Spoilt for choice

The right answer for your challenge

Thanks to our profound insider knowledge and established networks we are able to find the perfect candidate who matches your corporate culture. As the search for a job is a very complex tasks nowadays, we analyse the digital and analogue trends in HR-Marketing.

Exclusive-Mandate

We start by making a careful analysis of the initial situation and clarifying our clients’ expectations. We talk at length to everyone involved to make sure we really understand the business environment, the corporate culture and the team dynamics.

Equipped with this basis, we define our recruitment strategy and launch the search and evaluation process. A methodical, targeted approach during sourcing and interviewing is as important here as transparency and efficiency throughout the process flow.

We identify candidates by a combination of traditional job advertisements, direct contact and the use of social media.

We also use our network and the large pool of candidates, which we have developed over the years, as well as involving experts from the industries in question if necessary. Depending on the complexity of the search, we may also call on external research to identify potential candidates.

Throughout the entire search process, we remain in regular contact with our clients, providing advice and support right up to the conclusion of contract. We are also very happy to assist during the on-boarding phase.

1. Client Briefing

– Goals

– Description of position

– Search criteria

– Candidate personality

– Environment, corporate culture

– Salary structure

2. Start of search

– Position profile is drafted

– Suitable candidates are sourced through:

  • our network
  • our pool of candidates
  • social media

– The advertisement is drafted

– Publication in relevant media

3. Preliminary selection (longlist)

– Careful scrutiny of replies to advertisement

– Preliminary clarification with candidates
by telephone

– Longlist is compiled based on the agreed criteria

– Longlist is discussed

4. Personal Interview

– Consultant in charge of the mandate interviews interested candidates in person to evaluate:

  • Motivation
  • Technical qualifications
  • Personality
  • Fit with position profile
5. Presentation (shortlist)

– Overview of candidates (shortlist)

– Candidates are presented to the client

– “MPA” is completed, if requested

– References are obtained (360° principle)

6. Completion of mandate

– Assistance with decision-making

– Support during contract negotiations

– Assistance during on-boarding

7. Follow-up

– Feedback discussion with client and candidate on completion of mandate

– Support of placed candidate during trial period

Performance Basis

The analysis of the situation and the recruiting of the client’s expectations are at the beginning. We discuss the assignment with all the relevant parties to understand the corporate environment, the corporate culture and the dynamic of the team.

The searching- and evaluation process is started on this basis. An efficient and targeted approach in sourcing and in the evaluation process is just as important as transparency in the procedure.

To indentify the candidates, we combine interviews and information through social media channels.

Furthermore we make use of our network and our internally talentpool.

During this whole search process, we are in permanent contact with our clients. We offer support until the contract is signed and through the onboarding-phase, if desired.

1. Client briefing “light”

– Goals

– Description of position

– Search criteria

– Candidate personality

– Environment, corporate culture

– Salary structure

2. Start of search

– Position profile is drafted

– Suitable candidates are sourced through:

  • our network
  • our pool of candidates
  • social media

– The advertisement is drafted

– Publication in relevant media

3. Completion of mandate

– Assistance with decision-making

– Support during contract negotiations

– Assistance during on-boarding

HR-Consulting

A needs analysis of the is-situation in the HR department and the recording of the client’s expectations are at the beginning. We discuss the assignment with all the relevant parties to visualize the actual challenges.

The consulting concept and the implementation strategy are specified on this basis. The actual trend analysis forms an important pillar as well. If necessary, we consult additional experts. The presentation and discussion with the client builds the base for a successful realisation.

A final procedure is the result of this evaluation process. A methodical and targeted approach is just as important as transparency and efficiency for the implementation.

We are in permanent contact with our clients during the whole process and offer support until performance control. If desired, we support the client during implementation and adaption-phase.

1. Determination of requirements

– Goals

– Capture is-situation

– Assessment of needs

– Visualisation of challenges

 

2. Individual consulting and support

– Consulting concept

– Corporate strategy

– Client presentation

3. Action plan

– implementation

– Support

– Periodic monitoring

 

4. Performance monitoring

– Review of objectives

– Support during implementation and adaptation

– Possible corrections

Our terms

Conditions differ according to services- exclusive mandate, performance basis or consulting. Please contact our consultants

Contact us

More questions? We would be delighted to talk to you any time – please contact us to arrange an appointment.

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Newsletter

da professionals inform on a monthly basis about new vacancies, trend topics in HR, news and surveys. We are looking forward to your subscription and comments.

Newsletter

The working relationship with an assistant is a very personal one. From the outset, that is what my relationship with da professionals was like, very personal and empathetic. The consultant responded to our needs and wishes with a professional and flexible approach.

Gerhard E. WaldeCEO, Walde & Partner Immobilien AG

da professionals went out of their way to understand the working environment, job requirements and personal qualities of the Executive Assistants we were seeking to recruit. They are true professionals with a good flair for what will work well. Their care, clarity of communication and efficiency deserve special mention.

Rainer BaumannHead Group Digital and Information, Managing Director, IT Executive at Swiss Re

Regarding future executive staff, the consultants at da professionals immediately understood our requirements in terms of technical skills and in particular of personality. Thanks to their great expertise and exceptional empathy with people and corporate cultures, da professionals has repeatedly been successful in filling vacancies in our firm. I would always recommend da professionals.

Milan PrenosilChairman of the Board of Directors Sprüngli AG

During our many years of working with da professionals, they have always been outstanding with respect to the rapidity and depth with which they have grasped the working environment and specifications associated with the positions to be filled. This makes them a welcome partner in matters of recruitment. In particular, I would like to mention the professionalism and uncompromising client-orientation of the consultants, as qualities playing a valuable role in the partnership.

Gunter DamianVice President Corporate Human Resources, Health & Safety and Organization, SCHMOLZ + BICKENBACH AG

The team of consultants at da professionals adheres to an extremely professional, client-oriented approach, which always ends in a successful outcome. The agency has been our go-to address for years whenever we need to find and select technical specialists.

Michael WylerManaging Director, IRI Corporate & Maritime Services (Switzerland) AG