There is currently a robust labour market for science and technology managers and specialists. This means that competition is fierce for the most skilled employees. Search4S not only advertises online but also searches actively for candidates. We make extensive use of social media and personal networks.
Advertisements are generally placed online via Arbetsförmedlingen and other relevant advertising forums. Depending on specific requirements, adverts may also be published in printed media and newsletters, or newer solutions such as targeted network advertising may be used.
The search, or headhunting, procedure begins with mapping the likely current or previous jobs, workplaces or other relevant experience of suitable candidates. Thereafter, Search4S will identify the relevant candidates and inform them about the vacancy. Headhunting is often necessary in order to reach exceptional candidates.
To attract the right person requires visibility, clarity and a good appropriation. In addition to these factors, here at Search4S we a strong believe in treating candidates well. In our experience, people are more than happy to pass on tips about interesting jobs, as long as the workplace has made a good impression on them. As a recruitment consultant, we represent you as an employer. We take our responsibility to act correctly and treat candidates with respect extremely seriously. You can learn more about our Code of Conduct here.
We understand…
…or we will make sure that we learn! The first step in any recruitment is to prepare a job specification. This will include information about the client, the position and the employment terms being offered. Together, we prepare a desired personal profile. The more we know about our client and the vacant position, the better equipped Search4S is to perform the task. The job specification is the point of departure for the entire recruitment process. Putting in the necessary preparatory work ensures the quality of the final candidates and reduces the risk of potentially disastrous mistakes. In addition, it is often advantageous for the client to discuss and reflect on their business with us.
Are you looking for a creative? If so, what exactly do you mean by this? Is it a creative artist, an ideas person or someone to identify improvements in the small details? We employ a variety of tools to cut through the clichés and provide you with what you actually need.
There is currently a robust labour market for science and technology managers and specialists. This means that competition is fierce for the most skilled employees. Search4S not only advertises online but also searches actively for candidates. We make extensive use of social media and personal networks. Usually we build a customised web page with some extra goodies, e.g interviews with recruiting managers and a description of a day at work. It’s highly appreciated by candidates.
Advertisements are generally placed online via Arbetsförmedlingen and other relevant advertising forums. Depending on specific requirements, adverts may also be published in printed media and newsletters, or newer solutions such as targeted network advertising may be used.
The search, or headhunting, procedure begins with mapping the likely current or previous jobs, workplaces or other relevant experience of suitable candidates. Thereafter, Search4S will identify the relevant candidates and inform them about the vacancy. Headhunting is often necessary in order to reach exceptional candidates.
To attract the right person requires visibility, clarity and a good appropriation. In addition to these factors, here at Search4S we a strong believe in treating candidates well. In our experience, people are more than happy to pass on tips about interesting jobs, as long as the workplace has made a good impression on them. As a recruitment consultant, we represent you as an employer. We take our responsibility to act correctly and treat candidates with respect extremely seriously. You can learn more about our Code of Conduct here.
Search4S uses and teaches a skills-based interview technique in order to ensure that candidates have the requisite knowledge, experience, motivation, personality and other attributes that are important to the position and our client.
The first step is a brief telephone interview, followed by a longer interview with Search4S.
Naturally, the client and the candidate must also meet one another. Prior to this meeting, Search4S will assist both parties with advice on empirically based methods and coaching. We also attend the interview unless this is considered superfluous.
Personality is often extremely important for long-term success. It should match the demands and opportunities inherent in the position. Personality is also difficult to access. We use Cut-e’s certified tool for revealing and evaluating work-related personality traits. The tool is based on the person’s own subjective assessment and is validated by an in-depth interview during which concrete behavioural examples are used to clarify strengths and weaknesses. A motivation analyses provides information on motivational and demotivational factors. The results obtained from this analysis are presented verbally and in writing.
Search4S offers language, reading and numerical comprehension tests and tests of logical/inductive reasoning.
Together with our client, we can prepare relevant and measurable job-related tests.
Obtaining references is difficult and is actually an interview of the person providing the reference. Search4S books appointments with reference providers. Each conversation takes between 20-40 minutes. If the reference proves to be inconclusive, we will obtain another reference. We ask candidates for specific references and discuss each one. Where necessary, we can provide an extended background check, with information on the candidate’s financial position, criminal record, any ongoing criminal proceedings and CV verification.
We believe that a successful recruitment is worth celebrating, both with the client and the candidate! While we’re enjoying each other’s company, we take the opportunity to evaluate the successful elements of the recruitment process and to pinpoint areas where improvements can be made. A good introduction is often a prerequisite for getting off to a positive start in a new job.
Search4S can assist with ideas for this introduction as well as following up whether the candidate feels that anything has been overlooked during their initial period in the new position. Quick intervention can easily correct mistakes that may otherwise develop into larger problems. When Search4S recruits on behalf of our clients, we offer a warranty on our work. As our client, you can rest assured that we always do our best.
