The ability to make insightful decisions about people is today’s most enduring source of competitive advantage. Mskills United – concentrates on helping clients achieve this advantage through the identification, assessment and recruitment of the best talent available in the market.

On the surface, our search process seems like others. However, new clients usually discover the experience of working with Mskills to be different. At Mskills, we not only provide recruitment consultancy services to our clients but also give the applicants a perfect platform to get their dream jobs. We can help our clients to get the suitable candidates, cultivate them and retain them. Our comprehensive recruitment and staffing solutions as HR Consultant ensure the delivery of profitable proposition for your workforce requirements.

At Mskills, we follow a carefully structured recruitment and selection process, which starts right from understanding the clients’ needs and functions all the way to follow-ups with both clients and candidates post recruitment. A brief introduction on different involved in our recruitment process is given below: -

Pinpointing your needs: Our briefing meet is the start of an emotional commitment to complete the work with professional excellence. It begins with a rich discussion of the critical business issues that the recruitment will address and the essential requirements of the position. Next, our recruiters qualify the behavioral characteristics that the best candidates will require to succeed in the future role. The recruiters will also review critical incidents as well as the competencies required to successfully navigate through the situations the candidate will most likely encounter on the job. Beyond the emotional and professional commitment, buttressed by a proven methodology, our recruiters themselves make the critical difference, bringing genuine insight in discerning clients’ needs. Their former careers give them real-life sensitivity to many aspects of the performance requirements of the role. Importantly, the same recruiters that receive the brief handle every aspect of the searchthrough completion.

The ability to make good “people” decisions is today’s most enduring source of competitive advantage. Decisions at the time of recruiting senior talent cast the longest shadow of all.

Finding the best: Recruiters identify candidates from three sources: their own professional networks and relationships, those of their systematic research. The recruiters’ own ideas will stem from their knowledge of your sector or function and their experience in sourcing. This pool of known talent is augmented by ideas flowing from other recruiters within or between offices, due to our collaborative culture and remuneration structure that encourages cooperation. Consequently, clients engage more than individual recruiters; they engage the entire firm with all of its relevant sources and experts. Our researchers and knowledge managers – who do not approach candidates themselves – constantly monitor career moves of business leaders where we operate. And update our database with more no. of senior executives regularly.

Approaching candidates: Approaching the candidates is one of two points of maximum leverage in a search, so we never delegate this critical activity to researchers. The recruiters working on the engagement are best prepared to present the opportunity in a compelling way, articulating the nuances of the position and commenting meaningfully on the cultural aspects of the client organization. The recruiters will also be able to credibly address concerns candidates may have about the opportunity relative to their own careers and their prospects within the client organization. Given the background and seniority of our recruiters, most candidates feel the people approaching them are peers in the business world and usually value their insight and advice; the high quality of the dialogue between our recruiters and candidates greatly increases the prospect of attracting the best talent to our client organizations. Indeed, our commitment to managing long-term candidate relationships further strengthens this bond and enhances our access to top talent for our clients.

Assessing the “how”: There is growing recognition that how a person does something predicts success better than what his or her qualifications theoretically enable him or her to do. When interviewing candidates, our team steers away from narrative interviews that simply retrace a person’s achievements. Instead, team focus on the “how” questions, following our competency-based interviewing model.

Answers to these questions can be windows into the individual’s behavioral characteristics, enabling sensitive judgement of the candidate’s ability to perform in the job and adapt to the client organization and culture. Examples from a candidate’s professional record allow recruiters to better predict whether he or she will thrive when challenged with specific performance requirements. Further validation through extensive referencing is the final and crucial complement to the judgement made by our recruiters.

Ensuring closure: The second major point of leverage in a search is converting a mutual “fit” into an actual hiring. In the war for talent, a skilled and insightful approach to closing a search can make the difference between success and failure. Since our team invest in the relationship with candidates through every step of the search process, they are better able to monitor and address concerns about the job or the practical and personal aspects of transitioning as they arise, minimizing barriers to closure at the final stage of a search. Our fixed fee approach assures objectivity on quantitative aspects of the hiring, allowing team to advise both sides in the negotiations without conflict of interest.

Our enduring responsibility: Our team passionate about assuring that hired candidates make a positive impact that exceeds our clients’ expectations. We follow up with candidate and client at regular intervals to check on performance and fit. The team’s diligence in this regard stems not only from professional pride but also from their long-term outlook toward clients and candidates.

 The answers to “how” questions are a window into the candidate’s behavioral style, enabling us to judge their “fit”.