At Workers’ Business, we help you find the ideal professionals for your needs. Here is a detailed overview of each part of our process, so you can understand how we produce the shortlist of candidates.
The application of each of these steps depends on the specific details of the position. Some roles may not require some steps, such as technical interviews. We determine the best approach for your needs.
Initial Requirements Gathering
You provide us with an in-depth description of the position you need to fill. This allows us to tailor every step of the search process to ensure we find candidates that closely match your requirements.
Job Posting
We start by creating a job post that reflects the requirements and responsibilities of the role you need to fill. The job description is clear and direct, ensuring that applicants understand exactly what is expected.
We distribute the post on relevant platforms, where it is most likely to reach suitable candidates. This ensures that the right people see the opportunity, increasing the chances of finding strong applicants.
Active Candidate Search
We do not just wait for candidates to come to us. We actively search for professionals who fit your criteria, including those who may not be actively looking for a new job but could be interested if approached. Using extensive databases, our network of professional contacts, and direct communication efforts, we identify and directly contact potential candidates, inviting them to consider applying to the role.
By gathering a large enough pool of candidates, we are able to not only select the best of the group but also statistically assess the quality of our selections.
Curriculum Vitae Screening
Once we receive applications, we carefully review each resume to find those that are most aligned with the job requirements. Our screening is thorough, focusing on the candidate’s experience, skills, and suitability for the role. We apply advanced statistical analysis to understand how each candidate compares to the average, allowing us to quantify the difference and select those who truly stand out. This way we ensure that only the best-qualified individuals move forward.
Skills Testing and Psychometric Evaluation
We perform skills testing and psychometric evaluation on the candidates, when relevant. These tests can provide deeper insights into a candidate’s abilities, work style, and compatibility with the role. Skills tests are designed to evaluate specific technical capabilities, such as programming proficiency, or functional capabilities, like project management skills, ensuring that candidates possess the required expertise. Psychometric evaluations help assess aspects such as cognitive ability, problem-solving skills, and personality traits, offering a well-rounded view of each candidate’s potential.
Interviews
We conduct interviews to assess candidates further. General interviews provide an opportunity to clarify candidates’ experiences, gather in-depth details about their suitability, and allow them to demonstrate their abilities. This helps us ensure that the candidate’s skills, experience, and overall fit align with the needs of your organization.
For technical roles, we conduct specialized interviews led by experts in the relevant field. If needed, we hire external consultants to ensure that each interview is conducted by a specialist. This approach guarantees that the evaluation is thorough and specific to the technical requirements, ensuring that only candidates who meet both personal and professional criteria are shortlisted.
Shortlist Delivery
After completing the search, screening, skills testing, psychometric evaluation, and interviews, we deliver a shortlist with the top candidates. Each candidate on the shortlist comes with a detailed report on their qualifications, strengths, and results from our advanced statistical analysis. This report also includes insights gathered from skills testing, psychometric evaluations, and interviews, highlighting how each candidate stands out from the average and why they are the best fit for your role. All of them will have also provided a non-binding letter of intent, expressing their willingness to join your company. This way, you can be confident that each candidate is a serious option for your role. The shortlist is yours to use as you see fit—you decide whom to hire, without any additional fees or conditions.