Recruitment Methodology

GMS employs a diverse range of recruitment methodologies to identify the best candidates for their clients. This includes:


➡ Comprehensive Job Descriptions: Clients are requested to provide detailed job descriptions to ensure the appropriate recruitment medium is used and to facilitate efficient and cost-effective recruitment.
➡ Specialized Consultants: CEach consultant at GMS specializes in two different industries, allowing for a broad industry field coverage. For example, combinations include IT & Engineering, Finance & Technical, Legal & Finance, etc.
➡ In-Person Interviews and Reference Checks: All applicants are interviewed and reference-checked in person. Additional checks can be performed if required by the client.
➡ Candidate Database: GMS maintains an extensive database of candidates, from which the most suitable candidates are matched to client requirements.
➡ Advertisement and Screening: GMS places advertisements, screens, interviews, short-lists, and performs reference, criminal, and qualification checks on top candidates as per client needs.

Recruitment Categories

GMS consults in recruitment across various levels:

➡ Top Management
➡ Middle Management
➡ Line Management
➡ Functionaries

GMS 360° Assessment Overview

Purpose and Benefits

The 360° assessment at GMS is designed to help employees enhance their professional skills through comprehensive feedback from their immediate work circle. This assessment incorporates evaluations from multiple perspectives, including self-evaluation, supervisors, peers, and direct reports. In some cases, feedback is also solicited from customers and vendors. Key areas assessed may include teamwork, communication, leadership, management skills, and overall team impact.

How It Works

The combined feedback offers a balanced and clear picture of an employee's behavior and skills. This multi-source feedback helps individuals plan their development paths effectively and assists organizations in various applications such as executive coaching, training, performance appraisals, and feedback sessions.

Development Tool

Companies typically use the 360° assessment as a development tool to help employees recognize their strengths and weaknesses, thereby improving their effectiveness. Since feedback is anonymous, it tends to be more honest than face-to-face evaluations. This transparency allows participants to gain insight into how others perceive them and adjust their behaviors and skills accordingly.

Methodologies and Tools

GMS and its consultants utilize a variety of tools and methodologies based on client needs and desired outcomes. One notable tool used is the Everything DiSC 363® for Leaders, which offers unique features in a 360° assessment context. This tool provides:

➡ + 3° Insight: Focus on three key areas to improve leadership effectiveness, with actionable strategies.
➡ Detailed Reports: In-depth feedback reports with clear visuals and a narrative style to interpret the data.
➡ Leadership Practices: Evaluation on 8 leadership approaches and 24 leadership practices.

Training & Development
Offering a range of training programs tailored to enhance employee skills and organizational performance.

Career Transition
Support for employees transitioning within or out of the organization, ensuring smooth and effective career moves.

Behavioral Interviewing Training
GMS provides specialized training to improve the interview process, focusing on obtaining behavioral examples of competencies needed for successful job performance and cultural fit.

Objectives:
➡ Apply behavioral interviewing steps.
➡ AUse the STAR (Situation/Task-Action-Result) model effectively.
➡ ACreate competency-based questions.
➡ AConduct legally defensible interviews.
➡ ABuild rapport with candidates.

Who Should Attend: Anyone involved in conducting interviews.

Delivery Options: One-on-one, small groups, half-day, or full-day workshops.

GMS's executive coaching is a personalized process aimed at developing leaders to achieve organizational goals. It involves:

• Tactical Problem-Solving: Addressing day-to-day issues impacting performance.
• Behavioral Learning: Developing new leadership capabilities.
• Self-Reflection: Ensuring continuous learning beyond the coaching process.

Executive Onboarding

An effective process for integrating new executives, focusing on aligning them with their bosses, peers, and direct reports to ensure rapid adjustment and productivity.

Pre-Employment Assessment

GMS offers pre-employment assessments to identify fit, strengths, weaknesses, and values of candidates. This helps in making informed hiring decisions and reducing turnover.

Psychological Assessments

A range of psychometric tools are used for various purposes, including coaching, training, and succession planning. Some of the tools include:
• 16PF
• Birkman Method
• CPI
• FIRO-B
• HDS
• HPI
• MBTI
• MVPI
• SPA
• TKI
• Watson-Glaser

These assessments help in understanding personality traits, leadership styles, conflict handling, and critical thinking abilities, contributing to more effective personnel selection and development.