Targeted recruitment
for businesses
We find qualified specialists,
including rare professions
Recruiting permanent staff is one of Avanta’s core competencies.
For over 20 years, we’ve been finding talent with the skills and values that match your company’s needs.
For 15 of those years, we’ve specialized in recruiting qualified specialists for construction companies and building material manufacturers.
We take on the search for specialists
Increase flexibility, reduce risks
We reduce business costs by reducing the cost of attracting employees, as well as risks and response time to changes in the need for specialists.
Internal resources release
We save your HR time by referring suitable candidates. We handle sensitive communications with candidates, whether accepted or rejected by the client.
Quick qualification assessment
Our recruiters optimize costs for job postings and testing, and reduce the risk of receiving a less-than-suitable candidate.
Several types of selection
On our client's request, in addition to conducting an interview, we organize testing, following which we prepare a report that takes into account the specific characteristics of each candidate.
Immersion into business
Our experts thoroughly study the specifics of the vacancy and your company's expectations, and find candidates whose skills and experience match the criteria.
Personality assessment
When selecting candidates, we consider both the qualifications and the individual's internal values, which helps us select the most suitable candidates.
- 3-5 days to find the first candidates
- 1-6 months - warranty period for specialists' work
- Free candidate replacement during the probationary period
- Flexible % - payment only for candidate who has started working
The recruitment process
1
Job posting analysis, business immersion
We research and analyze the job posting, the labor market, and unique project details to answer candidate questions. We prepare a client company presentation for applicants.
2
Search for candidates
We actively search for candidates using: internal databases of 300,000+ resumes, a network of recruiter contacts, social media, specialized websites, direct Boolean search, advertising campaigns, etc.
3
Professional interview
During the conversation, we conduct a biographical interview and a psychological assessment of the individual. We explore experience using specific case studies and incorporate the findings into a report.
4
Competency testing
Through individual testing tasks and psychological programs, we evaluate a specialist's skills in conditions as close as possible to the organization's corporate environment.
5
Screening of final candidates
We check documents, reviews, references, social media, and public/private records to avoid hiring risks for HR managers.
6
Organizing an interview with the customer
We agree on a time, remind you of the meeting, and, if necessary, our recruiter will attend the interview to resolve technical issues and assist with process management.
7
Offer and candidate's entry into the job
We invite candidates to work on behalf of your company, sign an offer, motivate them to choose you, and provide feedback on their motivation.
8
Closed position analytics
The client receives a detailed report: the market value of candidates, their availability, the number of interviews conducted and other data.
9
Warranty replacement
During the probationary period, we remain in touch and provide a one-time free replacement of an employee.
1
Job posting analysis, business immersion
We research and analyze the job posting, the labor market, and unique project details to answer candidate questions. We prepare a client company presentation for applicants.
2
Search for candidates
We actively search for candidates using: internal databases of 300,000+ resumes, a network of recruiter contacts, social media, specialized websites, direct Boolean search, advertising campaigns, etc.
3
Professional interview
During the conversation, we conduct a biographical interview and a psychological assessment of the individual. We explore experience using specific case studies and incorporate the findings into a report.
4
Competency testing
Through individual testing tasks and psychological programs, we evaluate a specialist's skills in conditions as close as possible to the organization's corporate environment.
5
Screening of final candidates
We check documents, reviews, references, social media, and public/private records to avoid hiring risks for HR managers.
6
Organizing an interview with the customer
We agree on a time, remind you of the meeting, and, if necessary, our recruiter will attend the interview to resolve technical issues and assist with process management.
7
Offer and candidate's entry into the job
We invite candidates to work on behalf of your company, sign an offer, motivate them to choose you, and provide feedback on their motivation.
8
Closed position analytics
The client receives a detailed report: the market value of candidates, their availability, the number of interviews conducted and other data.
9
Warranty replacement
During the probationary period, we remain in touch and provide a one-time free replacement of an employee.
Our recruitment practices
Based on our knowledge of salaries and market demands, we fill vacancies of TOP managers, sales managers (including highly specialized ones), accountants, HR, lawyers, secretaries, and other back-office staff.
