How to make a
good preparatory work before recruitment

How to do good preparatory work before recruitment?

Much of the effort to avoid wrong recruitment should be done before the position is even published

Much of the effort to avoid wrong recruitment should be done before the position is even published
The four most common mistakes in the recruitment process
Searching for the wrong candidates –
not prepared the correct requirements profile
Screens out the wrong candidates / does not bring in the best candidates
Using the wrong methods - The importance of good tests and the right questions
Lack of competence on the part of recruiters and test users
You can have the best methods and a skilled recruiter, but it doesn't help if the requirements profile is wrong. Then you are looking for the wrong person. You may have a correct and well-thought-out requirements profile in relation to the organisation's needs, but the methods for finding out who is the best candidate may be poor, and the conclusion is therefore often wrong. Even if the requirements profile is correct, and the tests and methods are some of the best on the market, it doesn't help much if the recruiter doesn't know the tests well enough - then he/she analyzes the results incorrectly, and you may end up making the wrong choice candidate.

"You need a new leader, you say? A really good one, who is both
visionary, delivers good results, is good with people and
who will fit into the management team!"


We wish all the best candidates. What characterizes good leaders today? And what is special about those who are best at management in their organisation? How do you choose the most suitable candidate? What do you emphasize? One of the biggest challenges most companies face is having a clear definition of what potential is. Potential for what? We help you map the characteristics and competence you need, and how you can measure this as accurately as possible.
"You need a new leader, you say? A really good one, who is bothvisionary, delivers good results, is good with people and
who will fit into the management team!"

We wish all the best candidates. What characterizes good leaders today? And what is special about those who are best at management in their organisation? How do you choose the most suitable candidate? What do you emphasize? One of the biggest challenges most companies face is having a clear definition of what potential is. Potential for what? We help you map the characteristics and competence you need, and how you can measure this as accurately as possible.

Help with the start-up and implementation of professional recruitment processesr

HiPOTENTIAL is concerned with quality and qualified expertise at all stages, and offers some of the market's best methods to help you select the most suitable candidates for your company's needs. We help you carry out a correct work analysis to arrive at the most appropriate requirement profile for your needs. Furthermore, we link recognized tests and processes to the requirements profile to ensure that we quality-assure the recruitment in the best possible way.

The company often has its own resources to carry out an initial interview with a quality check and assessment of the candidate's professional competence against the professional needs of the position. We support these resources in developing good questions for this interview. We experience that there is much to be gained from working closely with these resources in the recruitment process.

When you have chosen who you want to take forward to the final candidate assessment, we plan and carry out this using well-recognised psychometric tests and structured interviews linked to the requirements profile, as well as carrying out reference checks in a professional manner.read moreabout how we can help you with the final candidate process
Our recommended recruitment process
Our recommended recruitment process
Preparation
  • You (the customer) and we (HiPOTENTIAL) work together to find the most appropriate requirement profile for the position using job analysis.
  • If necessary, we assist with designing a good and relevant advertisement text for the position.
  • We offer screening of candidates for the first interview using recognized screening tests.
  • We support you in preparing good questions for the first interview, where the main focus is on professional competence.
  • We prepare a structured SAR interview question form for the final candidate interview linked to the requirement profile, where the main focus is personal suitability
  • We prepare reference check questions related to the position.
  • We link recognized ability and personality tests to the requirements profile
Preparation
  • You (the customer) and we (HiPOTENTIAL) work together to find the most appropriate requirement profile for the position using job analysis.
  • If necessary, we assist with designing a good and relevant advertisement text for the position.
  • We offer screening of candidates for the first interview using recognized screening tests.
  • We support you in preparing good questions for the first interview, where the main focus is on professional competence.
  • We prepare a structured SAR interview question form for the final candidate interview linked to the requirement profile, where the main focus is personal suitability
  • We prepare reference check questions related to the position.
  • We link recognized ability and personality tests to the requirements profile
Implementation
  • You conduct an initial interview.
  • We send out recognized ability and personality tests to the final candidates. We also recommend testing for motivation and preferences, as well as for "dark sides" - personality traits that can be destructive to success in the role and to the candidate's cooperation with others.
  • We give test feedback to the candidates and conduct a structured final candidate interview, where the main focus is on personal suitability and motivation for the position. The candidates will be challenged on their "darker sides".
  • We carry out a structured reference check.
  • We analyze all information against the requirement profile for the position and meet with you for an objective review of the candidates' strengths and development needs related to the content of the position.
Implementation
  • You conduct an initial interview.
  • We send out recognized ability and personality tests to the final candidates. We also recommend testing for motivation and preferences, as well as for "dark sides" - personality traits that can be destructive to success in the role and to the candidate's cooperation with others
  • We give test feedback to the candidates and conduct a structured final candidate interview, where the main focus is on personal suitability and motivation for the position. The candidates will be challenged on their "darker sides".
  • We carry out a structured reference check.
  • We analyze all information against the requirement profile for the position and meet with you for an objective review of the candidates' strengths and development needs related to the content of the position.

Effectively screen and select candidates

How can you find the right candidate in a sea of CVs? Hogan has spent over 30 years helping some of the most advanced and powerful organizations in the world get the right people in the right place. Hogan Configure gives you access to the same resources using "people analytics".

Hogan Configure leverages three decades of data to create the best competency-based solution based on Hogan's predictive power and rigorous scientific requirements. The user-friendly three-step process allows employers to create, customize and compare candidates in a very simple and clear digital user interface.

How much does a wrongful hire cost?

A wrong hire can cost a lot. Very much. Often the wrong hire is due to something going wrong at the start of the recruitment process. Often one has a bad time, and it is urgent to hire a new person. Work analysis and the involvement of necessary stakeholders are dropped, a requirements profile is not prepared and the job advertisement is made in one fell swoop. Perhaps an old advertisement is used with a few adjustments. Do you recognise your self?

Figures from Proffice ArbeidsMarkedsAnalyse (PAMA) show that many people estimate the price tag of a wrong recruitment to be between NOK 250,000 and NOK 500,000, sometimes more. In a Swedish study, it was established that the average price for an incorrect recruitment was in excess of NOK 600,000, and analyzes from the USA show even higher figures. A wrong recruitment can be so much more than the costs associated with the person not delivering good enough work and the cost of the recruitment process itself. Dissatisfied customers and colleagues can be a high price to pay.