The Lugera Certification Test for Professional Recruiters
Phase 1 Briefing
Before I meet with the client I have investigated the vacancy (in TalentBase, salary ranges, # of CV's)
Yes
No
Depends
Before I meet with the client I have searched him on all the social media (Google, FB, Twitter, LI)
Yes
No
Depends
Before I meet with the client I have read our history with the client locally and internationally
Yes
No
Depends
Before I meet with the client I have studied their website, I know what they do, I know their competition
Yes
No
Depends
I discuss in person the profile with the client. If not possible in person than over the phone.
Yes
No
Depends
I mostly come to an agreement on the most essential requirements and the less essential
Yes
No
Depends
I can advice the client about the adequate remuneration level and structure
Yes
No
Depends
I can advice the client about the possible employment options and labor contract issues
Yes
No
Depends
I usually receive tips from my clients about potential candidates & sources
Yes
No
Depends
I usually inform the client when I will introduce the first candidates
Yes
No
Depends
I always agree upon a periodical reporting schedule and contents of the report
Yes
No
Depends
When back at the office I make a search & selection plan which I send to the client for his input
Yes
No
Depends
Phase 2 Search Tools
First thing I always do is a mass e-mail to filtered relevant candidates in TalentBase®
Yes
No
Depends
Second thing I always do is to publish the vacancy on all the relevant websites
Yes
No
Depends
I investigate previous search projects with similar vacancies
Yes
No
Depends
I ask colleagues having done similar vacancies or having worked for the particular client for tips
Yes
No
Depends
If relevant I advertise the vacancy in printed media
Yes
No
Depends
I select companies where candidates might work and I call directly to these companies
Yes
No
Depends
I select candidates from TalentBase® and I call directly all the relevant candidates
Yes
No
Depends
I notify my network in TalentBase® with the vacancy
Yes
No
Depends
I issue rewards to my network for relevant tips resulting in a successful hire
Yes
No
Depends
I contact student networks, student clubs and universities (campus recruitment)
Yes
No
Depends
I contact labor offices, Eures and other labor institutions for relevant candidates
Yes
No
Depends
I contact HR Managers for sharing with me their candidates
Yes
No
Depends
I contact companies which are downsizing & outplacing staff
Yes
No
Depends
I visit exhibitions, seminars and events attended by relevant candidates
Yes
No
Depends
I visit bars and restaurants where relevant candidates are gathering
Yes
No
Depends
I join clubs, organizations where relevant candidates are members
Yes
No
Depends
I write articles in relevant media and websites read by the potential candidates
Yes
No
Depends
I always twitter my vacancies
Yes
No
Depends
I always publish my vacancies on facebook
Yes
No
Depends
I always publish my vacancies on linkedin
Yes
No
Depends
I always ask my client for tips for relevant candidates and relevant companies
Yes
No
Depends
I always get potential candidates through referrals
Yes
No
Depends
When relevant I use the TalentBase® in other countries and other international resources
Yes
No
Depends
When relevant I buy addresses from external databases
Yes
No
Depends
When relevant I engage other recruitment agencies for the search
Yes
No
Depends
When relevant I engage free-lance recruiters for my search project
Yes
No
Depends
I specialize in one or two business segments of which I know all in's and out's
Yes
No
Depends
I specialize in one or two job families so I know all in's and out's
Yes
No
Depends
Phase 3 Selection Tools
I read and assess CV's quickly and correctly
Yes
No
Depends
While phonescreening I have a script and I quickly and smoothly qualify the candidate
Yes
No
Depends
Before the interview I have studied the CV and I have a structured questionnaire prepared
Yes
No
Depends
Before the interview I "Googled", "FaceBooked", "Twittered" and "LinkedIn-ed" my candidate
Yes
No
Depends
I always check references from short-listed candidates and always with their permission
Yes
No
Depends
When relevant I ask for a criminal record statement
Yes
No
Depends
When relevant I apply technical skills tests
Yes
No
Depends
When relevant I apply an assessment center
Yes
No
Depends
When relevant I apply character/psychological testing
Yes
No
Depends
I interview in person at least 25 candidates per week
Yes
No
Depends
Phase 4 Communication with Candidates
I always thank my candidates for meeting with me in person, for talking to me
Yes
No
Depends
I always answer my e-mails the same day I receive them
Yes
No
Depends
I always answer missed calls the same day I receive them
Yes
No
Depends
I always confirm by e-mail of what was discussed during the conversation (phone or in person)
Yes
No
Depends
I always have prepared my interview with questions and have studied the CV
Yes
No
Depends
I am always friendly, warm, happy and optimistic in my communication
Yes
No
Depends
