Identify the profile of the evaluated professionals (candidates or collaborators)   which, compared to the vacancy profile, ensure better conditions for decisions in Hiring Processes, Internal Promotions/ redirection of careers and in Dismissal Processes.

Phases:

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1) Survey of information related to the company (Culture, Mission, Vision, Values),  your specific interests and needs for the process;_cc781905-5cde-3194-bb3b -136bad5cf58d_

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2) Detailed survey of the vacancy / process profile, identifying the main skills techniques to be evaluated; 

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3) Survey of the Behavioral Characteristics (Knowledge/Skills and Attitudes) of the candidate/employee using psychological tests approved by the Federal Council of Psychology and other techniques for identifying profile/potential, in line with as necessidades_cc781905-5cde- 3194-bb3b-136bad5cf58d_already identified together with the applicant;

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4) Elaboração e encaminhamento a empresa solicitante de um Laudo Comparativo entre o Perfil Profissional do  _cc781905-5cde- 3194-bb3b-136bad5cf58d_ Cargo  X  Perfil apresentado pelo Candidato Externo  (External Recruitment)  or Collaborator  (Internal Recruitment);

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5) If the Potential Assessment is requested to assist in the processes of Internal Recruitment, an additional step will be created for the Feedback to be given to the requesting area and then to the employees involved._cc781905-5cde- 3194-bb3b-136bad5cf58d_

 

We have noticed that this practice minimizes the losses caused by the non-use of internal candidates (not approved), contributing to the maintenance of their motivation and continuity of interest in their development in the company.