Search

Search

Our approach

Search – Headhunting – Recruitment
While they may be identical, there are different ways to go about them. When hiring a new employee, the method of attraction is the first thing to be determined. The choice of method is simple once a number of factors have been clarified: Discretion, mobility for the target group, client situation and attraction in the job. These are factors that help determine the method, which will ultimately lead to selection of the right candidate.
The process can be divided into three phases:
 

Our approach

Search – Headhunting – Recruitment
While they may be identical, there are different ways to go about them. When hiring a new employee, the method of attraction is the first thing to be determined. The choice of method is simple once a number of factors have been clarified: Discretion, mobility for the target group, client situation and attraction in the job. These are factors that help determine the method, which will ultimately lead to selection of the right candidate.

The process can be divided into three phases:

1. Establishing the profile


To begin, we start thoroughly identifying the actual needs the client has and wants a new employee to fill. Here we look at both the professional and formal requirements of the candidate and the demands to the candidate's personality and motivation.

People Capital Partner conducts thorough discussions with the client, and when needed, we engage with the job candidate's colleagues and business partners.

This helps to ensure that we accurately define the profile so we can identify the right candidates.

2. Attraction



Here we use the appropriate channels to attract the target audience: Network, sources, LinkedIn, advertising, search etc.

The first contact with the candidates who are not actively seeking employment requires experience and discretion. The essential questions we ask ourselves before making contact are:

"What is in the job that could be attractive to the candidate?"

"What would motivate the candidate to change jobs?"

3. The selection



To select the right individual for the job, People Capital Partner often uses well known personality tests.

We consider tests to be a good tool for establishing a dialogue with the candidate on equal footing. We respect the fact that the truth does not exist in the one test result, but in the total amount of information exchanges throughout the process.

As part of the deliverable, we prepare a decision report providing insight into the candidate's motivation. There are also good tips for the on-boarding process.

stempel

Two-year guarantee

As part of our quality assurance, the candidate and client are followed up in the first two years of employment. The employment is also guaranteed for 2 years.

stempel

Two-year guarantee

As part of our quality assurance, the candidate and client are followed up in the first two years of employment. The employment is also guaranteed for 2 years.