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During the selection process we use different tools for evaluating the candidates to check whether the experience, professional background and personality of the applicants meet the requirements.

Selection

Methodology

Selection techniques

During the selection process we use different tools for evaluating the candidates to check whether the experience, professional background and personality of the applicants meet the requirements.

Interview

All candidates participate both in a professional and a psychological interview. The aim of the interviews is to define the professional knowledge of the candidates. The one-to-one conversation helps the consultant in learning both the professional background and the personality of the candidates. In order to succeed we apply the following forms of interviews:

  • Competency-based interview
  • Information gathering interview
  • Stress interview

Psychological interview

The aim is to make a personality profile of the candidates and to examine their level of competency. The advantage of this interview is that, not only a professional consultant, but also, a consultant-psychologist provides a detailed opinion about the suitability of the candidate for the position.

Psychological test

The picture received about the candidate is completed by an evaluation of their personality and other tests that appraise the various skills and abilities of the candidates. The aim is to receive greater differentiated information about the candidates. It is effective because the impressions received about the candidates during the interview can be augmented by the results of the tests, this way allowing us to receive a more complete picture of the candidates.

AC

An Assessment Center is an evaluation method to assess a candidate’s capabilities, and competencies, and predict their future suitability. The participants are evaluated in the course of performing tasks similar to those of the position in question, according to well-defined conditions and criteria, and in relation to corporate goals. With the help of an AC, we have a comprehensive picture of the candidates in a quick and reliable way, thus providing objective selection from several different aspects.

Our new service: Instant AC

Do you select your new emloyees with an internal AC?

Do you have time to create various tasks, and write complex reports? Could an external, and objective assessor, help you to decide?

The instant AC offers exactly this!

- Elaboration of tasks based on both the requirements of the position and of the client
- Delegation of an objective psychologist-consultant to the evaluation committee
- Provision of personality tests
- Moderation of the discussion after the AC
- Preparation of complex reports in respect to benchmark data

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Contacts

SIMONYI & TÓTH KFT.
1015 Budapest
Szabó Ilonka u. 71/A
1255 Budapest, Pf. 194.

Phone / Fax: +36-1-214-1286
E-mail: info@sandt.hu

Partner of AIMS International in Hungary

Partner of AIMS International in Hungary

Our company has been a member of AIMS International (Association for International Management Search) since 1997