selection process

ACS follows carefully a planned selection process. This process begins with understanding the client needs and goes all the way to follow ups with both clients and candidates, post-recruitment.

  • 1
    Understanding client organization with regard to existing business activities, organization structure & culture, and future growth plans.
  • 2
    Mapping position - specific competencies including job title, prinicpal accountabilities, key result areas, authority, eternal / internal contacts, reporting and supervisory relationships, working conditions / environment, job specifications, approximate compensation, location and other relevant details.
  • 3
    Identifaction of candidates either from ACS's massive existing database or by advertising for the position.
  • 4
    Screening candidates on a one to one basis by drawing up competency profiles, using testing tools and assessment methods developed by ACS.
  • A

    Occupational Personality Questionnaires (OPQ)

    Personality Questionnaires can be used to assess all types of staff for arrange of applications-selection and assessment, management development, performance management, counselling and occupational research. OPQ is a widely used tool to provide a profile of an individual's behaviour at work. It provides information on 32 relevant characteristics that can be used to create an employee work profile for both career counselling and outplacement.
  • B

    Human Job Analysis (HJA)

    he 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.
  • C

    Personal Profile Analysis(PPA)

    The respondant 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.
  • 5
    Competency based interviewing and relevant behavioral questionnaires at various locations to prepare a shortlist with recommendations to client.
  • 6
    Presenting the short listed candidates
  • 7
    Helping negotiate the offer including compensation structures.
  • 8
    Follow up with client and candidate subsequent to candidate joining the organization to ensure satisfaction on both sides.