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PERSONNEL CONSULTING

Personnel consulting is a specialised service in the area of human resources management, aimed at streamlining the process of recruiting and hiring the right employees at the right positions in a company.
W&BS specialists are actively involved in building personnel policy of a customer by implementing the following actions:
- Recruitment and ion
- Excetuvie search /headhunting/
- Assessment Centre
- Development Centre
- Tests

RECRUITMENT AND ION
Recruitment and ion of employees s is one of the fundamental elements of the human resources management strategy. Careful ion of staff is crucial for the functioning of an organisation.
W&BS specialists use a combination of ion methods in the recruitment process appropriately to the requirements of a position and project budgeting. They base mainly on the metod of Direct Search while implementing recruitment projects in the country and abroad. The extensive database gathered so far is also a significant source of acquiring candidates.

EXECUTIVE SEARCH
Using Direct Search and Executive Search is a perfect solution when looking for high quality professionals. These are methods of reaching directly highly qualified managers and key specialists who possess unique skills on the labour market.
Executive Search /headhunting/ is a very effective method. The guarantee of its effectiveness is an accurate study of all elements of the search.

W&BS consultants build competence and psychological profiles in accordance with the customer`s requirements. Thanks to this they concentrate their efforts searching for candidates in a precisely defined environment. They identify the right persons by analysing the appropriate professional groups and companies with similar business profiles and organisational structures.

ASSESSMENT CENTRE (AC)
AC is the most reliable ion method since it definitely provides the most comprehensive picture of candidates` competences.
Assessment Centre (AC, Integrated Assessment) is an advanced, multi-dimensional method of recruitment, which enables to carry out a comprehensive assessment of candidates in terms of the requirements of a specific job. Assessment Centre allows to verify the desired personality competences, professional skills and knowledge in a reliable and objective way. Assessment Centre sessions consist of sets of individual or group exercises and simulations that the participants undergo. The tasks are adjusted to real professional situations and actions performed every day by a person at a given position. Each Assessment Centre session is designed individually for a certain professional profile.

Assessment Centre projects carried out by the W&BS team include:
- Creating a competence profile for a given position, specifying so-called "core competences", i.e. skills of key importance for a company,
- Creating proprietary tools that verify competences,
- Choosing the appropriate set of tasks and organising an Assessment Centre session,
- Analysing the level of potential employees` professional competences and matching the company`s organisational culture
- Assessment and recommendations developed by qualified assessors,
- Summarising the results of the Assessment Centre sessions in the form of reports.

W&BS Personnel Consulting performs the following tasks in the Assessment Centre sessions:
- "In basket" tasks, i.e. the tasks most similar to duties involved in a specific job,
- Analysing particular cases / problems - "case studies"
- Simulation tasks (simulations of "difficult discussions" with customers, employees, superiors, etc.),
- Group discussions,
- Presentations and speeches,
- Role plays,
- Samples of work,
- Team tasks,
- "Fact finding" tasks (determining information basing on the given information),
- Interviews summarising AC sessions.

DEVELOPMENT CENTRE (DC)
Development Centre session is an action aimed at identifying development potential and skills of employees.

Development Centre focuses on increasing motivation of employees to develop themselves within the company`s structures. It concentrates on the potential - strengths and areas for improvement. This method provides information regarding knowledge, skills and attitudes of the participants. It indicates the aspects that are at the appropriate level for the positions held by them and the factors the development of which would contribute to more effective performance of professional duties.

The Development Centre method gives definitely the most comprehensive picture of the candidates` competences thanks to applying a series of simulation, constructional and group tasks. It can be used in the course of:
- Building a positive corporate image of a company, as a stable employer, investing in the staff development, reliable both inside and outside the organization,
- Creating a professional and motivated project team,
- Recruitment and ion for the highest positions,
- Evaluation of professional potential of the human resources in an organisation,
- Developing a system of competences and talent management,
- Designing career paths,
- Personnel audit,
- Planning of training needs,
- Planning of promotions and reserve personnel.

TESTS
We organise psychological and knowledge tests at the customers` requests. The ion of tests is adequate for the requirements of a position and allows to verify chosen competences of candidates.

Psychological tests are used in the recruitment process as a method for assessing the potential of candidates. Tests and questionnaires for assessment of intellectual, personality and professional abilities are carried out by qualified psychologists. They use highly reliable tools that provide very accurate results.

Knowledge tests examine the actual level of knowledge in a particular field and the ability to use it in practice. The knowledge tests include language tests and tests of specialised skills.