Step-by-Step in Our Recruitment Process
Generally, our recruiters follow these steps to carry out a recruitment. In some recruitment processes, the order of the steps may change, and sometimes more emphasis is placed on a particular part. The responsible recruiter ensures that each recruitment process is conducted in the best possible way for both the applicants and the client.
Submitting Your Application
The process begins with finding an interesting job advertisement that matches your career goals and experience. You can find our job search engine here. You apply by creating an account and uploading your CV and possibly a cover letter. Need some support along the way? As soon as we have your complete application, you will receive a confirmation email in your inbox. You don't need to do anything else at this stage.
Initial Screening
Your application goes through an initial screening. The selection is based on the applicants' experience, skills, and abilities. The criteria for the selection are based on the job profile that our client, i.e., the employer, wants the recruitment to meet. The client's job profile is the starting point for the entire recruitment. The job profile is always based on desired skills and experience, and we never make selections on personal grounds such as gender or age.
Validation
The next phase in the process is the validation of the candidates the client has chosen to proceed with. Validation can be done using various methods, and here are some of the ones we use most frequently:
Interview: The next phase in the process is an interview with the candidates selected to proceed. Candidates are invited to some form of interview, usually via Teams or on-site at one of our offices. Here, the recruiter wants to learn more about you, your personality, and your experience. We use an evidence-based interview methodology that focuses on assessing your potential and abilities, along with your previous experiences.
Tests: We conduct various types of tests depending on the type of recruitment we are doing and the client's requirements. Common tests include personality tests, logic tests, skills tests, and motivation tests. The tests support the entire recruitment process and help us make objective assessments of the applicants. We collaborate with most major testing companies but have chosen to partner with a primary provider for testing, Aon Assessment. Read more about how to prepare for different types of recruitment tests here.
Reference Checks: We usually also want to contact references you have previously worked with. The goal is to verify and get a comprehensive picture of you as a person and your skills. We prefer to handle reference checks digitally as it makes the process fairer when all references receive the same questions and follow-up questions.
Background Check: When relevant for the role being recruited, we may also conduct background checks. Background checks are typically done when the role involves access to or insight into sensitive information at the employer. Background checks are always conducted with your consent as an applicant. Different types of background checks can include obtaining information from public sources, such as legal and financial history and company engagements.
Presentation to the Employer
If you are part of a recruitment for a permanent position, the next step is for the final candidates to be presented to the hiring employer. Based on the interviews and the documents you have submitted, we make a comprehensive assessment of your profile. This assessment is presented to the employer. Usually, 3-4 candidates are presented to the employer. The employer then selects a few candidates they want to meet in person.
Meeting with the Employer
In the next step, the employer and the candidates meet to get to know each other. Here, you have the opportunity to ask more questions about the position, the workplace, and the working conditions. This is also where you can raise any requirements or wishes regarding the employment. We assist with communication and guidance and act as an advisor to both parties before and after the meeting. Many employers prefer to conduct two interviews: a first interview with several candidates and a second interview with the final candidate, where you might meet, for example, the manager's manager or colleagues.
Job Offer and Employment
When the employer has selected the applicant who seems to be the best fit, the candidate is offered the job. If both parties agree on the terms, it is time for the employment contract. After the recruitment process is completed, we send out a survey where you have the opportunity to provide feedback on how you experienced the process.
Follow-Up
A few months after you start your new job, we conduct a follow-up to see how things have been going and if it meets your expectations. We contact you via phone or email and ask a few questions. We do the same with your employer.