Recruitment

From job profile to candidate profile
From the given job vacancy, we establish the profile to be fulfilled. The emphasis will be on necessary knowledge and experience, but mostly on the personal qualities expected.

In this phase, the working conditions are discussed with our client. From this an indicator of attainability can be established. The client knows this in advance, to prevent unpleasant surprises. Herein we have extensive knowledge of jobs and sectors within professional services.

From applicant to candidate
Arvode will first check its own candidate records. In this Arvode may make use of the expertise and very extensive network of QuoRatio. QuoRatio is the sister company of Arvode and has been a successful personnel intermediary for almost 10 years.

If necessary, we place an advert (with or without the name of our client's organisation) and provide the design, choice of media and placement (production and traffic).

Selection and assessment
The selected candidates are interviewed thoroughly. The focus here is on knowledge, experience and ambition, but also on whether someone will fit into the culture of the new organisation. The assessment element objectifies and extends our understanding through the use of various tests. The employment conditions are also discussed with the candidate.

Short list
Arvode will only present candidates that meet the agreed requirements in every respect. These arise from the profile compiled, for which we have already given the feasibility indicator. If necessary, Arvode will support and advise in discussions with the candidate and their assessment. Arvode can then provide further processing, by either a rejection or holding of salary negotiations.

For temporary shortages, secondment is perhaps a better solution.