At DS Gruppen, we use a structured recruitment process that helps us find the perfect match between the candidate, the role and our culture. Below, you can see the typical stages of our recruitment process.
1. Identifying Needs – The First Important Step
Our recruitment process begins with a discussion between the relevant manager and People & Culture about the need for a new colleague. Among other things, we clarify the duties, areas of responsibility and skills that are important for the role – naturally the professional skills, but also, to a great extent, the interpersonal qualities.
Based on our discussion, we prepare a job description and a job advert, which are published on our careers page and relevant job portals.
2. Advertising and Screening – Attracting the Right Candidates
Once the vacancy has been advertised, interested candidates can submit their application through our recruitment system. At the same time, we actively raise awareness of the vacancy through our network and encourage employees to share the advert.
We also proactively approach candidates who may not be actively looking for a job. We do this to reach a larger pool of relevant candidates and ensure a diverse and strong field of applicants.
You may find that we initially contact you by telephone. We do this to clarify specific questions arising from your application, but also to learn more about who you are as a person and why you see DS as your potential next workplace.
3. First Interview – First Impressions and Rapport
The first interview is your first in-person meeting with DS, giving you the opportunity to see what could become your future workplace for yourself.
The first interview will typically be attended by the hiring manager together with a representative from People & Culture. This gives us the opportunity to get to know you better and discuss your experience, skills and motivation for joining our organisation.
At the same time, we will tell you more about DS Gruppen, the company, the role and the team, so that you gain a clear understanding of both the duties and the working environment.
The purpose of the interview is for all of us to determine whether there is a basis for continuing the conversation.
4. Personality Profile and Other Assessments – Digging Deeper
As part of some recruitment processes, you may be asked to complete a personality profile or another relevant assessment, such as a cognitive ability test. The purpose is to gain a better understanding of your working style, personal strengths and preferences when collaborating with others.
These tools are used to supplement the discussions during the interviews, not as a definitive answer. You will always receive a thorough and professional review and feedback from a People & Culture employee who is certified to use the tool.
5. Second interview – An In-depth Look at Professional and Personal Qualities
If you are one of the candidates progressing to the next stage of the process, we will invite you to another interview.
Here, we explore collaboration, expectations for the role and your professional and personal skills in greater depth.
In some cases, a prospective colleague or another relevant manager will also attend the interview.
We often find that, as a candidate, you will have had further thoughts since our first conversation. There is therefore always an opportunity for you to ask questions about matters such as duties, onboarding and the workplace culture. The aim is for all of us to leave the interview with a sense of whether there is a strong professional and personal match.
6. References – What Do Your Referees Say?
Before making a final decision, we obtain references from previous employers – always with your agreement. These references help us gain a broader understanding of your experience, working style and collaboration with others, providing valuable insight into you as an employee. This benefits both the recruitment process and any subsequent onboarding.
7. Agreement – Job Offer and Contract
Once we are confident that we have found the right match, we will contact you with a job offer and review the terms of employment and final details with you. The employment contract will then be prepared and signed by both parties.
If the job is offered to another candidate, you can expect to receive a personal and professional response. We notify by telephone those candidates with whom we have spoken either by phone or during in-person interviews, and we always try to provide something useful, such as feedback, an explanation for the decision or an invitation to apply for one of our other vacancies.
