References

Here we share with you some successful results of our work where both the client and candidate are satisfied.

Recruitment of 30 software developers in Gothenburg.

The request that came from the client was about recruiting approximately 30 candidates during a very short time period. We booked a start-up meeting to go through the customer's business and the giving candidates the opportunity to make the team. We formulated an advertisement, which appeared on our website, the client's website, Monster.se, Careerbuilder.se, Arbetsförmedlingens's (the Swedish employment service) website and spread throughout online media such as LinkedIn.

Relevant CVs were sent to the client twice a week, after which we chose candidates for the first interviews. Prior to the interviews, we sent out personality questionnaires and inductive tests. We also asked the candidates to prepare two references. We always take copies of identity documents and transcripts as well as conducting in-depth interviews.

In step two, we booked candidates on interviews with the customer. Afterwards, we went through the interviews together. Then we decided which candidates should receive an offer. We recruited about 30 people during the period from mid-May to August 2014, and interviewed around 100 candidates that we picked out of 450 applicants.

Market Project Manager with international experience

The customer, who is an international station chain, requested project managers with international experience. In this case, this meant that the project manager role had overall responsibility for the company's marketing and business.

In a team of four people, we planned and implemented marketing activities for the company in different markets. The role also included developing and planning efforts, together with the different sales regions and monitoring of results.

We were seeking a graduate with a degree and 3-4 years of experience in project management from a marketing or advertising agency. International experience, preferably in B2B, was an advantage but the most important parameter was the personality. The customer was looking for an enthusiastic and sociable person who was responsible and trustworthy and had significant project management skills.

The key to our success is to understand what kind of personality that fits the customer and what motivates the person. We used advertising to find the right person and received many applications. After we had gone through the selection, we booked the interesting candidates for interviews. In the interviews, we investigated whether they comply with the requirements of the customer. After ringing thier references, we presented four candidates to the customer's marketing manager.

After a recruitment meeting, we always follow-up with the client and candidate to see how the recruitment has gone. In this case, both the client and the candidate were really pleased and we got a great match. The candidate has been allowed to grow in the company and the customer is super happy with thier performance and personality.