Recruitment

Prior to candidate selection

The foundation of a successful recruitment process lies in preparation. If we do not know what we are looking for, how do we know we have found the right person for the role?

If the job content and candidate profile are unclear, the screening process,
interviews and the final selection will be based on a shaky foundation.

By creating a job and persona profile, you can clarify which competences and
skills needed to do the job. It sets goals and direction for the recruitment process.

What is a job and personal profile?

How to create a job and personal profile?

What does a job and personal profile contribute to?

The job and persona profile helps to uncover the competences required
of the candidate to fulfil the position. It is the job and personal profile that
creates the basis on which all candidates are assessed.

The job and persona profile can be used as a checklist when preparing
job postings, screening, interviews and assessing on/off choices.

Questions to ask in the job and personal profile

Questions to uncover the physical and psychological environment of the job

Covers the physical location but also the psychological framework in terms of culture and values in the department that the employee becomes part of.

What tasks does the department fulfil?
What are the department's vision, plans and goals for the future? What results should be created and what tasks should be solved in the future?
How does the department work together?
Who will the employee work with and report to both internally and externally?
What development opportunities and limitations are there in the job/department/organisation?
Is there management responsibility?
How are employees motivated?
What conditions come with the position? (Salary, working hours, residency requirements, travel, degrees of freedom, etc.)

Questions for uncovering results

Covers the results the employee must achieve to be considered successful in the job. Possibly results after 6 months and 1 year in the position.

What is the purpose of the job?
What are the success criteria?
What results does the employee need to deliver?
Are there particular challenges or issues that the employee needs to find (new) solutions to?
How does the work in the rest of the organisation support and contribute to the creation of results?
Are responsibilities and performance requirements expected to change in the future?

Spørgsmål til afdækning af arbejdsopgaver

Dækker over de opgaver medarbejderen skal løse for at skabe resultater. Konkretiser gerne hvad der ligger i de forskellige opgaver.

Hvilke arbejdsopgaver skal løses, for at medarbejderen skaber resultater? Både store som små.
Hvordan vægtes opgaverne i forhold til hinanden?
Hvordan er den tidsmæssige fordeling af
arbejdsopgaver?
Hvad fremmer og hæmmer opgaveløsningen?
Hvilken indflydelse har organisationens visioner og planer for fremtiden på jobbet og arbejdsopgaverne?
Hvordan vil en typisk arbejdsdag se ud?

Spørgsmål til afdækning af personkrav

Dækker over faglige og personlige kompetencer. De faglige kompetence er f.eks. krav til uddannelse, certificeringer og erfaring. De personlige kompetencer er f.eks. personlighed, motivation og adfærd. Det er vigtigt at skelne mellem nice to have og need to have.

Faglige kompetencer:

Hvilken uddannelsesbaggrund er optimal?
Er der krav til erfaring? Og fra en bestemt branche?
Hvilke faglige kompetencer er der behov for at medarbejderen klarer sig godt i?
Krav om ledererfaring?

Personlige kompetencer:

Hvilke personlige kompetencer vil være en fordel i jobbet?
Hvilket kognitivt niveau kræves i jobbet?
Er der fysiske krav til stillingen?
Er der rammer omkring jobbet, der har betydning? Eks. skal medarbejdere arbejde primært samarbejdsorienteret eller selvstændigt Skal medarbejderen være detaljeorienteret eller holde det overordnede fokus?