We offer two primary categories of headhunting services: Directional Seeking and General Seeking.
Our mission is to serve as a valuable resource for both enterprises seeking top talent and job seekers aiming to advance their careers. Based on your requirements, we provide tailored solutions for your HR needs.
For many years, our corporate culture has revolved around principles of Efficiency, Honesty, and Innovation. Leveraging a vast talent pool and a team of more than 20 seasoned consultants, each with experience and expertise in specialized sections, such as manufacturing, new retail, pharmaceuticals, semiconductor and microchip technology, artificial intelligence （AI）, clean energy vehicles, IT, FMCG, we have developed a robust infrastructure. This includes professional procedures, industry connections, and cutting-edge IT tools that enable us to excel in delivering the perfect candidates to you.
JobRight prides itself on maintaining a highly rigorous selection process for potential candidates. Our approach is designed to ensure that we identify and present only the most qualified and fitting candidates to our clients. Our process involves several key steps:
- 1. Initial Screening: We begin the selection process by rigorously reviewing all profiles of prospective candidates. Our experienced team of consultants evaluates candidates based on their professional qualifications, work experience, and their extent of alignment with the specific job requirements.
- 2. In-Depth Interviews: Shortlisted candidates undergo comprehensive interviews conducted by our team, where we assess not only their technical abilities but also their soft skills, career aspirations, and personal aspects.
- 3. Skill Assessments: Depending on the role, we may administer skills assessments or tests to evaluate a candidate's proficiency in key areas. This step ensures that candidates possess the necessary technical skills for the position and is usually done in a joint effort with our clients.
- 4. Behavioral Assessments: Where necessary, we utilize behavioral assessments in some cases to evaluate a candidate's personality traits and how they may fit within a specific team or organizational culture; this is usually done as an additional part of the interview process.
- 5. Client-Specific Criteria: We tailor our selection process to meet the unique criteria set by our clients. This means that we prioritize candidates who not only meet the job requirements but also align with our client's values, goals, visions, and corporate culture.
- 6. Reference and Background Checks: We conduct thorough investigations to validate a candidate's employment history, achievements, and character. This step ensures the authenticity and accuracy of the information provided by the candidate and protects our clients from complications.
- 7. Feedback Loop: We maintain an open line of communication with both clients and candidates throughout and after the selection process, gathering feedback to refine our approach, address any concerns, and ensure that our clients are matched with the most suitable candidates.
- 8. Guarantee Period: After a candidate’s onboarding date, we offer a 12-week guarantee period, during which we will provide our client with a replacement candidate for free, in case of the originacandidate’s departure. We are dedicated to resolving the situation promptly and effectively.
It would be our pleasure to assist you in your recruitment project! Contact us today with any inquiries or needs about recruitment at: email@example.com. Please also CC firstname.lastname@example.org.
We welcome you to share your resumes with us to apply for specific positions at email@example.com. Please make sure to provide as much detailed information about yourself as possible in your CV attachment.