|
|
 |
Who we Are
Eigenheer: Specialists dealing solely with Executive Recruitment
and Selection, Professional Database Development and Performance
Evaluation.
Top Management: Executive Recruitment and Selection Division
at Ernst & Young, one of the biggest auditing and consulting companies
in the world, operating in Brazil since the 1970s.
1987: Eigenheer and Top Management form a strategic alliance
aiming at Executive Recruitment and Selection.
Our Focus
 Identify
position and holder profile accurately
Identify
the best solution for each search
Consulting
team permanently quality-trained and updated
Use
suitable information technology
Present
straightforward applicant evaluation
Assist
applicants cordially and respect their objectives
Keep
track of each search permanently
Our Products
Executive
Search and Selection and Multi-Recruitment Programs
Individual
Executive Performance Evaluation
Performance
Evaluation and Personnel Planning Programs
Support
to Downsizing Programs
Our Work Plan
Devise
Job Description
Prepare
Evaluation Material - I and II
Select
Sources, Contact and Recruit
Select,
Interview and Test
Prepare
and Present Evaluation Reports, Summaries and CVs
Coordinate
Interviews and Support Clients
Gather
Information
Follow-up
to Applicant’s First Working Year
Our Fees
Our
fees amount to 20% of the professional’s annual salary and are
payable in three installments
One
third is to be paid upon authorization, one within thirty days, one
upon acceptance of applicants
Minimum
charge for recruitment and selection is R$ 10.400,00
If
the recruited applicant’s salary is lower than that estimated
for billing purposes, the third installment
will not exceed the previous ones
For
other services, our fees are based on hours incurred
Our Guarantees
For
one year we will be responsible for replacing applicants
For
management positions held by analysts, technicians or specialists,
we offer a 6-month guarantee, since it depends on how long professional
evaluation will take
History
Our first data bank was devised on punched-card McBee system, and
used from 1975 through 1982, when it was replaced with Dbase software
and XT computers.
In 1987 we first devised and partially used the logic structure of
EigPRO .
In 1993 EigPRO comes into operation as an open, flexible system,
which is not only a data collection but also a tool to evaluate professionals
and prepare reports addressed to internal and external clients.
Objectives
Identify
all the human potential available within a company immediately. Evaluate
and quantify a company's management power and recruiting needs.
Manage
promotion, succession and retirement policies instantly. Improve the
company's job structure by analyzing forms over a network.
Evaluate
the best employees in order to ensure fair dismissals in case of downsizing.
Have
directors and managers themselves fill in forms.
Ensure
network use of data by top management.
Visualize
all applicants to the same position immediately.
Describe
and Evaluate every position (and search) in the company.
Update
all data about employees/candidates permanently.
Reduce
TYPING: our system is fitted with a bank of scanned CVs, which are
converted into text form and stored in MS-WORD.
Advantages
Our system is not only a project for Selection and Recruitment, but
also both a multi-purpose tool and a top quality program for Performance
Evaluation, allowing all the following data and tables to be cross-referenced:
number of employees, the most common age groups, educational background,
language fluency, relationship skills, motivation, leadership, the
most frequent activities, the skills most in need, training needs,
positions most commonly replaced, the ablest professionals, the most
prominent professionals, the professionals with the greatest potential,
companies for which they have worked, former positions held, the products
that they have sold or manufactured, etc.
Three Databases
Professional
Database (with data about employees and applicants).
Position
Database (a structure put up in order to evaluate activities and
profiles).
Company
and/or Division Database (Internal Clients) of a company.
Data Recording Fields
Applicants'
educational background and courses taken.
Companies,
areas or professional environment in which applicants have worked.
Applicants'
history of positions held, nature of functions, reporting, reasons
for promotion/dismissal.
Applicants'
professional status (rank, evolution, present status, etc.)
Evaluation Fields (an evaluation
of applicants' potential and current activities)
Current
activities: 10 items
Objectives
and goals to be attained: 5 items
Future
positions: 5 items
Job Structure (4 basic levels,
each with top and middle subdivisions)
Four Basic Levels:
Board
of Directors
Strategic and executive level positions
Management
Tactic level (link between strategic and operational levels)
Supervision
or Coordination
Management of operational groups
Specialists
Technicians and analysts with an individual output
Factors Evaluated
Knowledge Areas
Applicants' educational background (degree of university/college commitment
and excellence), training (excellence in acquiring techniques and
knowledge), computer skills (ability to use or produce information
resources), career orientation (whether technical-operational or managerial
coordination), language skills.
Personality Areas
Intelligence (how promptly at understanding and responding) Energy
(how ambitious and b at attaining goals) Relationship (how sociable
and skillful in negotiating) Leadership (how effective at understanding
objectives and teaming up people in order to attain the latter). Personal
presence (how clearly physical presence is noticed).
Experience-Related Areas
Companies for which applicants have worked (environment and organization
in which their experience has been acquired). Products with which
applicants have dealt (product quality level). Market (trade in which
they are experienced, distribution channels). Specific experience
(results and successes attained, for how long, etc.)
Potential Evaluation
Professional development expectation based on the skills and abilities
identified.
Evaluation Levels
10
= O - Outstanding (fully recommended)
8
to 9 = E - Excellent (recommended)
6
to 7 = G - Good (not fully recommended)
1
to 5 = P - Poor (not recommended)
Report Models (Applicant Presentation Reports)
Job
Description
Applicant evaluation
forms: History, Activities and profile education, Personality, Companies
and Position, Professional Development Chart and Conclusion
Curriculum
Vitae and Digital Photograph
Summary
|
|
|