I reject candidates on spot when it is clear they do not qualify
Yes
No
Depends
I always offer help to candidates I reject and I give constructive feedback
Yes
No
Depends
If I reject candidates I give them an overview of other agencies where they can apply for jobs
Yes
No
Depends
After the interview I always send an e-mail to the candidate with a summary of results + thank you
Yes
No
Depends
I advice my candidates on employment issues, labor contracts, technical hiring and firing issues
Yes
No
Depends
I ask interviewed candidates permission to add them to my personal network
Yes
No
Depends
After the interview I send a thank you e-mail and ask for feedback about myself
Yes
No
Depends
I discuss this feedback with my colleagues and we implement improvements
Yes
No
Depends
I regularly communicate with my network and at least once in every three months
Yes
No
Depends
Every three months I contact my placed candidates to inform how they are doing
Yes
No
Depends
I always ask my candidate for a reference letter
Yes
No
Depends
Phase 5 Communication with Clients
I always send within 48 hours after the briefing my search & selection plan
Yes
No
Depends
I always thank my client for giving us the project
Yes
No
Depends
I always thank my client for the trust in our company
Yes
No
Depends
I always answer the phone call from my client or answer the phone call at the 1st opportunity
Yes
No
Depends
I always answer to my client's e-mail the moment I see the e-mail
Yes
No
Depends
I weekly send an up-date of the project with results and future steps and a deadline
Yes
No
Depends
When I think I am not reaching the deadlines I notify my client with reasons and a solution
Yes
No
Depends
I offer my client also our other services
Yes
No
Depends
I send from time to time excellent relevant candidates as part of TalentScan to my (potential) clients
Yes
No
Depends
I follow the client's vacancies on internet and I contact my client offering my help
Yes
No
Depends
I inform my client of all relevant labor market information which I encounter
Yes
No
Depends
I offer our contacts in Sourcing in our TalentBase® for potential clients for my client's business
Yes
No
Depends
I always know the problems, analyse them all, AND I act and speak in solutions
Yes
No
Depends
I communicate in a friendly, warm, happy manner with my clients
Yes
No
Depends
I focus on adding value, being informative and a source of help and support, constantly
Yes
No
Depends
Every three months I ask my client how the placed candidate is doing
Yes
No
Depends
I also ask if there is something else I can do, if they have other vacancies or needs
Yes
No
Depends
After the project I ask feedback from my client what can be improved, what was good etc.
Yes
No
Depends
I discuss this feedback with my colleagues and we implement improvements
Yes
No
Depends
I always ask my client for a reference letter
Yes
No
Depends
Phase 6 Activity overview
I make at least 340 phone calls per month
Yes
No
Depends
I have at least 25 interviews with candidates per week
Yes
No
Depends
I send at least 400 e-mails per month
Yes
No
Depends
I have at least 1.000 candidates in my TalentBase® network
Yes
No
Depends
I always introduce the 1st candidate within 48 hours
Yes
No
Depends
Within 5 days I have introduced at least three qualifying candidates
Yes
No
Depends
Every 3 months I contact all the candidates in my network
Yes
No
Depends
I focus on improving my self all the time
Yes
No
Depends
I specialise my self in several job families/branches/companies
Yes
No
Depends
I offer help and support to my clients, colleagues and candidates
Yes
No
Depends
Phase 7 The Lugera Way - about You!
I always say YES, meaning I always offer my clients and candidates solutions
Yes
No
Depends
I always go the extra mile, meaning that I always do something extra
Yes
No
Depends
I make sure I am always prepared for my clients and my candidates when I meet with them
Yes
No
Depends
I am knowledgeable about all search & selection techniques, our services, our contracts…ALL
Yes
No
Depends
I always reach for star quality. Being average or good is just not good enough for me
Yes
No
Depends
Faster is usually better for me than slower. Doing it now is usually better than tomorrow
Yes
No
Depends
I take full responsibility for the success of my project. I never blame candidates, clients, competition
Yes
No
Depends
I am willing and prepared to take risks and make mistakes. From my mistakes I gladly learn
Yes
No
Depends
I am by nature an optimistic person and I am fond of people
Yes
No
Depends
I am help driven. Supporting my candidates and clients comes first. Billing clients comes later
Yes
No
Depends
To reach positive results I go beyond the instructions from my management (if necessary)
Yes
No
Depends
To reach positive results I go beyond the internal rules and standard practices (if necessary)
Yes
No
Depends
I prefer positive results over following blindly the internal rules and standard practices
Yes
No
Depends
I always display a critical view on the company's standard rules and practices and seek to improve
Yes
No
Depends
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