Human Source provides full-cycle personnel selection for companies across Latvia – from defining the vacancy and candidate profile to choosing the most suitable candidate and signing the employment contract. We quickly find qualified, experienced candidates who match the job requirements, using a 22,000+ candidate database, direct approach, personality and cognitive ability testing, and semi-structured interviews. Every recruitment project comes with a 3–12 month replacement guarantee.
In full-cycle personnel selection we use methods such as:
Full-cycle personnel recruitment project process:
Vacancy Analysis
- Identifying client’s requirements and needs.
- Researching the job market.
- Creating a profile of the potential employee.
- Organizing a meeting with the recruitment project manager.
- Coordinating the work plan.
Approaching Candidates
Direct approaching of candidates:
- from databases;
- in groups of like-minded people;
- via social networks;
- by direct phone calls.
Indirect approaching of candidates:
- through job ad portals;
- via social networks;
- by automatically sending emails to candidates who have given their consent.
Semi-structured Interview and Testing
A semi-structured interview combines pre-prepared questions about the candidate's competencies, expectations and the vacancy with an open conversation. Its results are presented to the client together with the test data.
Testing may include:
- Personality assessment (UNLOCK Personality).
- Cognitive ability assessment (gamification).
- Motivation assessment.
Calibration
- Presentation of the outcomes.
- Submission of candidates’ CVs (2-3) and descriptions in electronic form.
- Organization of interviews between all parties involved.
- Obtaining references.
Final Interviews
- Conducting interviews.
- Providing support to both the client and the candidate during the recruitment process.
- Providing recommendations on candidate selection.
- Approving and sending the job offer to the selected candidate.
- Compiling and submitting information electronically.
- Notification of rejections.
Conclusion
- Conclusion of an employment contract with the selected candidate.
- Provision of a replacement guarantee for 3 to 12 months (depending on the position).
- Provision of consultation during the onboarding process.
Frequently asked questions about personnel selection
Answers to the questions companies ask before starting a full-cycle personnel selection project.
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Full-cycle personnel selection starts with building the candidate profile and the vacancy. We then approach candidates in a targeted way and carry out semi-structured interviews and candidate assessment. After compiling the results, the most suitable candidates are shortlisted and interviews with the client are organised. Human Source recruitment consultants support the client in choosing the candidate, preparing the job offer, concluding the employment contract and, if needed, advising on the employee's onboarding.
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There are many variables in a recruitment project, but the process from building the candidate profile to presenting the first candidates takes 14 days on average. We can often present the first candidates within the first 2 weeks of starting cooperation. The time needed depends on the complexity of the position, industry specifics and the availability of candidates in the market. We provide regular progress updates throughout.
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Depending on the position, Human Source provides a replacement guarantee of 3 to 12 months. If the selected candidate ends the employment or does not meet the job requirements during the guarantee period, Human Source consultants restart the candidate search in line with the guarantee terms, at no additional cost.
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Human Source recruitment consultants choose the candidate assessment methods best suited to each project. We carry out competency and intelligence assessment, leadership assessment, personality assessment with UNLOCK Personality, cognitive ability assessment using gamification methods, and we also review the candidate's references and reputation.
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Full-cycle personnel selection is the right fit when you need to reach a wider pool of candidates by combining job advertisements, candidate databases and the direct approach. A direct approach (headhunting) is a targeted method where we also approach professionals who are not actively looking for a job but whose experience and competencies match the position. For specific roles and executive searches we often combine both methods to find the most suitable employee for the client. Human Source specialists will help you choose the right service.