When searching for employees with a high potential, we identify and utilize the most suitable sources of possible candidates.

We look for candidates who fulfil not only their employers' expectations, but also that of their employers' customers.

For the purpose of the search we have a regularly updated database of job applicants at our disposal, we select candidates on the basis of advertisements, and we use social networks.

In the event that there is only a limited number of suitable candidates, we contact candidates directly on the basis of an extensive network of contacts, and our database. We possess a wide network of professional contacts, which enables us to obtain information quickly.

MANAGEMENT CONSULT consultants present candidates with the specific requirements in place for the successful candidate, and inform them of actual job offers.

The aim of interviews with candidates is to find out whether the candidate has the required competences for the given position.

When selecting candidates, we focus on whether the candidates fulfil not only the given position's requirements, but also the requirements of the employer as a whole.

We devote attention to competences, attitudes, and the characteristics of candidates' behaviour.

During the entire selection process, we guarantee the client absolute discretion in relation to the obtained information. Information about candidates is provided only with their explicit consent.


The Assessment Centre (AC) is a specific diagnostic method used in the selection of employees. Its main feature the presence of multiple experts who assess candidates according to various criteria over a longer period of time. The participants are evaluated when trying to resolve model working situations, assignments focused on team cooperation, and in thinking individually. Primarily, the experts evaluate the individual characteristics of the candidates, their communicative and social capacities and, last but not least, also the motivations of candidates to obtain employment positions.

Possible usage:

  • Top management positions
  • Highly specialised positions
  • Selection of more personnel of the same profession from a large number of candidates
  • Establishment of the actual status of some important personality characteristics in a larger number of personnel of the same profession - the aim is to identify personnel strengths and weaknesses

The usual duration is one day. The information obtained while using this method provides higher certainty when making decisions about employing a candidate, and with the highest probability it lowers the risk of an inappropriate selection.

The output is the overall characteristics of selected candidates who are appropriate for a given position.

The fundamental advantages of AC include:

  • A higher number of assessors
  • A diversity of applied diagnostic methods
  • The possibility to monitor candidates in interaction with others
  • Time and money savings


The outplacement service is designed for corporate clients who are interested in providing assistance and support to their employees who have been dismissed due to organizational changes in the company. The main aim is to significantly increase the dismissed employees' chances in the job market, and also to preserve a peaceful atmosphere in the company and thereby also its productivity and prosperity.

Within the outplacement service, we offer:

  • Communication with dismissed employees about the emotions that arose due to their dismissal
  • Guidance about career, or further employment possibilities
  • Provision of services for the systematic search for work
  • Help with preparation of CVs and job applications
  • Familiarization with the job interview structure, and the directions in which the interview may be led
  • An opportunity to practice the skills necessary to successfully manage the interview, all in a safe environment
  • The possibility of direct contact with potential employees

The methods used include individual consultations and interviews, group discussions, and model situations.

Outplacement enables the organization to preserve a good reputation, and forms a trustworthy image of a company that is able to take care of its employees, even at a time when it is forced to dismiss them.


Psychological personality issues related to the determination and subsequent analysis of character traits which are directly operative in work-related activities, and which seem to be relevant for the quality of work, are very extensive and new knowledge is still being learned about them.

Psychological tests provide general information about a personality profile, interpersonal behaviour, intelligence, and cognitive abilities and skills. Their results increase the objectivity of an assessment of an employment applicant's abilities and skills. The aim of a psychological examination also includes comprehensively mapping out the social, cognitive, and motivation characteristics of an individual, to assist in further directing the employee's career development. The characteristics and abilities of candidates identified using the psychodiagnostic methods are in particular:

  • Intellectual Potential
  • Character attributes
    • Individual's social dimension (communicativeness, social adaptability, team orientation, openness towards groups, ability to assert oneself)
    • Psychological stability indicators (resistance to stress, frustration resistance, mood stability, self control, ability to overcome obstacles)
    • Capacity for management (assertiveness, ability of self-assertion, organisational and leadership abilities)
    • Character attributes (sense of responsibility, respect for standards, tendency to hypocrisy, openness, loyalty, etc.)

Our company primarily administers the Sixteen Personality Factor Questionnaire (16 PF). The questionnaire is used in all areas of psychology to establish personality factors in a common population. In accordance with the particular objective of psychodiagnostic examination, we are able to create an appropriate group of methods. Test processing and interpretation can be followed by realisation of relevant training and/or complex psychodiagnostic examination.


The HPI provides an evaluation of a personality and predicts success in professional life. The HPI was primarily developed for application in personnel selection, development and career planning. It can assist in measuring and comparing of those personality characteristics that come out during the social interaction and that can be helpful, or harmful on the contrary, for professional goals achievement. The HPI is the first of the new generation of personality inventories to be designed on the basis of professional performance research and it is developed exclusively on working adults, not clinically oriented. On-Line administration by protected access through internet is available.

The HPI can assist qualified professionals in three areas: individualized assessment, personnel selection, and management development.

The HPI enhances psychodiagnostics from a mere description of candidates' personality to the prediction of their performance in particular positions.

The Hogan Personality Inventory (HPI) contains seven primary scales:

  • Adjustment
  • Ambition
  • Sociability
  • Likeability
  • Prudence
  • Intellectance (imagination, and creative potential)
  • Learning approach


Our goal is to advice and help clients, respectively to our candidates, on how to look for a job opportunity. We would like to provide clients with the necessary support and encouragement to help them realize their potential and achieve a successful career with respect to their abilities.

The aim of career guidance is:

  • to give a helping hand and provide practical advice on how to be successful on the job market
  • to increase your chance of getting your first or a new job opportunity
  • to expand your knowledge and gain the skills necessary to successfully pass through a job application procedure and find your place in the job market

The most frequently addressed issues within the scope of career counselling are:

  • Career planning and management, and orientation on the job market
  • Analysis of what I can and what I want to do
  • Choice and selection of profession
  • Personality diagnosis
  • how and where to look for a job
  • how to prepare a CV including your cover letter
  • Profile on the LinkedIn professional social network
  • how to prepare for a job interview/ AC and how to succeed
  • how to present yourself successfully
  • how to negotiate terms and conditions of employment

During individual or group sessions, the following techniques are used:

  • Discussions, and specific examples from practice
  • Mentoring
  • Practical training and role playing
  • Creative methods and games