FAQ

• How to choose the most suitable candidate for a vacant position?

  

  In order to select the most suitable applicant, you have to define the characteristics that are important for the client, arrange procedures that represent those qualities in the best way, and compare your applicants by uniform criteria. Such procedures can include the Assessment Center, Personal Assessment, testing, and various types of interview. Even though assessment procedures help you to take the best decision, the client, however, always gets to make their choice.

• What should we do when the staff does not feel team spirit?

  

  Team spirit is an important prerequisite for the Company's efficient operations. If the employees do not feel like members of a single team, you have to find out the causes. A personnel satisfaction survey is a solid tool for researching the causes of team spirit degradation.

  Furthermore, shaking loyalty and internal conflicts between employees can be attributable to inefficiently structured communication processes. In such case, you can use a survey of communication processes or group analysis of the situation  in partnership with a professional facilitator as a tool for searching for the causes and conducting analysis.

  After you have identified the causes, you can start developing loyalty improvement programs  and reinforcing organizational culture and internal communications.
  

• Top managers are leaving the company. What should we do?

  

  Resignation of the company's top manager is always the matter the conformity of their expectations with the opportunities for financial and personal development offered to them by the company.
  
  Generally speaking, building a fair and competitive remuneration system for top executives and boards of directors is a mission that each company has to accomplish. Because the best employees always seek to join the best employers.
  
  In addition, a top manager is a position, for which the planning horizon is vital. From this perspective, the company has to make sure that the existing long-term remuneration program ensures a correct correlation between shareholder goals and management goals.

  You also have to note, to what extent the existing remuneration system conforms to the company's internal environment, i.e. the actual business practices and organizational culture that has prevailed within the company over the time of its development.

• How to choose a region for business development?

  

  When planning their regional expansion, when selecting a region for creating or relocating a function (call center, financial settlement center etc.), companies, as a general rule, analyze the region's investment appeal.

  Socio-economic surveys are a vital element of such analysis as they enable you to assess regions from the perspective of availability, structure and cost of human resources. The analytical methodologies developed by our company enable you to select the most favorable regions for business development with the maximum degree of accuracy and reliability.

   

• How to attract talent to the company?

  

  Talented professionals pick successful and well-known employers. In order to include your Company in the list of such employers, you have to create an HR brand and promote your Company on the labor market. After that, you will become a preferred employer of the most professional, efficient and talented applicants. In addition, the existing employees with potential will commit their professional and career ambitions to your Company.