Second Opinion
With Second Opinion you get a deep and broad assessment of the candidate's experience, personality, and abilities. In addition to objectively examining the candidate's match to the role, you also receive concrete tools and data to best lead and coach the candidate in future employment and onboarding.
A complete Second Opinion includes the following elements:
- Work psychology tests (personality and cognitive abilities).
- Personal feedback with the candidate.
- Competency-based interview.
- Reference takning.
- Complete debriefing (vocal and written).
- Background check.
Overview second opinion
Do you wish to do some of the steps on your own? Look in the table and choose the variant that fits best.
The Process
- Work psychology tests
- Validation and personal feedback with the candidate
- Complete reporting to the Client
- Competence-based personal interview
- Reference takning
- Background check
Price
The importance of Second Opinion when recruiting in-house
When companies handle recruitment on their own, it can be difficult to ignore personal expectations and preconceived notions. A second opinion ensures that decisions are based on facts and not influenced by internal bias...
Background checks - an effective tool that prevents wrong recruitment
A wrong recruitment can be very costly for the employer and, in the worst case, a wrongly recruited employee also risks damaging the business. One measure that can prevent costly wrong recruitment is a routine background check of the candidate.
The importance of work psychology tests in the recruitment process
Is work psychology testing really necessary and what kind of return does it really give? Can't you just go for feeling and chemistry when recruiting? It has gone well before, so why shouldn't it go well this time? But, can we afford to take a chance?!
