FR NL EN
Active for several years in the world of HR consultancy, habeas offers a range of specialist services in the fields of recruitment and selection, personal evaluation, coaching and outplacement.

The selection procedure at habeas

Affiliated to Federgon, the Federation of partners in the employment sector, habeas has perfected a selection procedure consisting of several stages. Each stage allows an increasingly more detailed and exhaustive analysis of the candidates. This multi-stage procedure allows us to confirm or reject the concordance between the profile sought by the client and that of the potential candidate, while guaranteeing the objective, non-discriminatory and respectful handling of applications.

The selection of the right candidate is made by, amongst other things, answering the following questions:
  • does the candidate have the necessary knowledge and experience?
  • does the candidate’s personality correspond to the demands of the position and the work environment (organisation and internal culture, clients ...)?
  • can the employer satisfy both the short and long-term motivational expectations of the candidate?

1. I want to apply / I want to be contacted

habeas uses various channels in order to find suitable candidates:
  • website advertisements ;
  • database searches ;
  • networking ;
  • direct approaches ;
  • ...

2. Initial exchange of information by telephone

Once potential candidates have been identified, initial contact will be made with them by telephone. Basic information is exchanged in order to ensure that the expectations on both sides correspond.

3. Interview at habeas

habeas only welcomes preselected candidates for an initial interview. Following a presentation of the company, the position and its context, the discussion proceeds with the candidate’s CV being the main topic of discussion. The concordance between the formal qualifications of the candidate and those required for the job will be determined.

4. Interview with the client

If the candidate successfully passes the initial interview, he or she will be invited by the client for a second interview where his/her technical aptitudes (knowledge and experience) in particular will be scrutinised and validated.

5. Assessment

The aim of the final evaluation (assessment) is to assess the degree to which the behavioural and motivational profile the candidates corresponds to the desired profile for the position in question. The assessment is carried out on the basis of evaluation tools selected according to the skills to be measured. References will also be obtained in order to draw up a report which is as exhaustive as possible.

6. The offer and hiring

In principle, this last stage is left to the client. However, if the client so requests, habeas can always act as an intermediary.