In order to maximize efficiency， GEN works closely with the Personnel department and/or other relevant department heads in client companies. GEN will liaise with these departments to define clearly the responsibilities and requirements of the job and collect detailed information on the company’s background， size， organizational structure， and company culture.

GEN will gather information about its client’s competitors and narrow down possible candidates. At this stage， GEN will not make direct contact with potential candidates and will ensure that any correspondence between GEN and the client is kept strictly confidential. GEN will then establish the market price of the position sought by its clients. If necessary， the client will then be contacted to provide feedback and discuss any revisions to the original salary package.

After potential candidates have been selected， GEN will contact them confidentially. Candidates will be informed about the client’s background and will be provided with basic information related to the target position. Meanwhile， information regarding their qualifications， background， experience， salary expectation and interest in the job will be gathered. If the candidate is in a different city GEN will make inquiries as to whether the candidate is willing to relocate.

Once the candidates have been selected， interviews will be arranged. Using these interviews， GEN will establish a clearer picture of each candidate by examining his/her motivation， personality， capability， potential， expected salary and whether they satisfy the client’s requirements.

After each potential candidate has been interviewed， GEN will recommend between three and five candidates to the client on the basis of our candidate evaluations.

Should a candidate require an interview in a different location， GEN expects its clients to be responsible for any travel costs. GEN will notify its clients in advance regarding any travel expenses incurred.

Once the final list of candidates has been confirmed， candidates will be provided with more specific information about the client， and the process by which the candidate was selected. At the same time， information regarding the candidate’s education， experience， qualifications， salary expectation， motivation， strengths & weaknesses and other relevant information will be submitted to the client.

GEN will help the client to establish contact with each short listed candidate to schedule interviews.

In order to obtain the client’s views and evaluation of the candidate， a discussion between the client and GEN will be arranged after the initial interview has been conducted. GEN will also arrange meetings with both parties to communicate with each other and solve any problems should they arise.

If there are any issues surrounding compensation at this stage， GEN will discuss them with the client. Once these are resolved， we will then help the client to compose and send a “Letter of Job Offer”. At the same time， GEN will maintain contact with candidates for whom the resignation process takes a long time， providing consultation services if required

In order to minimize any unexpected difficulties， it is advisable that GEN should re-review the client’s offer before the “Letter of Job Offer” is sent to the successful candidate.

Once a candidate has been agreed upon， GEN will provide feedback to unsuccessful candidates on behalf of the client in a discreet and appropriate manner.

In order to help successful candidates to adapt to their new environment more quickly， GEN will remain in contact with them during their probation period providing further consultancy and instruction if required.

In the event that the candidate is unable to adapt to the new environment， GEN will immediately begin the search for a replacement candidate.