In order to find the right candidate for a position, we need to obtain solid and objective insight into the position and the company. We achieve this via discussions with relevant parties in the company and where the process requires anonymity regarding company and position, we restrict the pre-analysis to just a few people. When we recruit at several organizational levels, we obtain a deep and multi-faceted insight into how that company works at the strategic, tactical and operational levels, and how those three levels cooperate on a daily basis.
We always recommend that the Chairman of the Board, Director or Manager, to whom the new employee will be referring, undertakes a personality analysis and leadership evaluation just as the candidates. This gives us the best possible basis for locating candidates who may create synergy and match the future manager, company and organisation.
On the basis of the pre-analysis, we will produce a summary of our impressions, which will form the basis for the profile that describes the position, the company and the professional and personal requirements which candidates for the position must satisfy. The profile acts as a common reference point between you, the candidates, and us.
On the basis of the pre-analysis and our interviews with you, we will create a longlist. After this we commence a systematic search in relevant companies, in our network, and in our database. The longlist of candidate options will be discussed at your request.
Having determined a shortlist, we contact the relevant candidates to investigate their potential interest in changing positions, and we conduct a screening relative to the job profile. If there is a basis for continued discussions, we invite relevant candidates for an interview, and together with this invitation we provide our candidate guide, describing the recruitment process. Our thorough process also includes our constant search for ”dark horses” – i.e. candidates offering an additional dimension to the agreed profile.
We prioritise references
If the candidate is considered suitable after the 1. interview, we take thorough references. We aim to use the references in our next interview with the candidate. We also do not wish to be surprised by poor references later on in the process. We have developed our own referencing technique which gives a reliable impression of the references and the candidate’s personal and professional strengths and weaknesses. It is on the basis of these references that we arrive at a nuanced impression of a candidate. The thorough referencing method is one of the reasons why many clients choose Laigaard & Partners.