Notre méthodologie de recrutement est construite sur une base modernisée des méthodes d’Executive Search. Cette approche rend notre modèle plus performant, plus rapide et mieux adapté aux secteurs et environnements en croissance forte avec une qualité de service sans concession.
Notre approche nous permet de traiter des postes d’expertise, de middle-management jusqu’au management de pays et régions.
Every recruitment project begins with a kick-off meeting among those who will be involved in the recruitment process: your Operations and HR departments, and the NAOS teams. To conclude the meeting, we draw up an initial report of the candidate profile you are looking for based on our methodology and start the process of talent mapping the market.
Our extensive knowledge of your sector makes it possible for us to rapidly identify the best profiles to fit your needs. We give you a trial list of candidates soon after the kick-off meeting to allow you to see the results of the initial calibration. We will ask you to give us your comments to finalise the calibration for the profile you are looking for before we can start the process of sourcing.
Once the kick-off meeting is completed and we have a talent map of the market, we use all communication channels to contact the candidates who meet your expectations. Three principle tools are implemented:
Our qualified contacts in the relevant area are brought in.
IT and online tools are used to allow us to gather a large volume of information which is later filtered.
We then implement our methodology which includes direct approach, cold-calling, social networks, internal databases, regional web portals and professional network.
Two NAOS International consultants meet the candidates. In the interviews, we confirm whether the candidate matches your expectations in terms of ‘hard and soft skills’, motivation, career path, and work experience.
We will include any specific tests you may want to give the candidate. We are also able to carry out personality tests to give additional information on the candidate’s individual attributes such as their personality, what motivates them and their readiness for such a position. Equally, we can put in place technical tests according to your particular needs, for example, language or financial skills tests.
We carry out systematic background checks with former employers. These either take place before we present the short-list of the most suitable candidates, or after you have met them.
Once each of these stages has been validated, we prepare a complete dossier of the candidate which includes their CV, current and expected salary, the analysis of their profile, etc. Equally, we can put in place technical tests according to your particular needs, for example, language or financial skills tests.
Les Consultants de NAOS international ont tous des backgrounds opérationnels, dans des environnements ingénierie, commerce, ou la direction d’entreprises. Cela nous donne une réelle compréhension des enjeux de nos clients.
Notre équipe regroupe des ressortissants de 18 nationalités, qui pratiquent 10 langues natales, au sein de nos 6 filiales en propre.
Dès sa création, NAOS International s’est voulu comme « une équipe sur plusieurs géographies ». Cela donne à nos clients l’accès à une réelle force de frappe internationale, et à notre expertise géographique des régions Europe, Moyen-Orient et Asie.
Notre méthodologie nous permet d’atteindre des niveaux de qualité supérieurs aux standards du marché. Cela se traduit par exemple par une forte stabilité des personnes recrutées par nos clients.
De plus, et dès sa création, NAOS International a souhaité mettre en place deux indicateurs de performances que sont :