Select the right employee the first time!
If one ignores the direct costs of a recruitment, calculations show that it typically costs 3 to 12 months’ wages before a new employee is proficient.
To avoid the classic recruitment mistake – to hire on the basis of professional qualifications and to fire on basis of the personal qualifications – we put a lot of emphasis on assessing the latter. We evaluate the position and the corporate culture, including management and employees. We assess which personal skills are the most necessary. Through interviews and personality tests, we select the candidates who will be the best match for the company.
We have experience in recruiting for administrative jobs, technical positions, middle management and top management. Industry wise, we cover a broad range. For example, production companies, wholesalers, municipalities, NGO’s and schools. We especially have experience within the pharmaceutical and biotech industry.
Our task is not only finding the right candidate for the company. If the match is to be the best possible, it is also important that the company is the right one for the candidate. Therefore, we also consider the candidate’s professional and personal desires and goals in relation to what the job has to offer.
Basically, our recruitment process consists of:
- Analysis of the company and the position
- Preparing and publishing the job ad
- Receiving the applications, selecting and interviewing
- Personality assessments, control of references, and sometimes a simulation test
We prepare a thorough report with recommendations for each of the primary candidates – a report which also is a good management instrument in relation to the selected employee.
If you wish to carry out some of the phases of the recruitment process internally in the company, you can also choose to use us for selected tasks. For example interviews and personality tests of your primary candidates.
The recruitment process we carry out usually has a positive by effect on Human Resources generally in the company.
A recruitment process is the company’s reputation outward, also when using a recruitment agency. Therefore we treat the candidates, as you would want to be treated if it was you who applied for a job.
We work with style- and personality assessments, and different proficiency tests. In some cases, we will also perform a simulation – a test designed for the specific tasks.
When recruiting we use the personality assessment as an instrument to get a good insight into the individual’s mind and abilities. The result of the assessment is, in combination with the result of the feedback and interview of the candidate, a part of the final report for each of the top candidates.
We also use style- or personality assessments for:
- Management Development
- Career Development
When we work with personality assessments as an internal development instrument, the profile report is a confidential document between the tested person and our consultant. We always provide both a thorough oral feedback as well as a printed report for the person in question.