Our methods

Each assignment is unique, so we provide custom work every time. How we approach any recruitment procedure is decided in close consultation with the client. At the outset, we make clear agreements about the methods to be used and the presentation and evaluation of candidates, as well as the schedule. A search programme involves the following elements.

Situation outline and job description
Our work is founded upon a thorough analysis of the position and its context. We describe the vacancy and the organisation in terms of objectives, structure and business culture, as well as the competitive arena, the job requirements, the team and the successful candidate's career prospects. This results in:

• A complete profile of the company's market position, its internal organisation and the specific department and working environment.
• An exact description of the job, including its attraction, conditions of employment and emoluments.

This information provides the guidance we need to compile an accurate candidate profile.

Candidate profile
We use a number of criteria to describe the candidate we are looking for. What educational qualifications should they have? What professional experience? Do they need specific knowledge of IT processes, modelling systems or legislation? What personal skills are required? This candidate profile serves as the basis for a focused search.

Search and preselection
We conduct both file and market searches. The former involves consulting our extensive database of professional candidates, the latter using our exclusive network to identify suitable individuals. For each assignment we return to the marketplace to look actively for the very best candidates. To begin with, we always check whether the post has already been advertised and who has previously been rejected for it. That prevents duplication and mistakes.

We approach potential candidates in a discreet and friendly way to invite them for interview. Selection is based upon their knowledge, experience, ambitions, personality and skills as they relate to the particular position we are filling.

Candidate presentation and interviews
After a series of selection interviews, and having obtained their specific permission to do so, we introduce suitable candidates to the client. Their CVs and our reasons for choosing them are provided, in accordance with the agreements reached with the client. As a rule, Imola is represented at the first meeting between a client and a candidate. Both sides usually appreciate this as useful, and it also provides input for our support in the evaluation and decision-making process.

Making the match
The client is now in a position to choose the best man or woman for the job. The rest of the procedure is carried out in close consultation with the client. Imola also stays on hand to monitor the probationary period. About five months after the candidate is taken on, we review his or her performance with the client.