At FRONTPEOPLE we use Search (headhunting) and Selection (advertising) in combination as our experience has shown us that it is the most efficient method to attract the right candidates.

We work in accordance with the highest pfrofessional and ethical standards.

We are members of Videnscenter for Professionel Personvurdering (the Knowledge Centre for Professional Personality Assessment).

The Search & Selection process
As the basis of the assignment the company is analysed and a Search & Selection profile is elaborated which describes the company, the position and the expectations to the candidate. The profile is elaborated through in-depth interviews with selected key individuals in the company and an analysis of relevant written material.

Reference conditions, responsibilities and essential key tasks are specified in the profile. Expectations to the candidate’s theoretical background and experience are described and the personality profile is defined. Finally the contractual terms and possible special conditions are described.

The Search & Selection profile forms the background on which the strategy for communication, i.e. the advertising, the choice of media, the databases, the search (headhunting) etc. is chosen.

Throughout the process FRONTPEOPLE manages queries regarding the candidates, applications, correspondence etc. We assess CV’s and applications and the relevant candidates are invited to an introductory interview with us.

Introductory interviews
In the initial interview the candidates are informed about the company and the main tasks. An assessment of the candidate’s results, experience and professional competencies is done.

The candidates, who meet the expectations from the Search & Selection profile, are introduced to the client. The purpose of this introduction is to clarify specific conditions of particular interest for the client and the candidate, and to evaluate if there is the right personal chemistry between them. The client and FRONTPEOPLE in co-operation choose which candidates to proceed in the process.

Assessment of personality and potential
Recognised tests and personal interviews are used to assess the personality and the potential of the chosen candidates. Based on the results it is evaluated whether the conditions of mutual success are present. The composition of the test package is based on the Search & Selection profile and the candidate. Every candidate receives oral feedback on the personality and potential assessment.

References are obtained as part of the candidate assessment, and they are actively used as a means of grasping and verifying the candidate’s history. 3-5 references from previous employers are obtained.

Based on the total assessment the most competent candidate is recommended to the client. A reasoned priority is given whenever there is more than one final candidate. When the employment contract is entered, a written personality profile of the candidate is drawn up, which the client is also taken through orally.

Guarantee
For candidates employed through a full Search & Selection process FRONTPEOPLE states a guarantee. I.e. if the chosen candidate gives notice to terminate his/her contract within the period of guarantee, FRONTPEOPLE is committed to find a new candidate free of charge. If the chosen candidate is given his/her notice, the guarantee only comes into effect if FRONTPEOPLE is involved in the notice.

Follow-up interviews are carried out with the candidate and the company at least twice in the period of guarantee.

The guarantee doesn’t include costs for advertising in printed media and possible direct expenses.