Every candidate proposed by us has been subjected to test and analysis tools. Tests and analyses are not used as a score chart to show whether a candidate is suitable or not, but they are used as a tool for dialogue. Together with references and previously gathered information, the test results form the background for another interview, in which we look very closely at the candidate’s personal qualities, professional skills and experiences, career progression and motivation. On this basis, and part of our headhunting process, we perform our final evaluation on the suitability of the individual candidate for the needs of the company and organisation.
Headhunting process – presentation of candidates
We prepare presentation folders for each of the candidates we introduce. We will send you this material prior to the candidate presentation, which, for purposes of discretion, will be held in a location neutral to the candidates. When you have met the candidates and had the opportunity to form a personal impression, we will present the findings from our references, tests and analyses. We offer decision-making advice in the subsequent process in form of a candidate evaluation tool. Once the selection has been made, you and the candidate will negotiate terms of employment, and we shall continue to advise you throughout this stage, should you so wish. We are uncompromising and will only introduce qualified candidates, as our hit rate in excess of 98% will verify.
Rejection in the headhunting process
When you and the candidate have signed the contract, we communicate the rejection to those candidates who were unsuccessful. It is of paramount importance to us that all candidates receive the best possible impression of you, of us, and of the process they have undergone.
As a competent headhunter – we follow up
When we have carried out a recruitment assignment, we always measure client and candidate satisfaction with the headhunting process. We follow up after 1, 3 and 8 months and, in the case of recruitment of registered directors also after 12 months’ employment. In cases of recruitment of chairmen and board members, we follow up after 6 and 12 months.
We have been extremely satisfied with the collaboration in relation to the Search for a Managing Director. The entire process has been handled with the utmost professionalism and has been very inspiring, and I have been thoroughly informed throughout the process. We have particularly found the reporting on and analysing of candidate profiles and competencies carried out by Laigaard & Partners to be a very significant help in making the right decision. The final selection is ultimately up to the Board, but it is a great help to be able to carefully discuss the decision with a professional recruitment and consultancy provider. .
Steen Andersen, Chairman