Recruitment

The methods and channels for finding new employees have changed significantly over the last few years. Finding good employees has never been easy, but now it is made even more difficult by the fragmented information fields of target groups and technical innovation. Our approach is to reach candidates from several different channels – nevertheless the final recruitment methodology and process depend from the job profile, volume and chosen project type. The project starts with a job profile analysis and client visit with the aim to understand what is expected from this position. HR factory will help your company choose the right recruitment method in order to reach the right target groups and create appealing job offers.

Our recruiters are specialised on different positions: sales, finance, engineering, IT, production, service and with a different scope of responsibility: board members, directors, managers and specialist. Our assessments include behavioural based interviewing, learning index and occupational interest assessment that is possible to match with the job (ProfileXT) and additionally different necessary tests (language, sales calls etc.). The aim of our recruitment services is to match with the customers need.

We have access to different databases and over the years we have developed our own talent pool. In addition we use social media channels (LinkedIn, Facebook, Twitter) and market mapping with special methods like Boolean, Xray and networking. We are also an active member of Estonian HR Management Association.


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Sourcing

Development of technology has created an over-abundance of information on the job market and the accompanying background noise makes it hard to reach suitable candidates. One recruitment method gaining more and more momentum as a result of this is sourcing, which includes Internet and database searches, gathering of information by phone and through social media, personal communication, and collection of recommendations. In addition to finding suitable candidates, sourcing also covers getting and staying in touch with the talent discovered.
  • tick-circle-redActive search
  • tick-circle-redMultiple sources
  • tick-circle-redTalentpool
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Public search

Public search works well for filling popular positions as it requires initiative from candidates themselves and expects them to be motivated to get the particular job. We will publish the job offer on job seekers’ portals and spread it through other recruitment channels, conduct database searches, if necessary, and invite suitable candidates to apply for the job. In addition, we will take care of the pre-selection of candidates and all application rounds preceding the job interview, thus presenting you with only the very best candidates who have made it to the final round.
  • tick-circle-redPublicity
  • tick-circle-redMultiple publication channels
  • tick-circle-redEmployer branding
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Headhunting

If you want to fill a more complex position, the preference should be on headhunting – this requires the initiative to be on the recruiter, but at the same time allows to focus more precisely on finding good candidates. The purpose of headhunting is to find the most suitable candidates for a specific job offer, analyse their background and job-related skills, and determine their willingness to accept the job offer. The advantages of headhunting include a discrete recruitment process and the possibility to involve highly qualified people who are not actively looking for a new job.
  • tick-circle-redInitiative of the recruiter
  • tick-circle-redDirect offers
  • tick-circle-redDiscretion

Our Clients and Partners

Our clients range from big international companies with thousands of employees to small local businesses. All of them have a common desire to get professional support in the matters of the fast-changing job market. Get in touch with us so that we can help you make your HR processes more efficient and thus get closer to fulfilling your business purposes.

Would you like to source new talents?

Contact us