Service Process

Pre-stage Review job requirements

For the successful progress of the project, accurately understanding the requirements of the client company is an absolute basic element for selecting the right person for the project and producing good results afterwards. Therefore, job requirements such as position, chain of command and organizational positioning, duties performed, age, experience in the relevant industry, place of work, annual salary level, working hours, etc. are defined in detail through communication with the client.​

01. Candidate Search

After figuring out the exact job requirements of the position, we select the target candidates after defining the detailed requirements of the target candidate through DB search and new outsearch secured based on this. In particular, in this process, companies in the same or similar industry as the client company and related fields are set as target targets, and then a number of people who meet the conditions are specified. At this stage, the consultant creates a long list of candidates through the internal DB system and various wide-area searches, and at this time, the online talent recommendation system is used in parallel to secure a pool of candidates.​​

02. Pre-Interview /
Candidate Recommendation

For the candidates for the long list award created in the previous step, the former intention is confirmed through individual contact, and then candidates for pre-interviews are selected for candidate verification. Through a character evaluation through a pre-interview, the candidate's competency and position suitability are identified. If necessary, in this process, various diagnostic techniques are used to verify that accurate candidate evaluation can be made. Based on the results of the pre-interview, we create a short list that selects candidates for recommendation from the existing long list, selects candidates from among them, and recommends them to our clients.​​

03. Client Interview

As a step in which the client company directly interviews the candidate, the customer directly checks the suitability of the carefully selected candidate. In addition, if a 2nd or 3rd interview is required, we will provide all support so that the interview can be held at the time and place desired by the customer. In order to achieve this, we perform liaison work for both sides and mediation work for issues that arise. In the case of an additional interview, we prepare additional materials necessary for it.​​

04. Negotiation /
Concerning the terms of employment

For the candidates for the long list award created in the previous step, the former intention is confirmed through individual contact, and then candidates for pre-interviews are selected for candidate verification. Through a character evaluation through a pre-interview, the candidate's competency and position suitability are identified. If necessary, in this process, various diagnostic techniques are used to verify that accurate candidate evaluation can be made. Based on the results of the pre-interview, we create a short list that selects candidates for recommendation from the existing long list, selects candidates from among them, and recommends them to our clients.​

05. Follow-up Management

Once the candidate has been accepted into the company, the next step is to finalize the project. We manage communication between the client company and the candidate so that the hiring process proceeds smoothly on the hire date confirmed in the previous step. In addition, even after the hired candidate goes to work, we regularly check the satisfaction of both parties, check for any abnormalities, and help the newcomer to demonstrate his or her capabilities through quick adaptation after joining the company. ​