Recruitment

Our selection process step by step

When we recruit suitable candidates for a specific job, we want to follow the entire process. From setting the requirement profile to advertising, selection, interviews, reference checks, salary negotiation to integration and follow-up. Our work is characterized by seeking out candidates in our network, being personal, creative and committed. Here are our ten steps to a successful recruitment.

1. Meeting with clients

The first step is that we meet to go through what you are searching for and the conditions of the recruitment process. We look at the schedule, the organization’s goals, strategy, corporate culture and future challenges. Then we go through the requirement profile and meet other employees in the organization that are important in relation to the position.

2. Advertising

After our first meeting, we summarize the information in a requirement profile and create a job ad. Once it is approved by you, we will publish it on your website, ours and at Arbetsförmedlingen, which in turn connects the advertisement to approximately 22 additional sites. We also begin search in our network immediately. Would you in addition prefer to advertise in other specific newspapers, an additional cost will be charged.

3. Selection by candidates contacted, qualified and interviewed

After the application period, we go through all the applicants and the people we searched. We match candidates against the requirement profile and explore their background, skills, talent and interest in the role.

4. Interviews of suitable candidates

We then interview the candidates considered suitable according to the requirement profile. During the interviews we present the client company and the conditions for the requested position. We also review the candidates’ background, experience, aptitude and interest.

5. Presentation to client 

Next, we summarize the information from the suitable candidates and present them to you. We go through their background, suitability and their motives for seeking the position. Based on this candidate list you choose the candidates you want to interview.

6. Interview with the client

Here you (the client) interview the selected candidates. If you wish, we can participate in the interviews to more easily discuss the suitability versus the requirement profile.

7. Tests and deep-interview

Evaluation of candidates is done by the personality test OPQ. We send the candidates a link and login details for the test. In the OPQ test, personality is defined as a person’s typical or preferred way to behave, think and feel.

With OPQ and our own in-depth interview template as a basis, we perform an interview that takes about two hours. We always proceed from the requirement profile to ensure that all requirements are met. Furthermore, we supplement with additional references to straighten out any queries from the in-depth interview. After tests and interviews are conducted, we present the results personally to you.

8. Final interview

After a review of the tests, a second and final interview with the candidate is conducted by you. In this interview, you discuss the job description in more detail as well as the candidate’s strengths and weaknesses in relation to the position. Other employees from the organization may also be involved to provide a picture as complete as possible to the candidate.

9. Offer and negotiation

After the final interview, tests and considerations, you choose a final candidate. The candidate is offered the job and salary negotiation begins.

10. Integration of the candidate in the workplace

We assist with the integration of your new colleague at his new workplace through close follow-ups and dialogue. We have regular follow-ups the first week of employment and then after three, six and twelve months.

Contact persons

Martina Hindriks

Successful missions since 2010

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