RECRUITMENT PROFILE

SAVING COMPANIES GREAT DEAL OF MONEY AND EFFORT

ATTENTION TO ALL HIRING MANAGERS

KNOW THE PERSONALITY OF THE PERSON YOU ARE HIRING

When it comes to hiring a professional for a position, it is like risking the company’s time and resources for a gamble. Other than making sure the applicant has the necessary experience and education to handle the position, the responsibilty of the hiring manager also includes interviewing the applicant. Ensuring that the applicant is able to blend into the company’s culture.

Hiring an unsuitable applicant is cost consuming and demoralizing for the company. Studies had repeatedly shown that applicants quit not because of the pay they are getting but rather the superior or co-workers are not a right fit. This causes the applicant to feel uncomfortable and ultimately resign from the position. Each professional specialization no matter how big or small, will be more suited to a certain group of people who possessed a certain type of personality.

To aid applicants and hiring managers to make a better choice, Pretics can give the hiring manager an idea of the personality of the applicant and allowing hiring manager to better decide if the applicant fits into the company’s culture and how to unleash the applicant’s fullest potential. This way, the applicants will better find jobs that they will love, and hiring managers will be delighted to hire a good worker and cut down costs on training as well. Creating a win-win situation.

WHAT YOU WILL FIND IN THE PROFILE

GET TO KNOW THE APPLICANTS

Signature Traits

The foundational character the applicant based on no matter what situation they are in.

Strengths

The advantages that your company can expect to take away from hiring this applicant.

Thought Process

The way the applicant thinks is paramount in positions, such as in creative or management.

Behavioral Tendency

Whether playing it safe or taking a leap of faith, the applicant do have a preference.

Expression

Is the position you looking to fill requires someone who can express themselves.

Tonality

To command or to be a passive communicator, make sure your the applicant fits the position.

Risk Tolerance

Make sure the person you are hiring for the position can stomach what is at stake here.

Personal Vision

The opened position may be be suited if your applicant does not fit the vision you require.

Personal Focus

Take aim and fire! What are you aiming at? Make sure your applicant has the same focus.

Main Appeal

Do you need someone who speaks to people or look at fact sheets all day long?

Leadership Style

CHARGE! How do you want your applicant to lead the charge? Here is where you know.

Preferred Work Type

Does your position fits the applicant’s preferred way of doing things? Make sure it does.

Performance Type

Where do you need your applicant to perform? Take a look at the way he/she performs before hiring.

Empowerment Factor

How to further groom your applicant in the position? Don’t guess, we know.

Increasing Efficiency

Don’t just hire someone and hope he is a “team player”. You want a team, create it.

Motivational Factor

Does your company offers bonuses that your applicant desire? Lets find out.

EMPOWER YOUR HIRING PROCESS

START MAKING A DIFFERENCE