Selection

"Kern Selection is always looking for the perfect match between the expectations of your organization and those of the candidate."


First screening  

Kern Selection selects candidates initially based on their CVs, and calls potentially worthwhile candidates to screen them in terms of:

• Updating and clarifying their CVs 
• Motivation, driving forces, career plans.
• Interest in the position, company and sector 
• Current remuneration and how this fits in with your salary scale – in accordance with your financial resources.

We only reveal who we are acting for, and outline the background to the vacancy, at this stage if required, to ensure maximum confidentiality, of course, but also to get candidates interested to develop maximum oriented motivation.
Kern Selection will report to you in detail of what we have done, what the response was and why there was no interest, if that was the case.


In-depth interviews at Kern Selection 

Candidates who show the right profile based on this initial telephone screening are invited to an in-depth interview at Kern Selection's offices.

This in-depth interview looks into what candidates have actually done in detail, and considers how interesting their CVs are in the light of the vacancy. We look extensively at their motivation and job expectations, and then sketch a subtle picture of their personality. We also contact candidates' previous employers for references at this stage, but only if the candidate concerned agrees expressly, of course.

This approach guarantees a complete, objective profile outline of the candidates considered, and ensures internal candidates are also evaluated using the same objective parameters.

What Kern Selection therefore gives you is not CVs, but one or more potential employees who also fit in perfectly with your organisation's needs in personal terms (including in the future).


Reference checks

In a professional, discrete manner we take reference checks.  This way we get an even more accurate view on personal and professional competences and possible points of attention of potential candidates.



In-depth assessment centre  

We can, if you so wish, screen the final candidates with an extended assessment centre, which also provides details of their development plans. If this assessment centre is part of a complete recruitment process, you will benefit from adjusted prices for this additional service. Kern Selection's in-depth assessment centres have given us an outstanding reputation amongst our clients.

A finished assessment centre often combines:

• A behaviour-oriented interview: background to the CV, establishing motivation and ambitions and surveying the skills to be tested in a behaviour-oriented way; 
• A number of tests on PC: a limited number of psychometric tests which clearly meet the scientific requirements of reliability and validity, and also enable us to make sound judgements on different kinds of intelligence, abilities and personality traits. Here, Kern Selection works with CEBIR and SHL, two professional partners, in developing reliable, valid psychometric testing. While on this point, we would also like to mention that we have outstanding contacts with the Department of employment psychology and test development at Louvain University; 
• A number of standardised simulation exercises, from behavioural skills which allow us to observe candidates while they are 'at work', so to speak. We base our judgements about candidates' commercial talents, leadership qualities and social skills primarily on how they act in typical situations. This is a reliable indication of how they are likely to behave in future; 
• Specialist tests if required on practical cases designed to suit, developed by specialists, which enable us to test their ready knowledge required for the position concerned, such as bookkeeping, legal information, marketing, IT know-how, etc.; 

Each candidate can ask for the results of the selection phase and/or the assessment center.

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