Key Recruitment Strategies in Kazakhstan
Experience proves that professionally structured recruiting can reduce employee turnover by 18-25% and increase overall team productivity by 20-35%.
Investing in systematic and digital recruiting is key to reducing costs and sustainably increasing team efficiency.
1. In-depth needs analysis and a well-defined long-term strategy
Before starting a search, it’s important not only to identify the required hard and soft skills but also to develop KPIs that will serve as benchmarks for evaluating the new employee’s performance. On average, 65% of clients achieve their goals within the first three months thanks to a tailored strategy that takes into account the specifics of the Kazakhstani market and corporate culture.
2. Clearly developed job postings and a multi-channel approach to attracting candidates
Developing job postings with a focus on real professional challenges reduces the response time by 35%. To maximize target audience reach, we utilize specialized platforms, local job sites, social media, and professional communities, doubling candidate reach and improving the quality of the pipeline.
3. Thorough selection with a focus on personal and professional qualities
The use of comprehensive soft skills tests and scenario-based interviews reduces early turnover within the first year by 18%. This approach identifies not only core competencies but also motivation, emotional intelligence, and cultural compatibility, improving overall selection effectiveness.
4. Advanced interviews and automated reference checks
Scenario-based interviews based on real-life cases improve the accuracy of predicting results. Automated reference checks and digital services provide in-depth data verification within 48 hours, minimizing the risk of mishires.
5. Advanced onboarding and mentoring programs
In Kazakhstan, onboarding processes reduce the time to reach the planned productivity level from 6 to 4 months. The implementation of mentoring programs, regular coaching, and feedback increases new employee engagement by 35%, creating a favorable environment for professional growth and integration into the team.
This comprehensive approach ensures competitiveness in Kazakhstan’s dynamic labor market, creating a cohesive, high-performing team capable of implementing strategic objectives and adapting to future challenges.
Cases: Recruitment
Client*
An international construction materials manufacturer with headquarters and production facilities in Germany.
Challenge
To fill an accounting vacancy for the company’s Kazakhstan office.
The client’s HR team struggled to find a replacement for a laid-off employee for a long time, and finally, in the summer of 2023, they decided to contact Avanta Kazakhstan.
Solution
The agency’s recruiters suggested several relevant candidates and ultimately found an excellent accountant with strong expertise in the required area. The new employee successfully completed the probationary period, and the company’s finance department was finally fully staffed.
Client*
International construction and manufacturing company.
The client specializes in the production of cement, concrete, and other construction chemicals, as well as flooring, roofing, and protective coatings.
Challenge
The client contacted Avanta Kazakhstan in early 2024 with a list of vacancies in various fields, including sales specialists, quality control specialists, marketers, accountants, administrative staff, and more.
Solution
We have currently filled a number of vacancies, including:
- Customer Service Specialist,
- Sales Manager,
- Maintenance Specialist,
- Accountant.
A notable achievement for Avanta Kazakhstan is the successful filling of two complex sales vacancies, one of which was already in the works before our collaboration with the client began. Most of the hired candidates have already completed their probationary period and are successfully working for the company.
We currently maintain ongoing collaboration with the client: we continue to fill vacancies as they arise. Avanta Kazakhstan is dedicating specialized recruiters to this client, as the search for this client requires expertise in the construction materials industry. Furthermore, we are working with a limited pool of candidates, and the client’s international scale places high demands on candidates’ English proficiency.
Client*
A global brand manufacturer of construction and finishing materials: dry construction mixes, sheet materials, profiles, and components.
Challenge
Our company is the client’s exclusive recruitment provider in three countries: Kazakhstan, Russia, and Uzbekistan. We work on a permanent basis and maintain the client’s staff.
Solution
In recent months, the following positions have been recruited and filled:
Regional Representative,
Site Manager in Astana.
The final candidates were selected from more than twenty specialists submitted. The hired employees possess relevant experience and are a perfect fit for the company team.
*По условиям договора мы не разглашаем название компании-клиента в публичном пространстве.
Our clients
Want to fill your vacancies faster? Contact us:
Tel.: +7 705 554 6851
e-mail: client@avantakazakhstan.kz