ACS follows carefully a planned selection process. This process begins with understanding the clients' needs and goes all the way to follow-ups with both clients and candidates, post- recruitment.
Understanding client organization with regard to existing business activities, organization structure & culture, and future growth plans.

Mapping position-specific competencies including job title, principal accountabilities, key result areas, authority, external/internal contacts, reporting and supervisory relationships, working conditions/environment, job specifications, approximate compensation, location and other relevant details.

Identification of candidates either from ACS massive existing database or by advertising for the position.

Screening candidates on a one-to-one basis by drawing up competency profiles, using testing tools and assessment methods from either Seville & Holds-worth or Thomas International.

Seville & Hold-worth's Occupational Personality Questionnaires (OPQ).
Personality questionnaires can be used to assess all types of staff for a range of applications-selection and assessment, management development, performance management, counseling and occupational research. OPQ is a widely used tool to provide a profile of an individual's behavior at work. It provides information on 32 relevant characteristics that can be used to create an Employee Work Profile for both career counseling and outplacement.

A team of ACS in-house accredited SHL assessors will conduct the entire process of assessment on a one-on-one basis.

Thomas Profiling System tools

Human Job Analysis (HJA) The HJA is a pictorial representation of the profile of the job and generates a profile of a position against which a candidate can be compared.

Personal Profile Analysis, (PPA). The respondent gets profiled to provide the complete self-image of the person assessed indicating factors of self- motivation, the work mask, and behavioral changes in the personality of the individual under pressure. It provides a behavioral profiling tool and helps identify individual behavioral strengths and limitations.

Competency-based interviewing and relevant behavioral questionnaires at various locations to prepare a shortlist with recommendations to client.

Presenting the short listed candidates.

Helping negotiate the offer including compensation structures.

Follow-up with client and candidate subsequent to candidate joining the organization to ensure satisfaction on both sides.