Olga Kuznetsova Ph.: +380 44 537 0605 E-mail: okuznetsova@humanfactor.com.ua Human Factor is a leading Ukrainian company providing services in the field of personnel selection, assessment and development. We have been operating in the market since 2001. Our main activities include: - Executive search (since 2001) - Coaching (since 2008) - Assessment (since 2010) We work with major Ukrainian and international companies to help them recruit top managers, develop high-potential employees, and make objective personnel decisions. Our team of consultants have extensive experience and apply research-based tools from Saville Consulting, a global leader

2. We are a local company. Unlike global companies, earn their
reputation and large orders by first signing “general”
agreements and only then fulfilling their obligations, we, on the
contrary, are creating our TM and supporting our reputation
every single day, week, month. Each new project makes it better.
This is why we must show outstanding performance and put
QUALITY as the top priority of accomplished projects.
- Elena Nikolenko, Managing partner

3. • Main branches of activities: search of executive and functional managers in
various sectors of economy (Executive Search) from 2001, center of
development (Coaching) from 2008, and assessment center (Assessment)
from 2010;
• 80% of out clients turn to us again;
• More than 50% are our loyal customers since 2001;
• From 2010 we work in exclusive partnership with Saville Consulting (UK) –
worldwide leader in creation of personnel assessment tools;
• Our consultants are the only assessment specialists in Ukraine that are
certified by British psychological society (BPS);
• 375 accomplished top-manager executive search projects, including search
of Chief Executive Officers and strategic managers;
• 95% of recommended candidates are successful on their jobs and produce
the results they were expected to.

4. SAVILLE CONSULTING - an international company founded in 2004 by British
professor Peter Saville (formerly established SHL Group, author of OPQ
questionnaire, well-known in the world of business). In 2001 Peter Saville
became one of the top ten psychologists in UK and today his products are
acknowledged by leading worldwide organizations.
SAVILLE CONSULTING - world leading developer of tests and questionnaires
that allow to perform thorough analysis of individual’s personality traits,
examine Motives, Talents, and corporate culture, predict employee future job
performance.
SAVILLE CONSULTING conducts global researches in different countries and
uses latest scientific advances in sphere of managing human resource
effectiveness when creating its innovative products.
Products of SAVILLE CONSULTING are offered in 80 countries around the world
and are available in 20 languages. They are renown by world leading
companies.

6. Search and selection of Chief Executive Officers and functional executives
The main target of Executive Search is to increase investment profitability by
finding a new manager.
• Search lasts until the moment the required candidate is found;
• The candidate’s key focus should be on how to correspond as much as
possible to job goals;
• Utilization of broad practical experience and up-to-date researches
(products of Saville Consulting);
• Identification of the important parameters of the position, desired skills
and behavioral models of the candidates;
• Providing complete information about candidates, including expected
work behavior, problem solving skills, motivators etc.

8. Description and analysis of the headhunting mission
In this stage it’s indispensible to perceive who and what for the client company
requires, that is to comprehend its needs and the essence of current vacancy (its
specialization). In order to give a full reply to the relevant questions we carefully
examine the company’s market situation (if needed involving for this purpose client’s
employees, industry specialists and analytical researches). We also clarify its long- and
near-term goals, peculiar features of corporative culture.
Search Strategy Development
Having obtained and analyzed all aforementioned data, we determine target industries
of search, target companies in the industries fields and target candidates in companies,
that is, we find out whether the market can provide us with desirable experts (as well as
taking advantage of our current database).
Then we agree upon the confidential job description with a customer that we will
present to our candidates. And finally, jointly with our client we approve the schedule of
search project implementation.

9. Search and evaluation of candidates
In the commencement of this stage we create the Long List. It’s the preliminary
list of potential candidates. Afterwards we conduct an interview with each of
them on the terms of strict confidence. We aim to reveal their motivation, job
and social skills, personal qualities, their strengths and weaknesses. According
to the interview findings we make the Short List. It’s in our opinion the list of
most suitable candidates. We draw up for our client-company a preliminary
report with succinct testimonials and references of each contender from the
Short List. Hereupon we arrange for a client meeting with each of the selected
candidates. According to the client’s choice the meeting can take place as in
the presence of our representative as well as tête-à-tête. By approbation of the
client’s chosen applicant we obtain recommendations from his previous
workplace.

10. Selection and designation of a Candidate
This is last but not least stage of the search. In its course the client selects the best one and
makes with our help a Job Offer.
If required we arrange the final talks between the client and selected candidate, in the end of
which both sign the Job Offer. Id est the candidate becomes an employee of client company.
Integration and support of Candidate on his new workplace
As the company, which assumes responsibility for quality of our work, we support and consult both
newly-hired coworker and client company during the entire period of integration an adaptation. In
this stage (that usually lasts 6 month by mutual agreement) our job is to be convinced that both
customer and new employee successfully attain previously stipulated goals.
But even upon the termination of adaptation period we don’t sever communication with the
customer and Client Company’s newly-hired employee.

14. In our activity we are following the principles of commitments and guarantees, thorough
quality control of the process on each stage of its realization and maintenance of all ethical
norms of conducting a business.
We act within an Executive Search consultants Association Ethical Codex:
•We are not making offers to candidates that are working in our clients’ companies;
•We are guaranteeing absolute privacy of everyone who participates in the searching
process.
Guarantees:
•180 days with guaranteed one-time replacement without any additional payment.
Reward:
• Always depends on 2 elements: complexity of the search and the desired compensation of
the future staff member;
•We prefer working for a fixed compensation that is agreed and approved prior to the search
in line with the interests of the client;
•Set pre-payment is 30% from the fee.

15. In 2008 a development center opened its doors for all those who want to succeed in
their personal and professional life. Coaching is the most effective way of solving
problems in life.
Coaching is conducted in the form of meetings of a client and a coach, during which the
most effective models of thinking and behavior are formed. These models allow to deal
with complex problems in business, career, personal life and hobbies more easily.
We create individual development programs that are targeted on increasing the
effectiveness of top managers.
Our coaches are professionals with many years of experience in consulting individual
clients in business.
Based on the researches of Manchester Group and other companies, ROI (return on
investment) in coaching equals almost 1 : 5, according to other estimations – 1 : 8 or
even 1 : 10. These numbers speak for themselves and are a reliable proof that
coaching is a very resultant method of increasing effectiveness of the company.

16. Starting from may 2010 we conduct highly professional Assessment in the form of
testing and competency based interview, results of which are a reliable and accurate
tool for personnel selection, planning of job shifts within the company, individual
coaching and effective team building.
We use the latest innovative methods of Saville Consulting company
(http://www.savilleconsulting.com/) – leading British developer of products used to
forecast individuals’ effectiveness and efficiency at the workplace.
Our specialists have studied in UK and are certified by British Psychological Society *
(http://www.bps.org.uk/) as professional assessors.
*BPS (British Psychological Society) – representative body of psychologists in UK,
covering all branches of psychology. Thanks to its Royal Charter, the Society is
entrusted to guarantee high standards of studying and practice in the field of
psychology. BPS certificate is a standard of high quality.

18. Volodymyrska str., 40/2, office 24
Ukraine, Kiev, 01034
Ph.: +380 44 537 0605
Fax: +380 44 279 7018
E-mail: office@humanfactor.com.ua
Elena Nikolenko (Managing partner)
Ph.: +380 50 356 20 20
E-mail: enikolenko@humanfactor.com.ua