Whether the position refers to the Chairman of the Board, a director or a middle manager, we recommend that they undertake a personality analysis and a leadership evaluation. This gives us the best possible basis for locating candidates that may create synergy and match the future manager, company, and organisation.
Discretion throughout the recruitment
We will contact you by telephone for a screening as potential candidate for the position we have been charged with filling. If you are considered suitable, we will invite you for an interview and send you a candidate guide and a data sheet that we will ask you to complete and return prior to the interview. During the interview we will give you further information about the position and the company. We will also ask you to inform us about your upbringing, your values, your career progression and your professional and personal qualifications. Throughout the recruitment process, we guarantee full discretion to the extent that you wish. We also guarantee that you will never meet other candidates for the same position at our office.
The recruitment and rejection process
Throughout the recruitment, there will always be candidates, who do not progress. Should you be one of those, you will naturally receive a rejection letter and/or a telephone call. A rejection does not mean that you will not be a suitable candidate for another position in the future. The candidate who was the second choice for a position today can be the first choice for another position tomorrow.
If you wish to proceed in the recruitment process, and provided we consider you suited for the position, we will obtain information about you from references familiar with your personal qualities and attitudes as well as professional qualifications, performance, and experience. Such parties may be board members, directors, managers, colleagues or work partners that you identify yourself in dialogue with us. We will not contact references without your approval.
Personality tests in our recruitment
We use tests and analyses which you have to complete as part of our recruitment process, and all parties are given the opportunity for feedback. We guarantee that all information is treated confidentially and that your data are not forwarded without your consent. We use the test results as a basis for a further interview in which we also use the references obtained. During this interview, we will go in-depth with your personal and professional profile, your leadership style, your competencies, your education and your career progression. You will also be given further information about the company organisation and culture, management and job content. If the interest is still mutual, you will be invited to a meeting with the company.
If the meeting goes well it is normal for the chosen candidates to have 1-2 further meetings with the company to finalise the selection and contract negotiation. The entire recruitment usually takes between 1 and 3 months.
You can see an overview of the recruitment process here.
Satisfied candidates – follow up
We follow up on the recruitment after 1, 3, and 8 months, and in the case of registered directors also after 12 months’ employment.
In the case of recruitment of board chairmen and members, we follow up after 6 and 12 months. It is important to us that as a candidate you are satisfied with the process. Whether or not you get the position, we send an evaluation form to everyone who has been introduced as a candidate, and we use your evaluation to improve our services and methods.