At DS Gruppen, we work with a structured recruitment process that helps us find the right match between the candidate, the position and the organisation. Below you can see the typical steps in our recruitment process.
1. Clarification of needs
The recruitment process begins with a dialogue between the relevant manager and HR about the need for a new employee. Among other things, this is where the tasks, areas of responsibility and the competencies that are important for the role are clarified.
Based on this dialogue, a job description and a job advert are prepared and published on our careers page and relevant job portals.
2. Job advert and dialogue with candidates
Once the position has been advertised, interested candidates can submit their application via our recruitment system. At the same time, we actively work to raise awareness of the position through our network and by encouraging employees to share the advert.
The purpose is to reach relevant candidates and create a strong field of applicants.
3. First interview
The first interview will typically involve the hiring manager and a representative from HR. This gives us the opportunity to get to know the candidate better and talk about experience, competencies and motivation.
At the same time, we tell the candidate more about DS Gruppen, the position and the team, so they gain a good insight into the tasks and the working environment.
4. Possible tests or personality profile
In some recruitment processes, the candidate may be asked to complete a personality profile or a relevant test. The purpose is to gain a better insight into the candidate’s working style, strengths and collaboration preferences.
These tools are used as a supplement to the dialogue during the interviews.
5. Second interview
Candidates who move forward in the process are invited to a second interview. Here, we explore collaboration, expectations for the role, and the candidate’s professional and personal competencies in greater depth.
In some cases, a future colleague or another relevant manager may also take part in the interview.
6. References
Before making a final decision, we obtain references from previous employers – by agreement with the candidate. The references help us gain a broader insight into the candidate’s experience, way of working and collaboration with others.
7. Job offer and contract
Once we have found the right match, we contact the candidate with a job offer and review the terms of employment and the final details. The employment contract is then prepared and signed by both parties.
