Relocate, Cyprus, Athens, and perfect match. 🌍✈️
We are proud to work with famous international companies, that trust us to hire candidates for relocation. One of such stories we will share with you at the #sp_cases
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Our client, a product company based in Cyprus, was looking for a Senior React Developer to relocate to Limassol. The requirements were to be an experienced specialist (Oracle, MySQL, MongoDB, SQL Server, etc.) with a good level of spoken English and a desire to move to Cyprus.
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It was decided to search in Europe. The client was offered 6 relevant profiles within the first two weeks. The company liked one of the candidates so much that decided to hire a specialist in Greece (Athens) where they have one of the representative offices. Due to the company’s flexibility two weeks after signing the offer, the candidate became part of the client’s team.
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🔹 If you are hiring candidates for relocation within the country or abroad – contact us: https://bit.ly/3yhbeWe
The professional recruitment team at Staffing Partner will help you to interest the necessary candidate in the shortest possible time.
#recruitment #hiring #recruiting #europe
How it works
Day
01-07
Getting acquainted with the client and clarifying the details of vacancies
- the first call within 24 hours after the request
- discussing your needs
- high-level predictions on the terms of recruitment consulting
07-21
Analyzing the current condition of the recruitment department
- meetings with key participants of the recruiting process
- analyzing the effectiveness of the current recruiting processes
- evaluating the effectiveness of the recruitment department
21-42
Implementing changes in the recruitment team
- recruiting the right people to the recruitment department (team leads and recruiters)
- conducting research on the choice of ATS, preparing for the implementation of ATS
43-65
Building the teamwork processes
- construction of KPI system and bonus model for recruiters
- development of job profiles for recruiters and SLA for staffing
- development of “Recruitment Procedure” with formalized basic processes and approaches
- development of a communication and engagement framework for candidates
- development of a mechanism for monitoring and forecasting the results of the recruitment department
66 - 100
Training of the recruitment team and key participants of the recruiting process
- conducting training and practical classes on “Sourcing”
- conducting training and practical classes on “Engagement and work with the candidates’ objections”
- workshop “Dealing with counter-offers”
What you get
An effective in-house recruitment team within 1-3 months
Established internal processes that will keep working for years
More filled vacancies
Shorter vacancy filling period
No need to learn from your own mistakes
Support of experts in further work of the team
Fresh cases
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