Employee recruitment agency

Recruitment agency services are particularly valuable when an organization faces certain challenges in conducting recruitment independently.

• When an organization does not have an experienced recruitment specialist or an employee with the necessary skills to professionally search for, select, and evaluate candidates, an agency can ensure a high-quality process and help avoid mistakes in selecting employees.
• When internal recruitment staff are busy with other important projects or are conducting several recruitments at the same time, hiring an agency can ensure that the recruitment process runs smoothly, quickly, and without additional administrative burden on the company.
• If an organization has already tried to find an employee on its own but has not received suitable applications or the employee hired did not meet expectations, an agency can use its methodologies and experience to attract job seekers.
• When you need to find a specialist with rare skills or high leadership abilities, recruitment agencies often have a broader database of such candidates.
• If the selection process must be conducted confidentially, the agency can ensure that the information remains secure and is not disclosed publicly.
• Even if the organization has a recruitment department, using the services of an agency can help to improve recruitment processes and provide professional insight into the job market, salary expectations and the competitive environment.

Emplonet specialists apply an individualized search strategy during each personnel selection process, which guarantees that candidates who are not only competent but also fit the organization’s culture and specific expectations will be selected.

• Emplonet specialists prepare an individual selection plan, which may consist of a combination of different methods: active candidate search, testing, interviews, reference checks, etc.
• We assess whether the candidate has the necessary work experience in a specific field, relevant education, licenses, certificates, etc.
• Depending on the nature of the position, we assess the necessary skills of candidates – IT knowledge, language skills, experience working with specific programs or equipment, etc.
• Emplonet specialists pay particular attention to the candidate’s personal qualities – whether they are compatible with the organization’s culture and values. This helps to ensure that the employee will not only perform their tasks but also successfully integrate into the team.
• During the selection process, we assess whether the candidate’s professional goals and motivation match the nature of the position offered and the opportunities for development – the match between the candidate’s expectations and motivation and the opportunities offered by the company is one of the most important indicators of long-term success.
• Interviews, tests, or practical tasks are used to assess the candidate’s level of competence and potential to improve and grow together with the company.

• The Emplonet team stands out for its experience, professionalism, innovation, and focus on results. By choosing our agency, you can expect not only a smooth selection process, but also real added value for your organization and future employees.
• More than thirteen years of experience allows the Emplonet team to delve into the specific needs of the business and IT sectors, quickly identify suitable specialists, and understand the specifics of each position, making the selection process more accurate and smoother.
• Emplonet specialists use advanced active search strategies that help reach both actively job-seeking and passive highly qualified candidates.
• During the selection process, we administer personality and general aptitude tests free of charge, which help us to gain a more detailed understanding of candidates’ behavior patterns, thinking styles, working methods, and potential.
• Emplonet operates under transparent and client-friendly selection conditions. Cooperation is based on mutual trust and open dialogue, and the selection process is tailored to the individual needs, deadlines, and budget of the client.
• The Emplonet team aims not only to fill a vacant position, but to find an employee who has the necessary skills and will successfully integrate into the organization’s culture, helping to achieve long-term goals. Our clients often succeed in reducing employee turnover and increasing team stability.
• Emplonet sees its clients not only as customers, but as long-term partners – we strive to build trust-based cooperation, actively consult, provide insights into the labor market, candidate expectations, salary trends, and other important areas.

During the recruitment process, Emplonet specialists use reliable, science-based testing tools to assess the suitability of candidates for specific positions more objectively. These tools provide a deeper understanding of personality traits and general abilities. The tests are often administered free of charge as part of the selection process to help make the right decision.

• Unlock Personality Test helps to understand how a person works in a team, in what environment they feel most comfortable, and how they react to different situations.
• Tripod Leader Persona test helps to determine leadership style, decision-making ability, team leadership, and adaptability to a changing environment.
• Tripod Persona test helps select candidates who fit the organization’s culture.
• Tripod Leader Analytical test is particularly relevant in the selection of high-ranking managers in order to reduce the risk of inappropriate hiring.
• Tripod Analytical test is useful in selections where it is important to assess the candidate’s cognitive potential.
• Tripod Visual Precision test is particularly important when the job involves details, accuracy, or technical tasks.

The recruitment specialist plays a key role in all stages of the recruitment process, from identifying the client’s initial needs to integrating the selected candidate into the company.

One of the most important functions of a recruitment specialist is to objectively and professionally assess the suitability of a candidate. They analyze CVs, conduct semi-structured interviews, administer tests or practical tasks, and, based on all the data collected, provide detailed insights and recommendations.

The specialist must be able to delve into the specifics of the client’s business, team structure, and company culture, and clearly understand the requirements of the position. It is important not only to gather information, but also to ask the right questions to help clarify expectations.

Taking into account the nature of the position, the market situation, and the client’s priorities, the recruitment specialist is responsible for preparing an effective candidate search and evaluation plan.

The recruitment specialist is the first face of the company in the eyes of the candidate, so they must be able to represent the client professionally and persuasively, create a positive impression of the organization, present the position appropriately, and motivate candidates to participate in the selection process.

The specialist is responsible for ensuring that the selection process runs smoothly – they plan interviews, ensure the flow of information between all interested parties, continuously monitor the selection process, provide regular feedback to the client and candidates, and help to ensure transparency and professionalism.

A professional recruitment company such as Emplonet ensures objectivity throughout the entire selection process.

