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Services for employers

Can I post my Job Offer on the All Profiles’ Platform ? Is it a free service ?

Posting Job Offers on the All Profiles platform is completely free, quick and easy.

Job Offer posting is individually customized for each role, independent of the number of candidates.

In this section the “Client Users” can choose to publish the announcement on their company website and include an API link, to issue the same Job Offer on the All Profiles platform in visible or hidden mode.

If the name of the client is not visible to the candidate,the customer automatically receives the information through the Platform, and incoming CVs will arrive on his dashboard after passing the preliminary qualification selection process and immediately delivered in original form without any restriction or coding.

Posting a Job within the LV system will allow you to save time and money !! For more information, please contact us through our Chat Online.

What information can I post in my Job Offer?

The Job Offers’ database is specifically for the Oil&Gas, Power Generation and Steel Mill Plants sectors.
Taking into account our experience in Recruiting activities, we have prepared a detailed template for posting Job Offer Card containing more than 15 specific fields in word format. If you’re already registered, please click here and Edit your Job Offer.

TOP CVs Candidates 

TOP CV Candidates are available for quick vision and checking competencies.

The Platform shows all CVs that have achieved the maximum qualification score and rank.

This list will be visible in a dedicated window where the name of the candidate, nationality, age and the experience gained are highlighted.

Please click here if you prefer to download this sample.

 

This Area display the global shortlist of available personnel (click here if you prefer to download this sample).

Subscribers of All Profiles service can sort the complete splitted list of candidates by Sector, Department, etc. and contact those you wish to get in touch with.

The All Profiles platform significantly improves the search of qualified candidates and according to particularly accurate selection criteria allow you to apply multiple filters in order to speed up your search for your ideal candidates.

Get ahead by exploring the criteria considered in our Selection Procedure in order to enhance the Candidate profile evaluation.
We offer a structured evaluation system split into three different steps (Preliminary, Intermediate and Final Qualification).

Should you wish to explore our Recruitment Process, please check the flow diagram. CLICK HERE

a) Boost your recruitment activitiy (Phase 1)

The All Profiles platform significantly improves the search for and identification of qualified candidates, using highly accurate selection criteria to assign a “relative weight” to each of the 25 qualification parameters in order to define a final score, calculated according to a complex algorithm.

The qualification parameter weightings can be modified by the client, and the LV system displays the CVs of all qualified candidates who have confirmed their availability for the period requested by the search and have matched or exceeded the final score and qualification ranking.

For qualified but unavailable candidates, the LV system will display the candidates’ professional profiles, without personal details, identified by initials only. CVs of unavailable candidates cannot be downloaded, they may only be viewed onscreen.

If the customer wishes to request a candidate’s availability, the candidate will be promptly notified of the client’s interest in their professional profile and asked to confirm their unavailability or to confirm that they are interested in accepting new positions and therefore willing to change their status from unavailable to available.

If a candidate’s status changes, the client can then download the updated CV.

Other new applicants not previously selected may reply to the search independently, but their CVs will be run through the LV System for qualification and checking before being forwarded on to the client.

b) Select the Best Candidates (Phase 2)

Upon the client’s specific request, All Profiles (Service fee for Employer) will provide a one-to-one interview between recruiter and candidate to gain further technical and professional information from the candidate and to make a more in-depth assessment.

The technical interview (Quick Interview) takes place in two separate phases;

the first interview requires the candidate to answer at least 15 technical questions (in English) in 1 minute slots per question using our custom communication software.

The system then forwards the written questions and answers to the client, accentuating their coherence based on an algorithm, which calculates the weighted average of the scores obtained in the various answers.

– the second interview (In-depth Interview) will be held with our Technical Recruiter who will then prepare a final (technical) report to be transmitted to the client and uploaded to the system that will recap the candidate’s technical and managerial knowledge and other relevant characteristics.

The interview could positively or negatively modify the candidate’s overall qualification ranking and the related final score (by weighted average by designed algorithm).

An All Profiles recruiter will issue the report by pasting sections of the CV and the text of the video interview.

 

c) Tailored Qualification methods

For phase 1 the score calculated by the Software System is based on a list of requirements established by the All Profiles procedure that is specific for each qualification task.

For phase 2 the score calculated by the recruiter is based on a list of requirements set by the specific procedures for each qualification code.

 

To meet the specific requirements of professional roles, All Profiles has created an internal professional Roles System in which competences are carefully structured by Departments and Sub Departments as shown below. We have 24 Departments, divided into 170 Sub Departments with 1,516 different professional roles.

During their working life a candidate’s professional role may change according to their job development and Professional Roles are classified by level of seniority. The level of seniority allows the Role to be differentiated in terms of different levels of skill’s coverage. Seniorities can have up to four levels for each Role which correspond to different levels of expertise.

The purpose is to define the set of skills to be connected to each role, referring to skills as the knowledge and competencies required, to perform a job efficiently. Each Role has a list of specific professional skills related to it. New candidates are qualified and assigned to a Professional Role and it becomes an attribute to the resource.

Customers and Candidates can zoom in on each Sub Department and have a complete overview of all the professional roles in order to identify the required one.

