The recruiting process can guarantee a successful placement through its different phases. A closer look to EHR activities will allow you to recognize the value of choosing among many candidates to find the “ideal” one. EHR employs a strict process which is rarely modified, because it is by applying every single phase of the recruiting that EHR obtains the most satisfying results.
In details, the phases are:

Analysis of the client’s company
EHR carries out a study of the company’s environmental variables (such as the industry sector, the setting, and the operational difficulties) that affect the placement process, in order to prepare an accurate profile of the “ideal” candidate.

Analysis of the job and the required competencies
In order to identify the fundamental features that are required to undertake the offered job, EHR developed the technical skills form and the personal competencies form. The former indicates the profile of the sought after candidate, the latter specifies the qualities that are considered crucial to perform exceptionally in the specific occupation.

Assignment feasibility
EHR verifies together with its client whether the requested recruiting assignment is feasible, and determines the ideal means of communication and the time needed to present a group of potentially suitable candidates.

Sources 
1. EHR’s own database
2. Personalized advertisement on newspaper, professional publications, Internet
3. Head Hunting.

Methods 
EHR consultants operate through various methods:
1. Individual interviews
2. Group interviews
3. Personality and Psycho-Attitudinal Tests
4. Training
5. Handwriting Analysis
6. Individual Assessment
7. Recruiting Assessment.

Presentation and placement
EHR presents and selects a group of suitable applicants, supporting the client in identifying the ideal candidate until he/she is operatively integrated within the company.

EHR guarantee
Upon agreeing on the length of a “trial period”, EHR maintains a close relationship with both the candidate and the client, comparing the opinions of both. EHR verifies the degree of satisfaction and the integration of the new employee inside the company. If the collaboration should cease within the agreed upon “trial period”, EHR reactivates the recruiting process with no additional expenses for the client.

Feed-back
EHR monitors the placement process at set intervals (30/60 and 90/180 days), using specific instruments developed to separately ascertain the degree of satisfaction of both the client and the candidate.