Mass recruitment
We find workers throughout Kazakhstan. You pay for the result only.
Since 2002, our agency has been professionally engaged in the mass recruitment of line personnel for your production and office.
- We provide labor under your management or handle the management ourselves.
- We provide permanent and temporary staff recruitment, HR administration, and business process outsourcing.
Our company’s distinctive feature is the rapid launch of projects.
Feedback from our clients confirms:
- 99% of organizations are satisfied with the quality of our services and are willing to continue collaborating.
- 95% of clients believe that Avanta’s services are superior to those of competitors.
- Cost-effective - from 5,000 rubles per registered employee
- No prepayment required. We only issue invoices for employees who started working.
- Prompt recruitment start on the same day of application
- We work according to clear internal standards, without bureaucracy.
- Free candidate replacement during the probationary period
Recruitment options
To the staff
For rent, for a project
Our advantages
Reducing the time it takes to fill vacancies
On the first day of contact, we develop a hiring plan and present the first candidates thanks to process automation and an internal database of 300,000+ applicants.
Relieving the burden on full-time HR
Onboard hundreds of employees without expanding your HR department. We automate HR processes: creating personnel files, calculating vacations, sick leave, and corporate benefits.
Quick qualification assessment
Recruiters with years of experience professionally conduct interviews with specialists from various fields: they administer tests, read case studies, and use motivational samples to select the ideal solution.
The process of mass recruitment
We use a comprehensive approach to mass recruiting.
We combine manual candidate screening, digital tools, and in-depth data analysis to save time, reduce costs, and attract qualified specialists from a variety of professions, from office managers to couriers and warehouse operators.
1
Request in any format
Submit your application in free form by filling out a brief or even recording a voice message in a messenger.
2
Agreement on terms of cooperation
We discuss the scope of work, timeframe, and cost. We work transparently: you're always kept informed of the details, and the budget is allocated based on actual needs.
3
Recruitment launch and the first applicants
We define a pipeline based on the specifics of the position, target audience, and skill requirements. We present the first candidates on the same day.
4
Resume screening and interviews
We use modern technologies to reduce irrelevant responses and minimize errors. We conduct individual and group interviews.
5
Candidate direction and adaptation
In agreement with the manager or HR department, candidates are sent to work places or undergo additional training with the help of mentors.
6
Warranty replacement
If a specialist is hired as a full-time employee, we will promptly replace him/her within 91 days without any additional costs.
1
Request in any format
Submit your application in free form by filling out a brief or even recording a voice message in a messenger.
2
Agreement on terms of cooperation
We discuss the scope of work, timeframe, and cost. We work transparently: you're always kept informed of the details, and the budget is allocated based on actual needs.
3
Recruitment launch and the first applicants
We define a pipeline based on the specifics of the position, target audience, and skill requirements. We present the first candidates on the same day.
4
Resume screening and interviews
We use modern technologies to reduce irrelevant responses and minimize errors. We conduct individual and group interviews.
5
Candidate direction and adaptation
In agreement with the manager or HR department, candidates are sent to work places or undergo additional training with the help of mentors.
6
Warranty replacement
If a specialist is hired as a full-time employee, we will promptly replace him/her within 91 days without any additional costs.
Recruitment tools
Search sources vary depending on the business sector, level and complexity of the position.
- Internal database (> 300,000 candidates)
- Job boards
- Wide network of consultant contacts
- Social media
- Boolean search
- Advertising campaigns
- Participation in specialized exhibitions and job fairs
- Active work with higher and secondary educational institutions
Our experts help companies to select and to hire the right employees and develop an effective HR strategy, while helping job seekers find the desent job within period from one day to two or three weeks.
Our mass recruitment practices
Mass recruitment is our core specialty. We make the recruitment process as efficient and cost-effective as possible.
For over 20 years, we’ve delivered solutions to major industries: our clients include branches of manufacturing giants, network sales agencies, seasonal employment services, and educational institutions.
They trust us
Most of our clients are large international brands that value reliability and long-term partnerships.
Effective Mass Recruitment Strategies
One of the key stages in the successful development of any company is proper personnel selection.
Mass recruitment opens up new growth opportunities for every company. When properly organized, it saves money month after month, alleviates staff shortages, and builds a team for the future. Important factors to consider at each stage of the employee selection process:
1. Defining selection goals and requirements
Before posting ads and beginning the search, you need to create a clear list of criteria: education, experience, how often the candidate is willing to rotate, etc. The more precise the instructions, the shorter the path to a strong resume.
2. Attracting potential candidates
We recommend using dozens of channels: open positions on the company website, announcements and advertising on social media, career publications in the media, participation in career fairs, mailings to candidate databases, and chatbots that conduct initial dialogue within a minute. The broader the range of methods, the more potential employees will learn about the vacancy.
3. Interviewing
Each candidate undergoes an automated document check and then proceeds to an interview: short questions, role-playing scenarios, and knowledge tests. It’s important to optimize the process to avoid wasting too much time and resources, such as conducting group interviews.
Currently, responses can be verified by artificial intelligence and the HR department to ensure efficiency and objectivity.
4. Candidate Assessment and Contract
Evaluation of each candidate’s skills and qualities against the requirements and selection criteria based on resumes, test results, and personal impressions. It’s important to be objective and fair in the assessment.
Next, a list of the best candidates is created, employment offers are sent, and acceptance is confirmed.
5. Hiring and Onboarding
After selection, employees are offered employment. During the first few weeks, support is provided to help new employees acclimate to the company.
New employees should receive the necessary information about the company, its values, activities, and policies to maximize their impact on the workforce and integrate into the team.
Want to fill your vacancies faster? Contact us:
Tel.: +7 705 554 6851
e-mail: client@avantakazakhstan.kz