Suitable job descriptions issued by All Profiles are also available for the main roles.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Evaluation Panel 

During the recruiting process, you can value all candidates by assigning different scores to the following parametres:

  • knowledge of specific languages;
  • roles covered in their previous work experiences;
  • companies which the candidates worked for;
  • technical skills;
  • titles of studies.

If you prefer, click here and download this sample.

 

 

Personnel Selection

Following the recruitment process, the system can trace all the subsequent steps (Technical Interview, Contractual Proposal, Visa & Medical procedure, up to the Final Step).

All these can be managed through the table form or in a very friendly Drag & Drop mode.

Furthermore, All Profiles has already issued some very useful forms in order to facilitate the recruiter’s activity, including specific technical questionnaires for all the main roles.

If you prefer, click here to download this sample.

 

Worldwide News 

As free user, you can access to the main worldwide news specific to our Sectors, including new Projects, Laws, International Agreements, Acquisitions, new technologies, special opportunities, …  linked with websites such as:

Oil & Gas

·   World Oil:                                   www.worldoil.com/

·   Oil & Gas Journal:                    www.ogj.com

·   Offshore:                                    www.offshore-mag.com/

·   Upstream:                                 www.upstreamonline.com/

Power Generation

·   The Energy Industry Times:  https://teitimes.com/

·   Power Magazine:                     www.powermag.com/

·   Energy Digital:                          www.energydigital.com/

·   Renewable Watch:                   https://renewablewatch.in/

Steel Industry

·   Steel Times:                              www.steeltimesint.com/

·   Steel on the Net:                      www.steelonthenet.com

·   Eurofer:                                      www.eurofer.org/

·   Metal Center:                           www.metalcenternews.com

 

The Candidate’s Profile shows a summary of his main key points, as well as personal data.
The candidate’s nationality, years of experience, main roles, countries and others shall be highlighted.
Both candidate and employer should increase or decrease the candidate’s evaluation score.
If you prefer, please click here to downolad this sample.

As Employer, you can access  our  Database and start your search for the best candidates filtering their specific characteristics and skills.

Our custom designed LV system associates a “relative weighting” to each of the 25 parameters of qualifications in order to assign a final score and rank , calculated according to a complex algorithm design.

The qualification parameters weightings can be modified by the client according to own criteria , assigning specific weights and the LV system displays the CVs of all qualified candidates who have confirmed their availability for the period requested by the search and have matched or exceeded  the final score and qualification ranking.

For qualified but Unavailable Candidates, the LV system will show the candidates’s professional profile without personal details, dentified by initials only.
In the absence of CVs of available candidates and if the number of available candidates is less than ten units, the LV system will automatically send to all qualified candidates for that role,a message informing them of the pubblication of the client’s research.

Within few days the LV system will send to  client all CVs of qualified candidates who have changed their status from Unavailable to Available.

If you prefer, click here to download this sample.

Upon the Client’s specific request, All Profiles provides a one-to-one interview between recruiter and candidate to gain further technical and professional information from the candidate and to make a more in-depth assessment. The technical interview is designed to evaluate and understand the technical capabilities and performance of all selected candidates for the professional role search. Each candidate will be asked a number of detailed questions in order to identify his/her potential ability to fulfil the professional and  managerial role.

The technical interview (Quick Interview) takes place in two separate phases;

the first interview requires the candidate to answer at least 20 technical questions (in English) in one  minute slots per question using our appropriate communication software.

The system then forwards the written questions and answers to the All Profiles’s recruiter for a first preliminary technical evaluation.

the second Interview (In-depth Interview) will be held with our expert  recruiter who will provide an in-depth technical details interview on all previous questions. At the end  of the technical meeting the recruiter will assess the consistency of the answers to the questions put the candidate by entering his final evaluation of each individual question into the LV software .
The LV system designed on an algorithm,will calculate the weighted average of the scores obtained in the different answers.

A technical report shall be issued to the client for its understanding and final approval.
The interview could positively and/or negatively modify the candidate’s overall qualification ranking and the related final score.

 

 

Advanced Search 

In order to select the best candidate for a specific project, the recruiter can activate 16 different filters such as:

  • Availability;
  • range of Age;
  • range of Years of experience;
  • Nationalities (as specific countries and / or World Areas);
  • minimum Global Score (i.e. “more than 85/100”);
  • Companies he / she has worked for (i.e. BP or Weatherford or ENI, etc.);
  • Roles already covered in his / her work experience (based on more than 1,200 positions of our Qualification Codes);
  • known languages (i.e. English, Arabic, Spanish, French, Russian, etc.);
  • actual work country and location (i.e. “Italy” or directly “Milan”, etc.);
  • studies (i.e. “Mechanical Engineering” or “BMET”, etc.);
  • specific courses or licences (i.e. Primavera, Bosiet, NACE, etc.);
  • spcific IT Skills (i.e. Primavera, PDS, PDMS, etc.);
  • other skills (i.e. Project Management, HSE knowledge, etc.);
  • Type of Plants he / she worked for (i.e.: Refinery, Hydrocracking, Drilling, etc.);
  • any specific Keyword in candidates’ CVs.

If you prefer, click here to download this sample.

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