Workforce Selection and Placement

Contribution of Consultancy Service to Organizations

Workforce recruitment consultancy adds significant value, especially for large companies, rapidly growing startups, or positions requiring expertise. Placing the right people in the right positions is critical for the overall efficiency and success of the business.

1. Time Savings

Prevents companies from spending excessive time finding the right talents. Fortune accelerates this process professionally.

2. Extensive Candidate Pool

Fortune has a broad candidate pool and can quickly reach potential candidates.

3. Expertise and Experience

Our professional consulting team accurately analyzes company needs and selects the most suitable candidates. They provide expert opinions on candidates’ industry-specific knowledge and competencies.

4. Accurate Matching

Not only technical skills but also candidates’ compatibility with company culture are assessed, ensuring long-term, successful employee retention.

5. Cost Reduction

Wrong hiring decisions can be costly for companies. Recruitment consultancy minimizes these risks.

Process Flow

1. Needs Analysis

• The first step is understanding the company's needs. In this process, job definitions, requirements, and competencies for the position are identified.
• A suitable candidate profile is created considering the company’s culture, strategies, and goals.

2. Candidate Research and Sourcing

• The candidate search process is conducted using various resources, including existing candidate databases, professional networks, online career portals, and social media platforms.
• For mid-to-senior level positions, "head-hunting," or direct outreach to candidates, is frequently used.

3. Preliminary Screening of Candidates

• Identified candidates are evaluated based on the skills and experience required for the job.
• Initial interviews and tests (such as psychometric tests, aptitude tests, etc.) are conducted for preliminary screening.
• Suitability is assessed in terms of both technical skills and personality traits.

4. Interview Process

• Candidates who pass the preliminary screening undergo multiple stages of interviews. These interviews may be conducted by the consulting firm or in conjunction with the company's HR team.
• During this process, factors like work experience, leadership skills, problem-solving abilities, communication skills, and teamwork are closely examined.

5. Evaluation and Presentation of Candidates

• The most suitable candidates are identified and presented to the company’s management. A report is usually prepared with resumes and interview evaluations.
• Detailed information about candidates is provided to help the company make the final decision.

6. Placement and Follow-Up Process

• The selected candidate is placed in the job. During this process, support is provided in defining hiring conditions and placing the candidate. Intermediary support is also offered for discussions on salary, benefits, and employment contracts.

7. Adaptation and Monitoring of Results

• The candidate’s adaptation process after starting the job is monitored. The performance and fit of the placed employee within the organization are evaluated at specific intervals.
• When necessary, mediation is provided to resolve potential issues between the candidate and the organization.