Personnel search and selection

Cultural and value evolution is a process closely integrated with a modern-day intellectual organization or corporate group. This process is initiated by the company’s incorporators and managers and pursued by its employees. The employees who can ensure a company’s progress and successive growth are more than just a priority in terms of the company’s development – they are a vitally important goal in the process of staffing.

Each personnel search is a carefully pre-planned project characterized by its quality ratios. At Indigroup, we believe that the efficiency of a personnel recruitment and selection company largely depends on the following three principles:

  • Target labor market sector and motivation analysis at the beginning of the personnel search
  • Best practice-based personnel search structure
  • Personnel search specialists trained for different market and industry sectors
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The selection projects for specialist with medium and high qualification level are implemented with the help of three methods: recommendation-based, public and headhunting

Indigroup has been successfully applying these principles in more than 200 medium-sized and large enterprises in the Baltic States and Poland. Since 2010, we have been sharing our many years of practical experience with our customers as well as taking on the responsibility for the strategic decisions.

Personnel selection requires an adaptive quality management system. Only 4% of the specialists and 2% of the executive applicants participating in the search process are chosen for the positions they have applied for. Therefore, long-term and rational decisions are an integral part of each personnel selection project taken up by our specialists. We have invested into a three-directional applicant assessment methodology, and, as a result, each employee search we perform has a predetermined number of cycles and parameters. We trust our clients and value their trust in us as our highest achievement.

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>70%

More than 70% of participants in the employee selection process are the outcome of headhunting

>50000

The search for specialists’ profiles on social networks in the territory of Lithuania managed by Indigroup

4

The number of countries involved in each Indigroup personnel search regardless of workplace location

95%

Average Indigroup applicant rejection ratio*

* After summing up the ratios of headhunting, public and recommendation-based personnel search, 95% of the applicants do not make it to the second stage of the selection process