Staffing Consultant
Også kendt som: Recruitment Consultant · Employment Agency Consultant
Places temporary workers with client companies, runs intakes and planning, handles hours processing and maintains relationships with candidates and clients.
The staffing consultant works at a temporary staffing or secondment agency and combines placement with commercial and administrative tasks. Unlike the corporate recruiter, cycle times are short, volume is high and steering is on revenue and filled hours. Selection stalls on commercial drive as the main criterion, while in practice the role fails on simultaneously managing planning, collective agreement rules and client expectations when workers call in sick early in the morning.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Listening and probing Kompetence (50-rammeværk): Listen | N4 | Big Fifty, 360 Feedback | 360-degree feedback | Summarises both the content and the feeling of the other party and probes until the real interest behind the request becomes visible. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N4 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Names observed tension or reticence during a conversation and adapts tone, pace and wording accordingly. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N4 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Assesses which interests a proposal touches, involves the right people beforehand and chooses a suitable moment to raise it. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N4 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Reports a possible conflict of interest on own initiative and asks for review before a decision is taken. |
| Managing workload pressure Kompetence (50-rammeværk): Stress resilience | N4 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| independence Kompetence (50-rammeværk): Independence | N3 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Recruiting and selecting | N4 | 5 | ja | Structured interview |
| G | Listening and probing | N4 | 4 | nej | 360-degree feedback |
| G | interpersonal sensitivity | N4 | 4 | nej | Personality questionnaire |
| G | organisational awareness | N4 | 4 | nej | Situational Judgement Test |
| G | integrity and dependability | N4 | 4 | nej | Personality questionnaire |
| G | Managing workload pressure | N4 | 4 | nej | Structured interview |
| K | Applying basic employment law | N3 | 4 | ja | Knowledge test |
| V | Acquisition and lead generation | N3 | 4 | nej | Work sample test |
| V | Account management | N3 | 4 | nej | Structured interview |
| V | Employer branding and recruitment | N3 | 4 | nej | Work sample test |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
360 Feedback
Multiple assessments based on behavioral anchors
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
Pulse Survey
Periodic measurement at the team and organizational levels
15PF
Personality Profile, a shorter alternative to the Big Fifty
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
Sammenlignelige stillinger
24 kompetencer i profilen · medior
HR Manager24 kompetencer i profilen · senior
HR Business Partner24 kompetencer i profilen · senior
HR Officer24 kompetencer i profilen · junior
Chief Human Resources Officer25 kompetencer i profilen · lead
Recruiter24 kompetencer i profilen · medior
Corporate Recruiter25 kompetencer i profilen · medior
Occupational Expert23 kompetencer i profilen · senior