Nordic Search Group conducts searches and assessments, assisting our clients in hiring the right executives, functional managers, board members and specialists. We provide stability and control to the entire process from start to finish. Nordic Search Group shows a consistent and successful approach to each assignment.
Together with our clients we determine and set the strategy for finding the best suitable candidate – including a thorough understanding of the client’s culture, responsibilities in the position and necessary qualifications.
We will carefully guide you through our recruitment process, which contains six detailed and comprehensive phases as outlined below. Each phase is carried out with discretion and sensitivity; using full resources and market insight at our disposal.
Our 6 phase Executive Search recruitment process
1. Preliminary analysis
Before engagement we conduct an analysis to clarify and identify your potential needs of a client and identify a dedicated project team. This makes it possible for us to set up Search immediately after assignment confirmation.
Search methodologies are identified, if wanted – advertising for the benefit of our client (employer branding) – and a project plan and timescales are agreed with our client. All searches are managed by a dedicated researcher and specialist consultant.
While our primary focus is direct search we also conduct a variety of secondary search methodologies. These include searching in industry leading databases, through network and deep desk search.
We initiate short-listing through a detailed and comprehensive process: We screen all candidates with an initial telephone interview to assess the candidate’s suitability and to assure interest in the position. When this has been confirmed, we carry out one-to-one interviews.
3. Interview and test
Our selected candidates undergo face to face interview and the chosen candidates undergo testing, and following a personal feedback and in depth interview. We select the candidates that we find most suitable for the role and the client’s organization based on competencies, experience and motivation. A written candidate presentation is udformet, and the candidates are presented to our clients.
We believe in transparency which ensures full project visibility. This means every week our clients receive an update on the current process.
Clients will be provided with a report covering each candidate before presentation in which we bring our assessment and recommendation on the candidate and why he/she should be considered for the role.
We aim to present 2-4 candidates depending on position. Nordic Search Group assists the interviews.
To secure a solid basis for decision, we use assessment as part of the recruitment process. Selected candidates will attend a final assessment process; challenging them with prospective tasks relevant to the position.
6. Follow up
After completed recruitment process, 3-6 months after the candidate has started at the company we will arrange a follow up meeting with the candidate and the management. The purpose with this meeting is to secure that mutual expectations are met according to the needs of the company or the candidate.