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TEN Hunting (Eng.)

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Focused on corporate market, TEN Hunting offers services of executive search, assessment, organizational development & career management speakings. We manage both international and national ...

Focused on corporate market, TEN Hunting offers services of executive search, assessment, organizational development & career management speakings. We manage both international and national projects.

Please talk to us of your demand for talents that we will use our extensive network on your behalf.

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TEN Hunting (Eng.) TEN Hunting (Eng.) Presentation Transcript

  • TEN Hunting Matching Opportunities & Talents
  • Differential Strong presence in social networks Wide network Brazil & International Attraction Capacity Macthmaking: Projects & Talents
  • http://www.topexecutivesnet.com • Own social network • Focused on corporate market • Membership spans over 90+ countries.
  • Portfólio TEN Services International Projects Assessment Executive Search Speakings Organizational & Career Development
  • Executive Search & Assessment Executive Search – Hunting Assessment Processes are based on the most Focused on potential assessment, it advanced hunting techniques, profile has immediate and efficient application identification with the best performance in the processes of talent identification , indicators. The objective is to attract the competences mapping, performance most qualified professionals who match evaluation and internal selection to customer needs and cultural adherence. promotion & admission. 5
  • Recruiting & Selection Research Interview Negotiation • Diagnosis of company s needs & • Profissionals are identified, • Introduction of professional and culture along with position profile approached, pre-interview takes personal references of the chosen definition. place and a search analysis is candidate. presented to the company for its • Profile definition for each demand, consideration. • Support to the negotiation when technical and behavioral process between the company & competences are identified together • All candidates selected as the candidate. with the concern of organization s potential will be invited to values and creeds. participate in a technical interview • Soft and professional feed-back when it will be defined those who to all non accepted candidates • Identification of Target companies, really attend the company s who participated in the process. search repositories & determination required profile. of the company regarding research • 3-month Coaching after the hiring environment for demanded • Coordenation of interviews along to facilitate the new employee s professionals. with the company integration process. Starting 15 working days (introduction of first candidates) Interviews with clients Candidate hiring According to the availability of company and candidate
  • Assessment Definition Allign with the concepts among all stakeholders and establish the unique definition of competence. Description of Identifies and relates the behaviors that characterize the existence of competence Adequate Behavior in distinguished levels of relevance. Identifies and relates the behaviors that Unexpected Attitudes characterize the non dominance of this competence and that require its development.
  • Competences Map Recommends development actions that will support IDP Keys the IDP – Individual Development Plan. Relates and establishes actions that the manager must do in order to develop Coaching Guide competences in the team. Completes with suggestions of specialized reading to add knowledge to the in Self- Learning Sources development competences.
  • Profile Evaluation Feed-backs to Managers focused on Self-Development Behavioral Interview per Career Value Profile Competence Identification Evaluation Conclusions and Recommendations to the Company and the start of an individual From competences DISC tool application – Career Anchor tool identification needed to William Marston (1928) Application - Edgar coaching program. the position together Schein (1986) with the company
  • Methodology Mathmatically “Brazilian” within method , totally 100% WEB or PROFESSIONAL Referral adapted to via printed PROFILES Patterns culture, questionnaire related to the conditions & position ´s local traits. demand Analysis of Use of a non Statistically with the Mathmatical study characteristics that transparent Brazilian shows the profile form personal questionnaire in data POPULATIONAL attends the position personality, co-relating capturing to elaborate PROFILE defining the requirements the result to extremely the mapping and statistic norm. reliable patterns. results that are compared to standard profile patterns
  • Team • Virtual agile networking entreprise focused on projects • Senior team and very experienced • Reached leading positions in big companies • Multiskilled, Complementaries & Multifuncionals • Acting in Brazil and Abroad • Fluency in several languages
  • Request for Proposal 1. Executive Search • Director • Senior Manager 2. Assessment 3. Speakings • Organizational Development • Career Management 4. International Projects • Brazilian repatriation • Foreign Talents Imports • Brazilian Talents Exports
  • Contact Octavio Pitaluga Neto TEN – Top Executives Net Chief Networking Officer octavio@topexecutivesnet.com Tel: +55 21. 2235-8721 Cel: +55 21. 8829-4933 Skype: octaviopitaluga GTalk: opitaluga@gmail.com @topexecutives