This document provides an overview of the selection process used by the consulting firm Search & Selection. It describes the various stages of selection including analyzing job applications, screening CVs, conducting interviews using different structured techniques, administering psychometric tests and simulations, and providing an assessment center for managerial roles. Tips are provided for candidates on writing effective CVs, cover letters, and preparing for interviews and assessments. Contact information is included for consultants at the firm.

1. The selection procedure A to Z Tips & tricks

2. Applying at IKEA

3. Parisa Kashani Postgraduate Human Resources Management, VLEKHO - Business School, Brussels, 2007 Consultant at Search & Selection since 2007 Specialties: recruitment, selection, direct search, assessment centers, competency management Thomas Tielemans Master Industrial Psychology, KU Leuven, 2008 Relationship Officer at Search & Selection since 2008 Specialties: Recruitment communication, employer branding, selection, assessment

4. Introducing Search & Selection Founding year: 1977 Team : 30 employees, 15 consultants Specialties: Recruitment, Search, Selection, Evaluation, Development, HR consulting Markets: Private & public National & International Multiple industries Multiple job profiles Multiple levels

6. Introducing Young Prozzz

12. The job ad Intake with client: making a good job ad, try to trigger The vacant position+the organization as reference points Competency profile: 6 - 8 essential competencies

13. Competency dictionary

14. Analyse job ad: Look for the key competencies Letter of motivation: Give personal description that matches the competency profile How to maximize the chance to be invited for a job interview

15. Analyse job ad

16. Recruitment & Search Maximum visibility : using online and offline media like jobsites, newspapers, industrial magazines, etc.-> ‘passive’ way of recruiting Targeted search : searching in networks, databases (internal & external), job fairs, relationship with schools -> ‘active’ way of recruiting

17. Headhunting & International search Headhunting : Top profiles (executives) en specialists Approached in a direct and discrete manner. International search : An experienced consultant manages the selection on location. EMEA, Russia, Asia

19. How to maximize your visibility CV databases: Complete your profile Use relevant keywords Register at recruitment agencies

20. How to maximize your visibility

21. How to maximize your visibility CV databases: Complete your profile Use relevant keywords Register at recruitment agencies Social media Membership of relevant LinkedIn groups Spontaneous applications

22. The Selection Procedure Step 1: CV screening Step 2: Interview (Preselection) Step 3: Final selection: Psychotechnical research / Assessment Center

23. CV screening An application form on our website: www.searchselection.com , is part of the procedure. Candidates are screened for the first time based on their cv, cover letter and their answers on the application form. Selected candidates are invited for an interview

24. How to write a convincing letter of motivation Explain why: you apply: What is it that attracts you in the job? What will motivate you? they should consider you: What are your relevant qualities? What is the added value you can offer them?

25. How to write a convincing letter of motivation Match your explanation with the job profile f.i. commercial job: aim for results and high performance love social contacts enough challenges prove yourself

26. The resume Make it easy for the recruiter to find all relevant information Structure Emphasize (bold) Free CV-check: [email_address] European CV model

28. Interview 1. Questioning using the Case Method: Hypothetical situation How react? Example competency: ‘working together’ Suppose you and your collegue have to organize a training day, but that collegue does not cooperate and gives all the tasks to you. What would you do?

29. 2. Questioning using the STAR method: Starts from a real situation A more reliable image of someone’s behaviour Example competency: ‘working together’ 1. We ask the applicant to describe a true S ituation regarding a certain competency: Can you describe a situation in which you had to work together with a colleague, but this didn’t go so well? 2. What were your T asks and responsibilities? 3. What did you do? Which A ctions did you take? 4. What was the R esult of those actions? Interview

30. FAQ’s: Why did you apply for this job? What do you know about our company? Where do you see yourself 5 years from now? What are your strenghts and weaknesses ? How to prepare for a job interview

31. Core Quadrant Model (Ofman)

32. Core Quadrant Model (Ofman)

33. Final selection Psychotechnical research: in-depth interview and psychotechnical tests ± 4 h Assessment center: in-depth interview, psychotechnical tests and simulation/ assessment exercise ± 6 h For managerial positions we do an assessment center

34. Competency matrix In een competentiematrix wordt weergegeven welke competentie op welke wijze gemeten wordt. Interview Sim ex 1 Sim ex 2 Test 1 Test 2 Test 3 Test 4 Competency 1 X X X Competency 2 X X X X X Competency 3 X X X Competency 4 X X X X X Competency 5 X X X X X X Competency 6 X X X Competency 7 X X X Competency 8 X X X X X X

35. Psychotechnical tests Personality questionnaire For example: Gordon/GPP-I: Basic factors of personality (the Big Five) Knowledge tests Intelligence tests Motivation & career choice Memory & Learning Etc.

37. Management role play Commercial role play Analysis & presentation exercise Planning exercise Assessment exercises

38. How to succeed in a test day Is preparation useful? Knowledge tests: yes Personality tests: no Intelligence: limited Prepare yourself with online example tests Good night sleep: very Manipulate personality? No measuring social desirability Inconsistant profile

39. The role play Example videos http://www.youtube.com/watch?v=0MKGpMD67b0& http:// www.youtube.com / watch ?v=S6j1Nnj97rQ& Example videos http://www.youtube.com/watch?v=0MKGpMD67b0& http://www.youtube.com/watch?v=S6j1Nnj97rQ&

40. Feel free to contact us Thomas Tielemans: [email_address] www.linkedin.com/in/thomastielemans Parisa Kashani: [email_address] www.linkedin.com/in/parisakashani www.searchselection.com www.youngprozzz.com