Recruitment and Selection

The challenges that the labour market faces today are many and varied, the most striking being the shortage of staff.

However, the causes of such a situation are as varied:

starting with maternity leave, sick leave, massive staff fluctuations, the rapid development of companies, the assumption by companies of tasks that exceed their human capital resources they have,
less and less unprepared candidates, certain economic and geographic factors, promotions or retrospectives on a position also create destabilizing moments in a company.


Despite the fact that it requires a relatively long time for recruiting, the additional costs of recruiting, the time of accommodation in the new job that the employee needs before becoming operational, the investment in training at the workplace - the selection of good candidates is a long-term gain for any company that plans its long-term development.

The most common solutions for temporary lack of personnel:


The stage of defining the recruitment needs and the needs for the planning of the positions to be held by the persons with specific competencies is essential in the recruitment process. Starting from this premise, we offer you:

Advice on defining the recruitment needs

  • make an inventory of the remaining tasks discovered due to the lack of specific skills;
  • write job descriptions and descriptions with great precision;
  • define the missing competencies in the organizational structures;
  • create post profiles

These documents define the tasks and activities of the job, as well as the necessary competencies to fulfil it.

The role of Aquamarine HR consultants is to ensure that

  • the documents that are drawn up comply with all applicable legal provisions;
  • the responsibilities of the jobs for which they are recruited do not overlap with those of the jobs already taken;
  • there are no remaining unresolved responsibilities;
  • the design of the goals and of the performance indicators that must logically flow from the assigned tasks;
  • the definition of abilities, qualities and skills that will be included in the job sheet;

In the recruitment and selection process, the stage of the interview weights the most in the recruitment decision.

The direct interaction with the candidates is their chance to stand out, to highlight their specific skills. That is why we pay special attention to this stage, and among the good practices for planning and running:

  • we allocate enough time to interviews (estimated 45 minutes, maximum one hour, but we also consider a possible extension of about 15-20 minutes);
  • for an optimal deployment and for the efficiency of the recruitment process, we pay special attention to the candidate’s adaptation stage;
  • in the interview we ask the candidate as much details as possible about his/her former jobs and workplaces - we do not make assumptions based strictly on the job title.
  • the questions we make are clear and unequivocal, simple and short.

Personnel selection

An important milestone in designing a company’s organizational chart is the selection of staff, which is in fact a process of harmonization, between the requirements of a job and the capabilities of a candidate capable of meeting them.

This depends on the quantity and quality of the work of the future employee. Therefore, employees unable to realize the quantity and quality of the expected work can make the company lose money, time, and cause some difficulties. Moreover, personnel selection is a thorough process, because choosing the wrong person or placing someone in an inappropriate position can lead to efforts and additional time for the employee who could use his or her best experience in another position.

The selection methods are the multiple paths we use in order to choose from a larger number of candidates those who meet the requirements of the positions they want to take. The selection process may be longer or shorter. In cases where the person who proves that he/she possesses the qualities corresponding to the job fulfillment is found, the number of stages is reduced, and a decision is taken immediately after the first interview.



the size and profile of the company


the nature of the positions to be taken


the number of people to be selected


the pressure of external factors, such as time


After analyzing the resumes, the letters of intent, and identifying the optimal candidates for the vacant positions, the selection steps we follow are:

  • phone interviews, face-to-face with potential employees;
  • verifying the recommendations, should they exist;
  • selection of candidates;
  • drawing up the long list, then the short list of potential employees;
  • psychological, professional, personality tests, skills, personal predispositions, etc .;
  • interview with the employer;
  • support in making a decision to hire a candidate based on our expertise;
  • we monitor for three months the way of integration/adaptation of our proposed candidates;
  • we propose other candidates if within three months the employee does not adapt to the job offered;

Personnel Leasing

An unconventional modern recruitment method is the personnel leasing, in other words, the leasing of personnel hired by a company to other companies.


This leasing of people is done through leasing companies, the latter being fully accountable to the work done by the employees.

This method is used by companies that need temporary employees to fill vacant job vacancies following motivated absences of their employees, such as sick leave, maternity leave, or when a company implements large-scale projects and cannot cover all the volume of work with their own employees, and such people can be found relatively easily at leasing companies.

The rapidity with which companies have been developing lately requires employers to find different solutions for temporary job vacancies. Personnel leasing is one of the optimal solutions to ensure the company’s operational flow, and the benefits it brings are the following:

  • continuation of activity without syncope;
  • avoiding the interruption of the activity of other employees to take over certain vacant job activities;
  • avoiding the production synopsis, delaying the delivery of services/products, thus avoiding penalties;
  • on the long run, lower costs;
  • work at home for more efficiency by avoiding the travel from home to the work place;
  • business development in several areas in parallel at the same time;

If you are recruiting personnel leasing services with Aquamarine HR, we will be the official employer of the candidate. We will deal with the employment formalities, starting with the recruitment and finishing with bringing him to the office, and the user is the one who benefits from the employee’s services. It is the user who imposes to the employee how to carry out his job, the company’s policies, the rules that he has to observe, and the duties he must fulfil every day.

Recruitment fields