professional RECRUITMENT is a personnel selection company.
Our team of head hunters specializes in recruiting activities aimed at identifying the best talent on the market and selecting those most suited to the client’s organizational context.
Our personnel search and selection activities enable our clients to hire high-level profiles capable of making a significant contribution to the company.
Our background as organizational psychologists allows us to effectively assess individual soft skills and understand how well candidates align with organizational values.
Thanks to our experience, we have gained extensive know-how about the job market and a deep understanding of business dynamics and the sectors in which we operate.
As head hunters and occupational psychologists, we identify profiles that are professionally and personally aligned with the role sought, the professional context, and the company mission.
Our background allows us to effectively administer and interpret tests to assess both professional aptitudes and soft skills, as well as technical skills or hard skills.
professional RECRUITMENT is a recruitment agency that has developed a structured 6-step process that guarantees the right candidate at the right time for your company!
Our projects begin with an in-depth needs analysis, aimed at understanding the type of profile sought and the team in which the resource will be placed.
In the next phase of the process, our team focuses on mapping the target market in order to identify the client’s competitors.
In addition to job posting, headhunting involves active searching, which is carried out through direct contact with identified professionals.
During the interview, we explore the candidates’ skills, motivations, and career prospects in order to select the best talent to present to the client.
We assess the technical skills of the profile through the administration of performance tests and its transferable skills through aptitude tests and questionnaires.
Once the candidate has joined the company, we continue to support the client during the candidate’s trial period and beyond.
Our personnel selection activity is characterized by the application of the Tell, Act, Know® interview model, based on the principles of hermeneutics and phenomenology. Our model was developed by the psychologists at professional RECRUITMENT and is a registered trademark.
Why Tell, Act, Know®?
Tell. The candidate is invited to tell their professional story, describing the key moments in their career. During this active listening phase the goal is to grasp the consistency and depth of their story, highlighting the motivations that have guided them and how these influence their choices.
Act. As the candidate narrates, their story is constantly compared with the concrete actions they have taken during their career. The focus is on the decisions made, the responsibilities assumed, and the results achieved, while seeking to understand how much the candidate’s actions reflect their values and skills. The goal is to validate the correspondence between the story and the facts to ensure that what is said has a concrete basis.
Know. The final stage consists of the final assessment of the profile, which is the result of a comparison between the candidate’s account and the episodes reported, in light of the critical analysis carried out by the consultant during the interview. This is an in-depth assessment that goes far beyond a simple examination of technical skills: we also include aspects such as motivation for change, career vision, and alignment with company values. Our goal is to provide a clear and reliable picture of the profile in order to select only the most suitable candidates for the new work environment.
This method, therefore, brings out the salient personal traits of the interviewee, such as:
The interview based on the TAK® model is conducted by combining a hermeneutic approach, aimed at understanding the consistency of the candidate’s professional narrative, with a phenomenological approach, which establishes the supremacy of concrete episodes in determining the meaning of events. In essence, it allows us to trace the narrative back to the events of the professional history in order to validate its validity.
Our personnel selection activity is characterized by the application of the Tell, Act, Know® interview model, based on the principles of hermeneutics and phenomenology. Our model was developed by the psychologists at professional RECRUITMENT and is a registered trademark. .
Why Tell, Act, Know®?
Tell. The candidate is invited to tell their professional story, describing the key moments in their career. During this active listening phasethe goal is to grasp the consistency and depth of their storyhighlighting the motivations that have guided them and how these influence their choices.
Act. As the candidate narrates, their story is constantly compared with the concrete actions they have taken during their career. The focus is on the decisions made, the responsibilities assumed, and the results achieved, while seeking to understand how much the candidate’s actions reflect their values and skills. The goal is to validate the correspondence between the story and the facts to ensure that what is said has a concrete basis.
KnowThe final stage consists of the final assessment of the profile, which is the result of a comparison between the candidate’s account and the episodes reported, in light of the critical analysis carried out by the consultant during the interview. This is an in-depth assessment that goes far beyond a simple examination of technical skills: we also include aspects such as motivation for change, career vision, and alignment with company values. Our goal is to provide a clear and reliable picture of the profile in order to select only the most suitable candidates for the new work environment.
This method, therefore, brings out the salient personal traits of the interviewee, such as:
The interview based on the TAK® model is conducted by combining a hermeneutic approach, aimed at understanding the consistency of the candidate’s professional narrative, with a phenomenological approach, which establishes the supremacy of concrete episodes in determining the meaning of events. In essence, it allows us to trace the narrative back to the events of the professional history in order to validate its validity.
Our personnel selection activity is characterized by the application of the Tell, Act, Know® interview model, based on the principles of hermeneutics and phenomenology. Our model was developed by the psychologists at professional RECRUITMENT and is a registered trademark. Why Tell, Act, Know®? Tell. The candidate is invited to tell their professional story, describing the key moments in their career. During this active listening phase, the goal is to grasp the consistency and depth of their story, highlighting the motivations that have guided them and how these influence their choices. Act. As the candidate narrates, their story is constantly compared with the concrete actions they have taken during their career. The focus is on the decisions made, the responsibilities assumed, and the results achieved, while seeking to understand how much the candidate’s actions reflect their values and skills. The goal is to validate the correspondence between the story and the facts to ensure that what is said has a concrete basis. The final stage consists of the final assessment of the profile, which is the result of a comparison between the candidate’s account and the episodes reported, in light of the critical analysis carried out by the consultant during the interview. This is an in-depth assessment that goes far beyond a simple examination of technical skills: we also include aspects such as motivation for change, career vision, and alignment with company values. Our goal is to provide a clear and reliable picture of the profile in order to select only the most suitable candidates for the new work environment. This method, therefore, brings out the salient personal traits of the interviewee, such as:
The interview based on the TAK® model is conducted by combining a hermeneutic approach, aimed at understanding the consistency of the candidate’s professional narrative, with a phenomenological approach, which establishes the supremacy of concrete episodes in determining the meaning of events. In essence, it allows us to trace the narrative back to the events of the professional history in order to validate its validity.
Our psychological background allows us to administer tests and questionnaires to our candidates to effectively assess:
We specialize in the search and selection of professional profiles within various sectors and business areas. Thanks to our in-depth knowledge of different organizational contexts, we are able to adapt and structure effective search and selection projects.
We specialize in selecting partners, lawyers, accountants, and labor consultants.
We support companies in the pharmaceutical and healthcare sectors in their search for technical and commercial profiles.
We partner with banks and financial institutions to recruit specialized professionals.