Competency choosing young people according to their profession, even according to their knowledge of technologies or methodology, does not always work. We create and recruit on the basis of competency and their combinations. We perceive competency according to the education, experience gained, as well as experiences with cultures (not necessarily foreign cultures, but cultures in corporations or state authorities and similar professional cultures).
Meetings and personal interviews are at the end of their genesis. Today, we meet, test and measure virtually. This way we demolish a lot of important barriers and budget expenses.
We create communities of candidates, which we work with, follow their progress and motivate them to personally grow. If anything, this way we build positive P.R.
All communication, measurement and feedback has to be mobile. 76% of all access is from mobile devices. Therefore, all content is adjusted for touch screen control, rotation of the screen and its resolution.
For-education and growth
One way transfer of information about candidates in new generations does not work up to standard. Mutual sharing of information, education during working or cooperating in communities of experts in one domain works excellently. We educate them systematically and in a long term period. The result is worthwhile and quality information about their qualities and potential for the present, as well as future demands of the employer.