Client: The largest international FMCG corporation in the Kazakhstani market.

The Challenge for Lavoro: To fully manage the selection process for a prestigious graduate program. The task was not just to find young and promising candidates, but over 4 months to evaluate each of the 800 applicants and select 140 individuals who perfectly matched the client’s corporate values and leadership potential.

What We Did:
We abandoned mechanical resume screening. This was a 3-month marathon of personal communication. Our consultant personally spoke with hundreds of applicants. Each conversation involved testing English proficiency, a deep assessment of motivation and values, and a candid discussion about career expectations and the demanding realities of the program. We acted as both facilitator and filter: on one hand, selling the program’s ambitious nature to candidates, and on the other, ruthlessly weeding out those who weren’t genuinely passionate.

The Result That Speaks for Itself:
We formed a pool of 140 future leaders who passed through our multi-layered filter. The client received not just an anonymous list of graduates, but motivated specialists already immersed in the company’s values. The savings in the client’s internal HR department resources were colossal — we took on all the labor-intensive groundwork ourselves.

Straightforward Takeaways for Your Business:

• Mass selection requires systematic processes. We built a system that handled the load of 800 people without compromising quality.

• Working with graduates is a battle for motivation, not just skills. The key was selecting based on values and leadership potential, which we verified through personal dialogue.

• Outsourcing such a project is an investment in saving your HR team’s time and a guarantee of a high-quality initial filter.