Performing a good search process require a detailed specification. We need to understand the company business and organization as well as candidate and job profile. This includes a critical evaluation and analysis of necessary competence, personal suitability, corporate structure and culture. It is also necessary to discuss the company brand and market position.
Building a sufficient and strong candidate pool is demanding and takes time. Our research is systematic and metodical and candidates are identified primarily through three channels; use of network sources and leads, direct search within relevant organizations and companies and structured internet search.
Tyically we interview betveen 8 and 14 candidates in the preliminary round depending on the market for the position. The interviews are semi-structured. For us this means that while we obviously ask the candidates similar questions, we also take individual consideration. Our main goal is to clarify career history, drive, ambition, past performance, motivation and any deviation from specification. We are ambassadors for our client and shall sell customer real and history in a correct manner.
Typically 2-4 candidates are selected to meet up with our client. The selection is based on how well the candidate performance and qualifications correlates with our spesification. The meeting is also a mutual evaluation of personal chemistry and confirmation on history. Do the parts beleive in each other and do they forsee a good collaboration? One important task we have ahead of these meetings is to coordinate and prepare participants on back-round and expectations.
We conduct a thorough debriefing and follow-up after the meeting, of both candidates and client. Do the parties have the same perception of the meeting? Are there any unanswered questions? Clear and honest feedback and information on next step are given to both rejected and qualified candidates. It is important that everyone experience a professional and neat process.
Final quality assurance meeting at Detektor includes five main parts; Completion of our 'facts and motivation' booklet, behavioural test, analytical ability test, depth interview and reference interviews.
During the depth interview we focus on motivation and personal suitability, so called value-based recruitment. We beleive this is not emphasized enough. Further more we aim to determine professional skills and leadership style in more detail. And we discuss the major challenges in relation to the role's mandate and objectives. Personal and commercial.
Thorough reference interviews are crucial. Our main objective is to reveal the risks and potential associated with each candidate.
As soon as all information and results are collected and organized we met up with our client for final report. Our job is to provide a sufficient basis for decisions.
Once a job offer has been issued there might be need for further assistance. It could be desire for negotiations or uncertainties about some of the contract contents. Our experience is that a third party like us successfully coordinates this information.