Mantec Consultants

Recruitment Types

we undertake executive recruitment by adopting one or more of the following methods as required:

(a) data bank selection
(b) advertised selection
(c) executive search / head hunting
we follow a comprehensive approach for recruitment as per the client's requirements. We undertake advertised selection and supplement the response through our data bank as also search suitable candidates in a well planned and thorough manner.

Methodology and Coverage

Thoroughly understand from the client the requirement in terms of management, organisation, job requirement, qualifications, age & experience, work location, remuneration range etc., for the different personnel to be recruited.
Check up from our personnel inventory files to see if suitable applicants are available.
In case suitable candidates cannot be located from our files, draft a suitable advertisement with estimates of costs for the client's approval. Alternatively consider doing executive search for the specific requirements.
If required release the appropriate advertisement expeditiously and screen the applications received for shortlisting candidates for the preliminary interview.
Put up a suitable list of thoroughly screened candidates for the final interview to be held in conjunction with the client.
As a matter of course, check the reference of the selected candidates and their bio-datas for authenticity.
In addition to the normal selection procedure, approach good candidates confidentially and privately on the client's behalf to ensure that the best selection is made within the means available.
Validate the selection process by conducting the 20 personality factors psychometric tests for the final two or three shortlisted candidates to ensure appropriate selections on internationally accepted and proven methodologies.

Outplacement

Mantec undertakes outplacement services for the personnel rendered surplus in an organisation with a view to rehabilitate them either by finding suitable jobs for them or by assisting them in starting up their own business.

Methodology

Group meeting & discussion
Individual assessment & counselling
Bio-data preparation
Interview skills
Training and development needs
Recommendations to prospective employers

Training

Mantec conducts tailor made training programmes for both in company and outside participants . It has the expertise to develop training modules for specific requirements. The details of some of the training programmes conducted in the past are as under:

Rolls royce industrial power (india) kakinada

Title - supervisory skills and individual efficacy
Topics covered

Role of a manager / supervisor
Development of subordinates
Interpersonal skills
Effective team working
Managerial effectiveness
Dos and donts of decision making
Communication and productivity
Transactional analysis & time management
How to get agreement

Engineers india ltd.

Title - business process reengineering
Topics covered

Corporate planning
Human resource management - leadership dimension
Re-engineering process
Restructuring

Usha international limited

Title - effective selling skills
Topics covered

Initial benefit statements
Probing techniques
Handling objections
Support and proving statements
Closing techniques

Psychometric Testing

We use 20 personality factors (pf) psychometric test for validating selection of candidates. This test is used worldwide by multinational and prospective organisations to validate the selection process. Some of the basic traits/factors included in the 20 pf test are adaptability, competitiveness, enthusiasm, leadership, stress absorption, etc.

There are 147 objective type questions based on the 20 traits which the candidate has to answer in 'yes' or 'no' within a given time frame. These answers are then analysed with the help of a special software programme to provide the score of various traits to determine the overall performance indicator of the candidate.

The test further helps to give a deeper understanding of the candidate's personality traits enabling the organisation to guide, train & manage him better. It also helps to avoid recruiting people who apparently look good during the interview but their psychological, emotional and mental capabilities are in conflict.

This is a tool which we encourage our clients to use so that the final choice is made by reviewing the test results of the 2 or 3 shortlisted candidates for each position. This tool can also be used to assess and develop existing employees on a scientific and reliable basis.

Go Back

Human Resource Development