Recruitment process

With deep knowledge in an array of specialties, especially in recruiting fields, aperlead undertakes every assignment with the utmost respect for the accurate process. From the first contact to the candidates’ onboarding follow-up, we highly respect an organized and effective management approach.

1 - Comprehension of clients’ needs

We are committed to meeting your objectives in order to offer you the optimum solutions. This is why this first decisive step consists in meeting you in your business environment. Thus, we carefully listen and understand the context of your expectations and the constraints.

At this stage, we start working side-by-side to find the most appropriate strategies and solutions.

At the end of our first meeting, we make a proposal. This enables you to check the accuracy of the information and make sure that we clearly understand the situation, the job description and the desired candidate’s profile.

This phase aims to formalize such agreement regarding financial terms and research methods.

2 - Call for applications

Your aperlead consultant will help you during this second step. They will provide you with clear and regular written and verbal progress reports depending on the frequency you choose. It gives us the opportunity to continue our qualitative dialogue and exchange.

As soon as we receive your agreement regarding the proposal, we launch the identification and interviews of selected candidates. It enables us to present our recommended short-list of candidates to you rapidly. It accurately reflects your academic, technical and cultural criteria previously established together.

The identification and the interviews of selected candidates begin as soon as we receive your agreement regarding the intervention terms in order to be able to present you as quickly as possible a selection of candidates corresponding to the academic, technical and cultural criteria previously established together.

We successfully implement results-driven and consistent methods in direct approach and/ or candidates’ identification through job postings and database search.

3 - Introduction of the candidate to the client

Your aperlead consultant introduces the selected candidates to you and provides a file per candidate.

After each interview, your aperlead consultant carries out a debriefing with both actors. His role is to ensure that candidates remain available and in a position to accept a potential offer. A balanced client/ candidate relationship with the consultant considerably facilitates this step.

We will help you to determine the terms of the employment contract with the utmost respect to two key factors to build a long-term relationship: the market and the contribution/ compensation equity.

4 - Candidate’s onboarding

aperlead takes care of the candidate’s onboarding and sets a contractual guarantee.
Once the employment contract is signed, the agreement is formalized. It does not mean that the assignment is completed nor accomplished.

Your aperlead consultant remains in contact with the selected candidate during all his notice period in order to continue their relationship and to quickly detect any potential problem.

As soon as the candidate joins his new team, aperlead consultant ensures his full integration through successive steps. We regularly inform you of the possible issues we may be facing, also taking into consideration our trust and confidentiality toward the candidate.

This step is essential to lay the foundation for a genuine and sound client/ candidate relationship. Our mission is definitely accomplished once we reach a sustainable relationship between client and candidate, free from any misunderstanding or frustration.

Relationships between aperlead and both actors will last as long as necessary, allowing us to work as a long term business partner with clients and candidates.

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