When our client needs help to find an employee for a permanent employment, the client pays a one-off payment for us to find an employee for them.
Based on the client’s request for the employees, both social and professional competences, we start our ASIPO process:
Analyzing – Screening – Interview – Presentation – Onboarding
ANALYZING THE JOB
The process begins by an interview with the company’s representative.
Analyzing elements will be:
- Who are the “Company”
- The company’s values & DNA
- The specific job role and title
- Job package
- The perfect candidate’s need-to-have and nice-to-have
Before we begin the screening process of incoming job applications, we spend time to understand the job role and the requested needs for professional and social competences.
To begin with, we look at the mandatory fields (the need-to-have). Afterwards, we scan for preferred fields (the nice-to-have).
The interview will clarify the candidate’s suitability for the job position. We evaluate the candidate in three steps.
First, we make an overall rating based on the impression of the person to evaluate if they are qualified or disqualified for the position.
Second, we rate the candidate based on the job position requirements.
Third, the detailed rating involves in-depth characterizations to see how the candidates match the organization, the team, and if they are ready to relocate, if needed, and the reason hereof.
When we have selected the most suitable candidates, we prepare a professional CV, highlighting the job match requirements.
We also include an evaluation of the candidate and a front page which we present for the client.
When the client has selected the right candidates matching the requests, we will inform the candidate.
The recruitment process is now over, and the client can start their own onboarding process.
Our onboarding process is not part of our recruitment process but if you, as a client, want us to take care of the onboarding process, it is an added service we can offer.