Process Description

Signium International, Denmark’s process covers below-mentioned elements:

Preliminary analysis
Gathering of information about the company, including: Concept, vision/target, products/services, economical conditions, staff policy, culture, values etc.

Specific description of the job profile:

Competence requirements
Responsibility
Reference
Organisation
Management

To be able to get in-depth knowledge about the company and the job requirements, the contents of the job will be discussed in details. If wanted, or if advisable, a few selected employees will be involved in this work to get a detailed picture of the job.

The requirements and the expectations to the candidate can be described under the main areas:

Competences:
• Knowledge (requirements to the theoretical background, experience)
• Skills (practical abilities)
Attitudes (ethics, moral, values, culture)
Personality (basic characteristics)
Motivation factors (driving factors)

Advertising as a supplement in the search process
It may be advantageous to combine the search process with advertising on the Internet or in print media. The value will be discussed preliminarily, and in case advertising is utilised, a job advertisement will be prepared. If wanted, the advertisement can be anonymous.

Research
The first step in the search process is the preparation of a prospectus. The prospectus includes detailed information about the client company, expectations and requirements as to the personal profile, in-depth job description and other relevant conditions. The prospectus will be handed out to candidates in connection with interviews.

The search process is based on an intensive market analysis, where the specific and related sectors are analysed to get an overview over relevant target companies. Candidates from the target companies form part of a short list, based on which telephonic contact is taken.

In excess search in networks is activated to be able to get in contact with candidates, who may not actively be looking for a new job.

Evaluation of candidates and the interview process
Based on the preliminary telephone screening relevant candidates are invited to the first interview. When the first interviews have been carried out, the candidate field is evaluated. Based on this evaluation the best qualified candidates are invited to a second interview and a personal analysis. Moreover some candidates will be asked to accomplish an assessment.

Based on the second interviews and the results from the personal analysis and the assessment, references will be obtained.

This part of the process covers:

First interviews
Answering of questions in cooperation with the client
Second interviews, personal analysis and assessment
Evaluation of candidates compared to the job requirements
Reference obtainment, control of diplomas, certificates and recommendations
Selection of qualified candidates to be presented to the client

Personal analysis and assessment
It is evaluated which personal analyses and assessments will be relevant for the process in question. All candidates presented will be subject to a personal analysis and will receive an oral report at a personal meeting. We use Master Management as analysis supplier.

The personal analysis clarifies areas such as working style, decision conduct, social competences, personal dominance as well as result orientation.

Status and updates
Once a week a status of the process will be sent by e-mail to the client. The status will include a short description of the progress compared to the agreement, as well as a preliminary evaluation of candidates interviewed.

Presentation of candidates
Presentation reports for each candidate will be prepared. The report includes:

Description of the candidate
Data sheet
Application, if any
CV, career description
Personal analysis and assessment results

Prior to the candidate presentation above-mentioned issues will be discussed, and the candidates’ suitability will be compared to the ideal job profile. Special issues such as personal development areas will be discussed. Then a meeting between the candidate, the company and the consultant is set up.

Engagement
The company takes the decision as to which candidate will be engaged and makes the final agreements as to starting date, contractual conditions etc.

Follow-up and guarantee
To make sure that the expectations of both parties have been met with, we get in contact with the candidate and his/her superior to follow up after three and six months (at the strategic level also after nine and twelve months).

If, contrary to expectations, the candidate resigns within the first six months due to factors that can be related to our recommendations, the job will be re-occupied free of charge and according to the same principles and conditions as before.

Process Description

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