Brandt uses its proven recruitment processes which is very much aligh with best practices to assist organizations to hire the right person with the right job fit to meet its human capital requirements.   Brandt uses a variety of Assessment tools to screen the candidates, before presentation of the appropriate candidates to our clients. Depending on the positions, levels and the competencies required in the job, the relevant and appropriate Assessment Tools are being undertaken to assess the candidates. Our assessment methods include:   HOW BRANDT CAN HELP More effective selection of the right candidate to meet ‘Job Fit’ Leveraging on the experts to facilitate the recruitment and selection process and tools for better hiring decisions Accessibility of talent pool and data base Reduce time and resources to hire people   STEP METHODS     1 Phone Screening/Phone Simulation (to establish if the candidate has a good voice over the phone)   2 Communication & Language Skills Test • Oral Proficiency • Spelling • Grammar • Cognitive (to establish the language and communication skills abilities)   3 TYPING TEST (to assess the typing skills of the candidate)   4 Basic Customer Service Test (to assess the candidate’s comprehension of customer service for frontline positions)   5 Advanced Customer Service Test (to assess the candidate’s comprehension of customer service for frontline managerial positions)   6 Personality Test (to find compatibility of the candidate to the job which is specifically designed to meet the job competencies required in the job)   7 Multi-Skills Test (to assess the candidate capability to be multi-task   8 In Tray Exercise (to assess the candidate’s ability to manage tasks and setting of priorities)   9 Role Play – Customer Service (to test capability of the candidate in a given scenario)   10 Role Play – Coaching (to test capability of the candidate in a given scenario for managerial positions)   11 Survival Situation Exercise (to assess the rational and inter-personal skills of the candidate in a given conflict situation for managerial positions)   12 Behavioural Interview (to assess if the candidates possess the behaviours as required by the job based on the job competencies of that particular position)