RECRUITMENT

INTERNAL & EXTERNAL RECRUITING
Staff hiring is always Job One because it has to be set up quickly and work seamlessly.
The best employees must be both found and trained, and all at the same time without delay.

At the beginning a founder takes on the job using his networks and contacts. However interviews take time, and sooner or later every contact has been squeezed dry of all helpful information. By the time at the very latest the first HR employee will be taken, who must then be responsible for everything. Yet one can barely keep up with finding new staff in a quick and professional way, because at the same time one must manage the related salary issues, contracts, orientation, trainings and everything else.
KICKSTART-HR OFFERS TWO APPROACHES TO SOLVE THE CHALLENGE OF SETTING UP A SUCCESSFUL PROGRAM FOR STAFF HIRING:
EXTERNAL
PROFESSIONAL HEAD HUNTING BY KICKSTART-HR​
  • selective deployment if urgent situations.
  • provision of pre-qualified candidates immediately.
  • no financial risk through purely results-based commissioning.
  • the time limits of the HR Department and the founder are then available for other issues.
  • No need of hiring expensive recruiters.
INTERNAL
​SETUP OF ONE'S OWN RECRUITING TEAM IN THE HR DEPARTMENT
  • When trainings are constantly called for.
  • Training of the recruiter to become a professional Head Hunter through intensive Trainings/Bootcamps through KICKSTART-HR.
  • Showing your recruiter the range of tools and programs, which a Head Hunter must be at home with.
  • Trainings for succesful job interviews.
  • Upping the recruitment rate through tricks and hidden secrets from the Head Hunter's treasure trove.
  • Checkup and potentially redoing the presentation of your job adverts.
  • New planning and layout of an attractive range of job benefits for a professional presentation on the market; the basics for successful recruitment.
SOME WORDS FROM OUR CLIENTS BEFORE STARTING WITH KICKSTART-HR
  •  “We simply can't find anyone for this vacancy!”
  • “We've got to fill so many high-end positions, and we can't keep up!”
  • “Our HR staff somehow can't recruit properly.”
  • “Management lack experience with interviewing; they have to learn how it's done.
  • Finally it's time for some consistency.”
  • “How should our career website appear? And how can we can we get our applicants to focus on this?”
  • “Too often new employees don't fit their job, which we only find out after a couple of months, and then we have to constantly rehire for a position.”