Personal and professional recruitment
LindbergHR is recruitment with a professional personality. As a customer, you get a partner who knows the daily life that your new employee must succeed in. And you get an employee who, professionally and personally, has the best prerequisites to create value for your company. It requires a structured and thoroughly tested process to succeed with this.
You can get that at LindbergHR.
The recruitment process
Preliminary analysis and preparation of job profile
The analysis uncovers professional and personal expectations for the new employee and takes into account any future changes to the requirements. In the analysis phase, relevant key people in relation to the job are interviewed – including the immediate manager. Based on the preliminary analysis, a job profile is prepared that specifies requirements for the new employee's personal and professional competencies as well as experience and preferences.
Search
We are solving more and more recruitments where it makes good sense to include search (headhunting) as an important part of the recruitment process to increase the candidate field. LindbergHR identifies industries and companies where the right profiles could work. We then have a non-binding dialogue with the best qualified for the position, who often choose to actively apply for it after an initial discussion.
Interview
During the interview, the candidates' relevant experience, professional and personal skills are assessed. The candidate also gets an insight into the company, what success criteria must be achieved to be successful in the job, and feedback on the personal profile analysis. The interview is a crucial opportunity to uncover strengths and weaknesses – and gain a deeper understanding of the candidate's potential.
References
For suitable candidates, two or three in-depth references are obtained from previous managers and other relevant references. This helps to nuance the picture of the candidate and provides an opportunity to uncover areas where there are potential challenges or potential.
Presentation
Typically, two or three candidates are presented to the company. This is done on the basis of a thorough review of the candidates' professional and personal profile based on application, CV, in-depth interview, personal profile analysis and references.
Follow-up on the employment
The employment is followed up through interviews with both the employee and the immediate manager. The first follow-up interview typically takes place after 3-4 months of employment. The interview helps to ensure that both the customer and the candidate are happy and have reconciled any different expectations that have emerged in the initial period.
Interview upon termination of employment
If an employee leaves within the agreed guarantee period, interviews are conducted with the manager and the employee to gain deeper insight into the circumstances that led to the employment stop. The sole goal is to ensure that the re-employment is successful.
What customers think
Good hires should be measured by the satisfaction of the company and the candidate –
both in the short and long term.
Hear what some of LindbergHR's customers have to say about the collaboration.
It is important to have a good sparring partner throughout the entire process from job description to finding the right person. Here, Carsten Hartvigsen has been a strong partner and has been very successful in finding new employees for us.
Paul Dalsgaard
CEO, PROTECT
Other areas of expertise
Sparring
If you want to carry out parts of the recruitment process yourself, LindbergHR can handle the other sub-processes where you want qualified advice.
Outplacement
A good outplacement process ensures a responsible and professional departure for senior employees. Read more about how you can get direction and support for the employee's future career.
Interim management
Security is a scarce commodity in critical situations. The solution may be an interim employee who quickly and efficiently ensures that operations do not come to a standstill due to, for example, illness or sudden layoffs.