1. Preliminary analysis
In collaboration with representatives of the company, we ensure a clarification of the business needs and make an expectation in relation to the future leader's profile, including the selection of relevant tests as well as the choice of advertising. The dialogue is the foundation for the search profile and for the work we put in the recruitment project.
Then follows advertising and a focused and efficient search process where we seek the best suitable candidates for the position. The process includes reaching out to candidates, screening of candidates and inviting the best suitable candidates for interviews.
3. Interview og references
The best suitable candidates come to the initial interview in our offices, and through the meeting we ensure a thorough understanding of both experience and results, and partly the candidate's thoughts and motives for seeking the position. If there is still a good match between the candidate and the position to be occupied, a process begins, where references are obtained from past executives, employees, collaborators, etc.
Selected candidates are offered to answer the tests (selection of tests is clarified at the initial meeting). Candidates solve assignments and / or answer test questions either at home or with a consultant, depending on the test, and subsequently the candidate receives feedback on tests.
Based on interviews, tests and references, we prepare a written presentation of relevant candidates, and the company subsequently gets an opportunity to evaluate the candidate field.
Then follows a process where candidates come to an interview with the company where a consultant from Peopleinsync participates with recruiting leader, HR or other relevant parties. We bring the candidate presentations to the meeting.
In a dynamic process we collaborate to determine which candidate is the best suited. Or, if there is a need to increase the number of interviews, renew the candidate field or something completely third. Peopleinsync updates all candidates after the process has ended.
8 - Pre-boarding and the final details
In cooperation, we help the chosen candidate to get ready to begin the new job: The company gets the contract and terms in place with the candidate and ensures dialogue about the company's strategy, future plans and challenges, and we support the candidate acquisition of new knowledge, new reality and upcoming challenges.
9. The candidate starts working at the company
The company and the new manager begins the coorperation.
10. Follow up and evaluation
In a final dialogue between the customer and Peopleinsync, an evaluation of the process is made. The same happens for the manager and Peopleinsync. Peopleinsync then provides follow-up to ensure that everything is as i should be.