Identification, attraction and qualification of relevant candidates to your position

What we do is recruitment and headhunting so our key competencies are to identify the most relevant candidates and attract them to your position.

We can most often adapt the recruitment process to your internal process and needs. For some companies, we do a full recruitment process including assessment of the candidates while others ask us only to identify and attract the best candidates.

However, some elements of the process are mandatory to secure the quality. Most processes include one or more of the following steps:

Initial meeting

Before we start searching for candidates it is necessary for us to know exactly what to search for. Thus, it is important for us to meet or talk to the most important decision-makers when starting up a new process.

In that connection, we most often use our tool our tool to secure all candidates are processed equally and to give you the best basis for choosing the best candidate.

Information package to the candidates

As most of the candidates we are in dialogue with not are actively looking for a new job it is necessary to inform them thoroughly about the position and to give them an honest picture of the company.

After the initial meeting, we will complete a description of the position and the requirements for fulfilling the job. Additionally, we will ask the most important internal stakeholders (for example hiring manager and HR) to make a short and informal video presentation of themselves. It is meant to give the candidates an honest impression of the people he/she will be working with. We will of course guide you to how to make the video in practice.

Search strategy

Based on the knowledge we have about the role and requirements our search strategy will be customized to the actual position.

Typically, we will identify candidates via:

  • Relevant companies (of course we are aware of possible off limit companies)
  • Network/recommendations
  • Relevant organizations/associations
  • Social media: Linkedin, facebook etc.
  • Professional/technical network
  • Publications
  • Online groups/discussion forums

Selection and qualification of candidates

Having identified the potential candidates we will check out their motivation for your position and – if they are interested – we will screen their competencies and relevance. The first dialogue will typically focus on the candidates “hard core” skills, but we will, of course, get a feeling of their personality, motivational factors, values etc.

When relevant we will again use our tool our tool to relate the candidate’s competencies, motivation etc. directly to your requirements.

If you want us to, we can make a further assessment of the best matching candidates, including in depth interviews, personal profiles, obtaining of references etc.

Presentation of candidates

How we present the candidates depends on which stage you would like to be involved or take over. Someones prefer to see the CV as soon as we have an interested candidate. If so it will be delivered with a short resume of our conversation with her/her, including motivational factors, thoughts about the position, salary level etc.

If you want us to go the step further and ask the candidates to fill out our tool we will send you the generated reports which are an excellent tool for the further assessment.

We can also do the further assessment and if so, we will complete full presentation reports for you including the reports from our tool, assessment based on our interviews of the candidates, results from personal profiles and observations from reference persons.

Communication during the process

Having identified the potential candidates we will check out their motivation for your position and – if they are interested – we will screen their competencies and relevance. The first dialogue will typically focus on the candidates “hard core” skills, but we will, of course, get a feeling of their personality, motivational factors, values etc.

When relevant we will again use our tool our tool to relate the candidate’s competencies, motivation etc. directly to your requirements.

If you want us to, we can make a further assessment of the best matching candidates, including in depth interviews, personal profiles, obtaining of references etc.

Follow up

When you have hired a candidate presented by us, we are of course very interested in following your cooperation.

Thus we will contact both the new employee and the stakeholders from the process after around 2 months from the starting day.

Additionally, we will invite all parts to a meeting ensuring that the cooperation is on track.

Flexibility

We can most often adapt the recruitment process to your internal process and needs. For some companies, we do a full recruitment process including assessment of the candidates while others ask us only to identify and attract the best candidates.

However, some elements of the process are mandatory to secure the quality.

Dedication & Professionalism

No matter what kind of process you choose the key words for us are thoroughness, honesty and professionalism. We are very dedicated and it is important for us to know that we during a process investigate the market thoroughly. Maybe some of the best matching candidates aren’t ready to a job change but we will make sure that the most relevant ones are identified and contacted. In that way, the recruitment process is also a valuable market research.

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