Functional analysis  

Who do we go looking for?  

Each project starts with an extensive analysis, aimed at establishing where a position fits in within the organisation and its culture and clarifying the skills profile required.

A suitable candidate must not always just have the right skills, they must also fit into your organisation. The job analysis is carried out through meeting all the parties involved in the decision to recruit and who will make the final choice. This ensures everyone is clear about the profile required. Likewise, candidates must make considered career choices, which can only be don by presenting the position and organisation objectively and correctly.

Kern Selection starts by building up a picture of your organisation:

• Activity, sector 
• Sales, production figures 
• Market position, competitor analysis 
• Market trends, future developments 
• Internal organisation, organisation chart

Working from this framework, we then put the position in its correct place:

• Core duties, new focus 
• Responsibilities, executive authority 
• How the position impacts on the company as a whole 
• Lines of communication – level and sphere of interests of internal/external contacts 
• Management duties: nature, scope, makeup and geographical distribution of the team to be managed 
• Future developments within the position, career prospects 
• Remuneration package, terms and conditions of employment.

Kern Selection will then sit down with you to translate this into the skills profile your vacancy demands.
We consider skills here as a bundle of ready knowhow, skills and attitudes which are required to perform successfully in a given role or position.

• On the one hand, we focus on the technical skills the position requires: does the candidate have the experience, training, specific professional knowhow or experience required? We focus above all on ready knowledge and affinity with the sector. 
• Then we look at their intellectual skills: reading ability, analysis, synthesis, problem solving, organisational talent. 
• Then we consider their behavioural skills: social influence factors such as presentation, commercial and/or management skills. 
• Then their attitudes and personality traits which provide the foundations for performing successfully: emotional balance, assertiveness, empathy, stress-resistance, client orientation, sociability, extraversion, independence, mental flexibility and results-driven. 
• And, finally, we look at each candidate's motivation and ambitions:
  • Where do they want to go in their professional life? 
  • Why do they want to leave their present position? 
  • What is their motivation for the vacancy considered (position and organisation), today and in future? 
  • What are their financial expectations (complete employment package)?

Vacancy description  

The results of this job analysis are, first, an information document you approve: a company file with a vacancy description which is given to all potential candidates, and, second a job profile which enables Kern Selection to propose the right recruitment mix and put the stress correctly in selecting candidates.

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