Company "Kadrovy Kapital" renders services in sphere of HR consulting and is glad to offer you help in the decision of following problems:

     1. Recruitment. Standard search, Executive search, Direct search. Standard search and selection is a search of the people corresponding requirements of vacancy in open sources (Internet, mass-media, open bases on employment), and in a database of agency. The candidates satisfying to formal attributes of vacancy, are invited to interview in "Kadrovy Kapital" during which experts of agency estimate both professional, and personal qualities of a potential worker. In case of interview's positive outcome in recruitment agency, a candidate comes to the employer for decision-making.
     Executive search is a search of people with narrow qualification or a rare speciality, and also a selection of experts on supervising posts. As a rule, such resumes are not stored in open sources, therefore other resources are used.
     Direct search is known as "headhunting". Ordering such service, the employer already knows what is necessary: it is either the concrete firm-competitor employee, or the competing organization branch which can represent itself as "donor" of necessary experts. In this case agency experts involve business-investigation elements for an output on necessary people that require additional efforts and expenses. Besides, for using this service, the system of motivation should be thought over in order to force such people to leave a current place of work.
     Service cost is discussed with company's managers and depends on vacancy's complexity and the chosen form of co-operation. We work without an advance payment, with a guarantee of replacement. Payment is made on the new employee's output.

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     2. Labour market researches. Labour market analysis is one of the major formation methods of company's HR-strategy. How much the company is competitive as the employer? How much do candidates requirements correspond to the financial conditions of the declared vacancy? What are the main causes of the personnel fluidity? According to the aim, labour market analysis can be pointed on revealing this or that vacancys middle salary level, companys competitiveness in the market as the employer, or on comparison with nearest business "neighbours".

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     3. Training. Recruitment is a developing branch of HR management. The great demand on experts raises demand on competent recruitmenters, capable to provide a stream of "necessary" people in the company. Unfortunately, now we feel lack of the necessary literature, methodical grants and trainings in recruitmenters professionalism increasing. So a lot of companies are to develop and invent search and selection technologies and techniques. Very often it is done by set of mistakes reflected not only on companys image, but also on efficiency of its activity. Leading experts "Kadrovy Kapital" can help you to save time and to avoid mistakes. They can also share the experience with your young recruitmenters, to lead newest consultations on techniques and on personnel search and selection.

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     4. HR outsourcing. Is a new service which can not only facilitate work of managers on the personnel, but also is capable to replace a high-grade staff department for small companies. The given direction includes full or partial company-customers HR-work conducting, according to the latest changes in the labour legislation of the Russian Federation. Besides the simple operations connected with personnel movement (orders, sheets, registration of work-record cards, calculation of grants and so forth), the given service also assumes new documents development (duty regulations, labour contracts, various internal rules under the labour schedule, fire safety and so forth).

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