ACS follows carefully a planned selection process. This process begins with understanding the client's needs and goes all the way to follow-ups with both clients and candidates , post-recruitment. |
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Understanding client organization with regard to existing business activities, organization structure & culture and future growth plans. |
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Mapping position-specific competencies including job title, principal accountabilities, key result areas, authority, external/internal contacts, reporting and supervisory relationships, working conditions/environment, job specifications, approximate compensation, location and other relevant details. |
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Identification of candidates either from ACS's massive existing database or by advertising for the position. |
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Screening candidates on a one-to-one basis by drawing up competency profiles, using testing tools and assessment methods from either Seville & Holds-worth or Thomas International. |
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Seville & Hold-worth's Occupational Personality Questionnaries(OPQ). Personality questionnaires can be used to assess all types of staff for a range of applications-selection and assessment, management development, performance management, counseling and occupational research. OPQ is a widely used tool to provide a profile of an individual's behavior at work. It provides information on 32 relevant characteristics that can be used to create an Employee Work Profile for both career counseling and outplacement. A team of ACS in-house assessors will conduct the entire process of assessment on a one-on-one basis. |
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b.
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Thomas Profiling System tools Human Job Analysis(HJA). The HJA is a pictorial representation of the profile of the job and generates a profile of a position against which a candidate can be compared.
Personal Profile Analysis(PPA). The respondent gets profiled to provide the complete self-image of the person assessed indicating factors of self- motivation, the work mask, and behavioral changes in the personality of the individual under pressure. It provides a behavioral profiling tool and helps identify individual behavioral strengths and limitations. |
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Competency-based interviewing and relevant behavioral questionnaires at various locations to prepare a shortlist with recommendations to client. |
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Presenting the shortlisted candidates. |
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Helping negotiate the offer including compensation structures. |
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Follow-up with client and candidate subsequent to candidate joining the organization to ensure satisfaction on both sides. |
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