The recruitment process at Merkur is simple and friendly, and this article will explain in detail how hiring works at Merkur.
First, you might be wondering what recruitment is. The answer is simple…
Human Resources Recruitment: The process of activities related to finding a human resource to fill a need within an administrative unit.
Whether a candidate contacts us via our website, a job site, a referral, or if we initially reach out to them, they will be invited to a phone interview.
This is an informal meeting to validate the basic information of each candidate and to check their expertise and experience broadly to confirm whether or not they would be happy with us.
It is important to mention that every candidate who starts a job application process at Merkur is assigned a Human Resources Advisor who will follow them throughout the entire process. This advisor remains closely involved even after the employee is in position, following their integration. We do this because it is important for us to offer a close and highly human experience to our candidates and employees. Our goal is to establish a trust-based relationship with our candidates from start to finish.
After the phone interview, we invite selected candidates to a formal interview. They can choose to conduct it remotely at their convenience or come to meet us at our offices.
During the formal interview, the candidate will meet their assigned advisor, who will be accompanied by a technical expert. This expert will discuss the candidate’s technical skills, while the HR Advisors will assess their soft skills and professional competencies.
We strongly encourage candidates to ask questions, discuss with the potential supervisor, visit the workplace, or even meet their future team without the manager present. It is essential for us that we choose our candidates as much as they choose us.
Following this interview, the operations and HR teams will consult to see if there is a suitable assignment in our portfolio or if the candidate’s skills align with a strategic development area of the company.
As we are an engineering firm (not a recruitment agency… beware!), we sometimes need to validate that we can offer an assignment to our candidates. This is when we begin a conditional offer process, subject to client acceptance. We support our candidates in this process by presenting their skills to a client to confirm if the candidate meets the client’s requirements. The candidate will meet with the client and have the opportunity to showcase their technical and personal qualities. Once the client approves, the offer is official, and the candidate no longer has to go through the conditional offer stage. They are offered a permanent position and can develop professionally either across different assignments or within the same assignment for an extended period, depending on their desired career path.
Some hires are done proactively, meaning we are confident enough that we will find a suitable assignment for our candidate that we bypass the conditional part. This often depends on the breadth of the candidate’s expertise in relation to opportunities and strategic directions of Merkur.
However, in all cases, the process is always transparent and highly focused on openness and communication.
Once the job offer is accepted, an integration date will be determined based on the candidate’s needs and conditions. In all cases, we ensure to respect their process with their current employer and act with respect at all stages.
Again, the HR Advisor is involved in the entire integration process and planning, including IT setup, supervisor coordination, lunch arrangements, etc.
The integration at Merkur is comprehensive and highly tailored. Stay tuned for a full article on this!
“At Merkur, what strongly unites all HR Advisors is definitely the importance we place on transparency with our candidates. We have internal processes that ensure that no candidate, whether selected or not, in a conditional offer process or not, is left uninformed about their progress. All this is done with respect, and we ensure that our candidates never doubt their value, conditional offer or not.” – Audrey Roy, HR Advisor
