1. Preliminary analysis
In cooperation with representatives of the company, we ensure a clarification of the business needs and make an expectation in relation to the profile to be employed. We also summarize which tests are helpful in relation to the process as well as which advertising is to be put into use. The dialogue forms the basis for the search profile and for the work we subsequently 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. Interviews and references
The best suitable candidates come to the initial interview with us 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.
The company has interview with selected candidates.
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.
The company chooses a candidate, and Peopleinsync happely offers assistance in this regard. Peopleinsync updates all candidates after the process has ended.
8. The candidate starts working at the company
The company and their new employer starts the cooperation.
9. 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 new employee and Peopleinsync. Peopleinsync then provides follow-up to ensure that everything is as i should be.