We are a team of handsome pupils, for whom the future is something we work everyday and in the construction of which we take into account some simple principles:
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The „Be You consultants„ idea came to us trying to do a personal CV at entrepreneurial education class. Like everybody, we've searched on Google and, guess what, we've hit over hundreds, thousands of sites that offer "models" of professional ... resumes. Then we thought that all these "recipes" sacrificed, in fact, an essential asset of the human, his personality, that all these "professional" models are but a Procust's Bed in which "HR specialists" clog your personality to match the job you are looking for.
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We thought to offer people and companies a service to help them value what human has the best in it. For this, through our methods, we help you to remember (anamnesis) the experiences that have contributed to your formation and becoming, to reflect on how you have integrated into your experience the errors and faults and how you have become the human you are.
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Every company strives to recruit capable people at the highest level. We are, however, witnessing an increasingly widespread phenomenon.On the one hand, companies fail to hire the most suitable people (the rate of leaving a company by employees is 6 months), and on the other hand, young people are in constant movement, looking for a job satisfactory work ....
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Corina Neagu Rentrop & StratonFinding a diamond has never been and will never be easy.It is not easy to attract to your company, motivate it and keep it as long as possible . And the explanation that it relies on is that human capital management is not a strong point for all employers and managers in Romania and abroad. There are too many companies where valuable employees get too little time and do not make the most of their abilities and skills . Are managers to blame? Are they to blame employees?
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Reality...shows
Well, for us, the explanation is rather of a socio-economic and political context that allowed standardization and almost malignity of recruitment. And, if we look a little at the employability criteria used by companies, we will see that there is not much difference between them ( a certain number of years of work experience, team-work, communication, and ) In addition, we face a somewhat paradoxical situation. On the one hand, recruitment occurs as a fast-food HR, where recruiters quickly scrutinize candidates' CVs, perhaps retaining the person who has made a specific statement about job posting (many sites that offer Online CV services state that " a recruiter does not lose more than 30 seconds to view a CV" ) and on the other hand, to take up a position in a top company, you can wait until 3- 4 months, during which you pass through various evidence, which more strange, to help recruiters make a decision as far as you are concerned. If you are selected, then you would at least apologize for "wasting your time with usefulness ." For the recruiter is his job itself, so it should not be disturbed, but for the one who is not selected, things are really dramatic. Why? Because it is indeeda " lost time ", a sacrificial resource. And here we are, because what we do is saves time, both for the candidate and for the employer. In addition, it provides information that may be more relevant for the employer to be in front of a suitable candidate. Many multinational companies have already identified the risks that standardization implies ( macdonalisation of the company ) and no longer have any prejudices regarding the recruitment of employees. For many companies, top employees have not necessarily graduated top selective schools, but have "better-than-average-to-problem-solving skills", "better than average" and "better memory than average," and "curiosity better than average, "but the issues are still far from being resolved. Therefore, it is time to offer our clients the chance to find the right job, the right employer / employee, a service that benefits everyone. |