We offer you six months guarantee on all our placements
We offer you six months guarantee on all our placements
ACS provides recruitment solutions at a minimal price. Our recruitment services include:
Our recruitment processes are transparent, equitable and consistent. In selecting suitable candidates, we are guided by the established selection criteria and DEI principles. Upon completion of the short-listing process, we provide a detailed report on the candidates including their qualifications, experience, strengths, weaknesses and suitability.
ACS offers bespoke Head-Hunting services for top talent across East Africa. We partner with Millar Cameron (www.millarcameron.com), a globally recognized Executive Search firm, to provide global standards in executive recruitment. We work with sector specialists to locate leadership and technical talent, even in the most challenging locations in Africa.
Diversity hiring: In our passion to advocate for gender diversity and inclusion, we have developed a strong pool of female top talent in Africa, and from diverse technical backgrounds. Employers can easily access strong female talent for Board, Executive hiring and Mid-level positions through ACS. Ours is an ongoing process of identifying and tagging top female talent across Africa. We hope to play a humble role in levelling the gender ground in in work spaces in Africa
Are you an organization that desires to place your primary effort in your core business, without having to worry about staffing issues?
Are you an International Organization with projects in the East African Region or an Overseas Company that desires to have a presence in the region, without the hassles of establishing a local administrative structure?
ACS provides tailor made solutions for each Organization by providing Outsourcing services.
The services we provide include but are not limited to:
ACS provides the benefits of a functional Human Resource department at a fraction of the cost as we spread our costs across economies of scale.
You will enjoy the benefits of qualified HR professionals, legal experts, industrial relations experts, recruitment experts, at a fraction of the cost. Because we deal with experts, we will ensure that you only get the right skills for the job.
Not everyone is familiar with employment laws and the constant changes that accompany these laws. You will be reducing the risks of breaching employment laws as ACS ensures legal compliance.
You can select and hire leadership talent with greater confidence in their competencies and organizational fit by combining interviewing with psychometric assessments. These assessments provide a scientifically valid and legally defensible approach for effectively comparing candidates, removing bias, and making informed hiring decisions. Psychometric assessments help assess a candidate’s work style, interpersonal skills, leadership skills, problem-solving skills, values, motivations, and emotional intelligence. When you make the right hiring decisions, you get an engaged workforce and an efficient working environment with fewer conflicts and fewer HR Management headaches.
Psychometric assessments also act as development tools in helping organizations identify and realize the potential in their people and providing employees with crucial insights about themselves (self-awareness). With a clear recognition of their strengths and developmental gaps, and a greater understanding of their colleagues, employees become better communicators, decision-makers, and leaders. The results are a high-performing workforce, cohesive teams, and engaging leaders.
Our preferred assessment tools include:
Hogan Personality Inventory (HPI) – this assessment describes normal or bright-side personality – how individuals manage stress, interact with others, approach work tasks, and solve problems. The HPI measures adjustment, ambition, sociability, interpersonal sensitivity, prudence, curiosity, and learning approach. The seven attributes measured in the HPI are adjustment, Ambition, Sociability, Interpersonal sensitivity, Inquisitive, Prudence, and Learning Approach.
Hogan Development Survey (HDS) – describes the dark side of personality – behaviours that emerge during times of stress or when people stop self-managing. These behaviors can damage relationships and derail careers. The eleven behaviours assessed in the HDS assessment are excitable, skeptical, cautious, reserved, leisurely, bold, mischievous, colourful, imaginative, diligent, and dutiful.
Hogan Motives, Values, Preferences Inventory (MVPI) – this assessment describes personality from the inside – an individual’s core values, or the goals and interests that determine satisfaction and drive careers. The scales assessed in the MVPI assessment include recognition, power, hedonism, altruism, affiliation, tradition, security, commercial outcomes, aesthetics, and science ( intuitive vs analytical approaches to decision making).
Hogan Business Reasoning Report – The Hogan Business Reasoning Inventory (HBRI) describes an individual’s business reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. HBRI measures Qualitative Reasoning (working with data visualization, logic, and verbal information to solve problems), and Quantitative Reasoning (working with mathematical and spatial information to solve problems. HBRI is designed to predict occupational success, evaluate business reasoning style, support candidate screening, and measure how individuals approach real-world problem-solving.
DISC – DiSC is an acronym that stands for the four main personality profiles described in the DiSC assessment model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness. People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results. People with I personalities tend to be more open and place an emphasis on relationships and influencing or persuading others. People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity. People with C personalities tend to place the emphasis on quality, accuracy, expertise, and competency.
PSI Emotional Intelligence Profiling (EIP3) – EIP3 provides an accurate analysis of a candidate’s level of emotional intelligence. Personal EI scales assess levels of resilience, initiative, self-drive, Change management, and growth focus. Interpersonal EI scales assess relationship skills, ability to inspire others, coaching skills, regard for others, and team management skills.
PSI Personality & Preferences Inventory (PAPI) – PAPI assesses seven key areas of personality broken into 26 scales. The seven areas are Impact and drive, Organization and structure, Ideas and change, Interaction, Work momentum, Composure, and Engagement.
The Leadership Circle ( https://leadershipcircle.com/) – The Leadership Circle is a 360-degree leadership assessment process. It measures creative behaviors (relating, self-awareness, systems awareness, authenticity, achieving) vs reactive behaviors (complying, protecting, controlling) to determine one’s leadership effectiveness.
The Services provided would include:
ACS is a Resource point for qualified, experienced training and consulting experts in the following fields:
Payroll Management Services
Our payroll services enable you to spend your time growing your business. Our payroll services include the following:
Actual services provided for each client are tailor made to meet the client’s specific request.
Performance Evaluation
ACS is equipped with diverse 360-degree tools to support your organization manage a credible performance evaluation process. We use globally approved tools such as Hogan and PSI tools. We ensure to gather all the relevant information to enable us to customize the tools to meet your specific requirements and to assess the relevant competencies.
Other HRM services offered include Attitude / Engagement surveys, and salary benchmarking for diverse sectors across Africa.