations are discussed before the first interview and revisited during phase 2. Peoplement conducts reference checks on final candidates, usually after the first interview but typically after the second interview.
Week 6 -: Throughout the guarantee period, Peoplement will maintain ongoing communication with the candidate and the customer to ensure that both parties’ expectations are met. We recommend that the Hiring Manager and the newly hired candidate seek guidance on the “Leading Edge report” section of the Facet5 personality profile for effective onboarding and cooperation. Peoplement can facilitate the exchange of personality insights to help foster a successful beginning.
Week 1-2: The search process starts with a briefing meeting with our client to understand the role and its requirements and conduct personality profiling of the hiring manager to ensure a match with potential candidates. Peoplement prepares a candidate’s brief for approaching candidates and may also use social media to post the position if relevant. We clarify and agree to the interview process with the customer. Any participants from the customer’s organization are agreed beforehand for Peoplement to inform candidates about the process and for Peoplement to be introduced to participants before the interviews occur.
Week 2-3: The search, screening, and interviewing of potential candidates by Peoplement are conducted in parallel online or F2F, ensuring an efficient and simultaneous process as candidates show interest in a first discussion regarding the role. The hiring manager is introduced to candidates before they proceed further in the process. Before starting the assignment, we have agreed upon the update and feedback process. The hiring manager receives a weekly status. Peoplement proactively manages expectations and makes necessary adjustments. A personality profile can be completed on the candidate before the interview process with the customer or after the first interview.
Week 3-5: The clients typically meet 2-4 candidates in person (F2F). Peoplement consultants usually join these interviews. Sometimes, candidates may be asked to present a case during the second interview. Personality profiles can be completed either before the first interview or between the first and second interviews. Before each interview, the client receives a candidate report and CV, and we hold pre-interview meetings to ensure role alignment and a positive experience. Salary expectations are discussed before the first interview and revisited during phase 2. Peoplement conducts reference checks on final candidates, usually after the first interview but typically after the second interview.
Week 6 -: Throughout the guarantee period, Peoplement will maintain ongoing communication with the candidate and the customer to ensure that both parties’ expectations are met. We recommend that the Hiring Manager and the newly hired candidate seek guidance on the “Leading Edge report” section of the Facet5 personality profile for effective onboarding and cooperation. Peoplement can facilitate the exchange of personality insights to help foster a successful beginning.
