REQUIREMENT SPECIFICATION

Job Description, Job Specification and Requirement Specification. These documents are very important for a successful recruitment process.

Provides information about the scope of the role, responsibilities and the positioning of the job in the organization. And this data gives the employer and the organization a clear idea of what competences and qualifications an employee must hold to meet the requirement of the particular job responsibilities. 

The agency (T&P) prepare all documentation required, with description of the role and where all important competence requirements for both the assignment and the desired candidate are clearly specified. 

JOB ANNOUNCEMENT

This is done in collaboration with Client, where and if advertising is to take place and under what conditions and over what desired  platforms and shape.

Written and published as soon as possible or between 1-5 working days from start of process. Video-ad format is ordered and created separately and published and distributed on all social platforms desired by Client.

The advertisement is approved by you as the Client and as soon as an advertisement is published on our or other sites, you will receive a link to the actual ad and or ads formats. 

SEARCH & SELECTION

The search for candidates starts and takes place immediately from the time we agree. Proactive searching and headhunting for qualified candidates for the actual position.

Executive Search also referred to as Headhunting is a specialized recruitment service focused on sourcing candidates for senior or executive level.
The overriding goal is to identify the best possible candidate(s) for the role, not the most actively available.

A process focused on proactively find passive candidates and professionals not actively seeking a new role. Executive Search professionals look for the best individual for the role and approach them directly, rather than waiting for them to approach the recruiter.

SCREENING & SHORTLISTING

Screening starts after completion of the process of sourcing and headhunting candidates. Screening is the process of filtering the applicants and also the total headhunted and searched candidates for further selection process.

Screening is an important and integral part of the recruitment process that helps removing unqualified or irrelevant candidates, which were received through sourcing. So that the absolute best qualified candidates is selected and delivered to Client.

SHORTER TELEPHONIC INTERVIEWS

A telephonic and/or video interview/screening takes place as a start. About 15 min/candidate to check their interest and all the main required qualifications, education, language, salary, notice period and such to meet the absolute basic criterias of the role and demands of the potential candidate. 

IN-DEPTH INTERVIEWS

After a shorter telephonic and/or video interviews have taken place, a so-called in-depth interview will take place.

There, the agency (T&P) makes an actual and accurate assessment of the candidate and how well the candidate’s characteristics, qualifications, competences and personality correspond to the demands and characteristics required for the actual position.

Is done continuously with all candidates and  often with up to at least 20-30 of the selected few to result in the ability to deliver up to maximum 10 shortlisted candidates to the Client. 

IDENTIFYING TOP CANDIDATES

Identifying top candidates is the final step of screening the resumes and candidates. In this process the top layer of resumes and candidates are shortlisted, and evaluated which makes it easy and efficient for the hiring manager to make a well balanced decision of which candidates to take further for evaluation and eventual hire.

A specific and individual summary and so called candidate profile is composed by the Agency (T&P). This provides valuable insights and recommendations to the hiring manager to take a decision in hiring the absolute right candidate based on the right data. 

CALL PRESENTATION

As soon as suitable candidates have been identified, the profile is composed these will be sent in a link to you or via your headhunting  and ATS system. The candidate profiles contain all data and contacts linked to the candidates as well as a summary of each unique candidate.

A call with hiring manager takes place to present and discuss all the net candidates specific qualifications and personalities. 

CANDIDATE INTERVIEW WITH CLIENT

Client make a selection based on the delivered candidates and profiles and a selected few candidates are booked for an interview with Client. Interviews should be carried through within reasonable time days from the day candidates are delivered to ensure the candidates interest. 

A call and follow up is made with each of the approximately 4-8 candidates the client selected and decided to interview.

WORK CASE

To create as accurate a recruitment process as possible, a work case can be good to do with the candidates to select and part them from each other. We are happy to help you with input on how to conduct the case if necessary.Up to Client to decide if a case is to take place or not. We forward case information and schedule the candidate in the calendar of Client.

PERSONALITY & CHARACTER TESTS

We have extensive experience of various tests and analysis methods, which are adapted to the Client’s wishes. Both personality-, sales-, verbal-, mathematical-, logical- and characteristics test may be performed.

We call candidate to let them know a test is to be performed. We compose and send all the links and test required. We follow up after tests are completed with both candidate and Client. Often done with the selected few and end candidates, often maximum 2-4 candidates. 

REFERENCE & CANDIDATE VETTING

The reference check is an important part of the process. This is done on selected finalists often maximum 2 candidates times two references each. It all takes approx. 1 hrs/reference then the reference is written down and delivered to the Client in written summary. At this stage, various background checks may also be carried out after specific request by the Client.

Candidate vetting is the process of thoroughly investigating an individual, company, or other entity before making a decision to hire. A background review is an example of a vetting process for a potential employee. Once the vetting process is concluded, a well-informed hiring decision can be made.

EMPLOYMENT

The actual form of the employment contract, remuneration and the actual offer and the agreement between you, the Client, as the employer and the actual candidate. As soon as you both agree, the recruitment is complete. 

FOLLOW-UP & REPORTING

After the actual form of the employment and the contract is signed the wait starts for the notice period to end and the candidate to start his or her new position in your, the Clients, organization.

A follow up is made each month after sign over the first 6 months.

Occurs continuously after candidate is hired but at least 1, 3 and 6 months or even monthly after the employee has started his or her position. Follow up is made both with Client and the candidate. 

Thank you for the trust in us!