Candidate Sourcing
Managing Director | Director of Institute | R&D Manager | Dean | Business Development Manager
We take responsibility for
the full process and present qualified candidates
We offer candidate sourcing with these elements:
- Candidate profile development meeting with search committee and leadership
- Write or rewrite job description ensuring a powerful marketing tool
- Develop recruitment and candidate outreach strategy – national, European, International
- Advertise the position
- Outreach to personal and professional networks using the latest digital tools, email and phone
- Contact nominations, promoting your position and institution
- Halfway meeting reviewing potential candidates
- Review applicant’s material
- Conduct pre-screen interviews
- Present qualified candidates – a report is made for each candidate
- Interviews together with the search/hiring committee
- References are taken before the final interview
We can help you find
Managing Director | Director of Institute | R&D Manager | Dean | Business Development Manager
Customer cases Candidate Sourcing
Product manager, Combilent A/S
In close cooperation with the management, the candidate profile was determined and a job add was prepared.
The job opening was advertised, and an extensive search for candidates was started at the same time.
No relevant candidates applied for the position, so the candidates invited for interview was found solely through an intensive search. Initial interviews with potential candidates were held, and candidate reports were prepared for the management prior to the interviews.
After job interviews with the management, two final candidates were selected to proceed to the final interview. References were taken and the final candidates completed personality tests. Based on the impression from the last interview, a candidate was offered the position.
After 3 months, a follow-up meeting was held to ensure good onboarding as well as evaluation of the recruitment process.
International Sales Manager, Crysberg A/S
In close cooperation with the management, the candidate profile was determined and a job add was prepared. An extensive search was then started to find subjects with the right background and experience, since no relevant candidates applied for the job.
Halfway through the process, a calibration meeting was held to discuss individual profiles that had shown an interest in the job position.
Screening interviews were held and a group of candidates was presented to Crysberg. On the basis of initial interviews, finalists were found and assessment carried out before the final round of interviews. The most suitable candidate, who had a unique match in skills and knowledge for the irrigation segment of Crysberg A/S was then offered the job position.
After 3 months, a follow-up meeting was held to ensure retention and to evaluate the recruitment process.