• Before starting any selection process, all important candidate selection criteria are discussed in detail with the hiring organization, which becomes the basis for evaluation and allows for consistency in relation to all candidates.
• Candidates are assessed using psychological and aptitude tests (Unlock Personality, Tripod Persona, Tripod Analytical, etc.), which allow for an objective assessment of the candidate’s personality traits, logical thinking, analytical skills, and behavioral tendencies.
• During the selection process, structured feedback is provided to the client and candidates on an ongoing basis – this communication helps the client understand why specific candidates were selected and helps candidates understand their strengths and areas for improvement.

Based on Emplonet’s experience, the average recruitment process takes around 6-7 weeks from the start of the selection process to the final approval of the candidate. This period includes initial discussion of requirements, active candidate search, interviews, testing, reference checks, and making an offer. Shorter recruitment processes are possible when the criteria are clearly defined, candidates are readily available on the market, or the client makes quick decisions. In such cases, the selection process can be successfully completed in 1-2 weeks, and in very rare cases, in a few days, especially when the database includes previously evaluated candidates.

Longer selections, lasting several months, are more common when looking for high-level managers, IT specialists, or other narrow specializations, or when there is a shortage of suitable candidates on the market. Such selections often involve additional search tools, several stages of the selection process, and interviews with several representatives of the organization.

The Emplonet team strives to conduct each selection process as efficiently as possible, ensuring high quality and a thorough assessment of candidates. At the beginning of each selection process, the client is provided with a preliminary selection duration and schedule, which can be adjusted as necessary depending on the situation.

Recruitment agencies such as Emplonet are particularly valuable partners when searching for qualified specialists with specific skills or high-level managers. In such situations, not only traditional search methods are often used, but also so-called headhunting. This method is particularly relevant when there is a shortage of specialists with specific knowledge on the market or when searching for candidates through traditional channels (job advertisements, CV databases) is not effective, as potential candidates often do not even plan to change jobs. Emplonet specialists have accumulated a large database of candidates, so they can quickly reach the right specialists and establish contact with them, even if they are currently passive in the job market.

Recruitment companies do not all work in the same way – their approaches, working methods, cooperation models, and candidate assessment methods vary.

Emplonet actively uses headhunting methods to find valuable candidates, as well as personality and ability tests (Unlock Personality, Tripod) to help make informed decisions. Our specialists are distinguished by their flexibility in adapting the selection plan to each specific case, striving to build long-term relationships and be a strategic partner – they advise clients, provide insights into the job market, and give candidates clear and constructive feedback.

Emplonet provides guarantees for selected candidates, which ensure additional security for the hiring organization. In most cases, the guarantee period ranges from 3 to 6 months from the date of employment. If, during this guarantee period, the selected candidate leaves the job or does not meet the organization’s expectations, Emplonet undertakes to find and offer new candidates free of charge so that the client avoids additional costs.

Emplonet specialists strive to ensure maximum compatibility between the candidate and the client, carefully evaluate the results of each stage, provide constant feedback, and are ready to assist after the hiring process, so clients can rest assured that their investment in a new employee will be safe.

Emplonet is a reliable partner for foreign-owned companies seeking to build an effective and high-quality team in Lithuania and operate successfully in the local market. We have extensive experience in working with companies in the financial sector that are looking for the following in Lithuania:

• executives and department heads;
• financial analysts;
• lawyers;
• chief accountants;
• other high-level specialists necessary for the smooth start and development of the company’s activities.

We have a deep understanding of the Lithuanian labor market, legislation, and cultural characteristics. We can organize a professional selection process tailored to the specific requirements and standards of foreign companies. We work with highly qualified candidates who meet professional criteria and are ready to work in an international environment. We ensure clear and smooth communication with both clients and candidates.

The personnel selection process is a complex and structured set of actions aimed at finding and selecting the most suitable candidate for a specific position. This process usually consists of several key stages that ensure efficiency and quality.

1. First, the requirements of the position are clearly defined together with representatives of the hiring organization. This is not just a formal job description, but also the identification of specific competencies, experience, personal qualities, and values. It is important to understand what tasks await the candidate, what the organization’s expectations are, and what the future employee’s responsibilities will be.
2. Based on the needs analysis, a selection strategy and plan are developed. A decision is made on the channels and methods to be used to search for candidates – advertisements on job search portals, active candidate search (headhunting), social networks, internal contacts, and other methods. Assessment tools, selection deadlines, and methods of cooperation with the client are planned.
3. The active candidate search stage involves publishing job advertisements, directly contacting potential candidates, analyzing candidate databases, collaborating with partners, etc. The aim of this stage is to compile the longest and highest quality list of candidates possible.
4. The candidates are carefully evaluated through interviews and tests of their abilities, competencies, and personality. This stage allows for an objective assessment of how well the candidates meet the requirements of the position and fit into the organization’s culture. The evaluation results are compared and discussed with the client.
5. Candidates who participated in the selection process receive constructive feedback on their performance. This is important both for their personal development and for maintaining positive relationships and reputation in the job market.
6. The selected candidate is offered a job – the agency acts as an intermediary between the client and the candidate, helps to negotiate working conditions, salary, and other important details, and ensures that both parties are satisfied with the agreement.

Emplonet offices are located in the three largest cities in Lithuania – Vilnius, Kaunas, and Klaipėda – so our specialists are easily accessible and can quickly respond to customer needs in these regions.

Emplonet services are not limited to these cities. We provide professional recruitment services to businesses throughout Lithuania, regardless of their location. Our team works remotely and uses advanced communication and candidate search tools, so we can effectively serve clients even in small towns.

Emplonet cooperates with foreign companies and international clients – we provide recruitment services outside Lithuania, especially when companies are looking for candidates in the Lithuanian or regional labor market.