Why candidates choose us
We are honest, and we do not make a living by pleasing- this we leave to others, but we always behave properly. We are sympathetic and transparent, both with respect to processes, tools, human resources and relations. However, it is not just a question regarding the professionel expertise. Indeed, the personality, qualities, knowledge, attitudes and experiences as well as the motivational factor for candidate and employer should also tally. This is often what tips the balance for a successful match.
When we ask clients and candidates to evaluate us, we are hoping for the same honesty. We want to know whether we live up to the high quality requirements you may set for us and that we must set for each other. And fortunately, year after year, we have a high level of satisfaction with both clients and candidates, which a hit rate above 98 % helps to maintain. This is also a safety for the candidates, whom we are working with.
Our work will not be terminated at the match between candidate and company. We always carry out a systematic follow-up after the appointment, which we do because we are ambitious on your as well as our behalf and for the purpose of our collective establishment of long-term success.
- We provide exciting positions in reliable and change-ready companies.
- We work safely and securely with candidates via a thorough process. You can feel secure in your job and, also, be assured that the company is as we have described it in our thoroughly prepared profile.
- We apply professional and thoroughly tested analytical tools, and we render advisory services with respect to your development, regardless of whether you will be appointed or not.
- Similarly, our client will be subject to a screening with respect to a personal analysis and an assessment of management style, thus enabling us to secure the best obtainable match between you, as the candidate, and your future manager.
- Prior to the presentation, we take references in order that, at the final interview you, as the candidate, will know and be able to comment on what has been said.
- We observe full confidentiality.
- You are welcome to send your CV to hrm@laigaard-partners.com
The recruitment process
Thoroughness is in our DNA and is absolutely crucial in the process of finding the right candidate. We particularly differentiate ourselves in terms of quality and the hit rate with candidates that we present as a result of our process. We believe a person's characteristics, values, attitudes and motivation to be just as decisive for the employee's success in the position as the professional qualifications. Therefore, the candidate's former performance, personal attitudes and characteristics are valued as high as theoretical knowledge and professional experience.
In order to find the best candidates, we perform in-depth analysis of our candidates via personality and leadership-style analyses, dialogue and references.
You, the candidate
The process begins with us contacting you for a screening in relation to the position for which we have been requested to find candidates. If it is our impression that you are the right candidate and that you are interested in a jobchange, we will invite you to an interview. During this interview, we will provide you with information concerning the position and the company. Also, we will be interested in learning more about you – who you are, your background, your values, your career development and your professional and personal qualifications. We guarantee discretion to the extent you may request this.
If, after the initial interview, you still want to be a part of our recruitment process and we consider you to be qualified with respect to the job, we obtain information about you from references who are familiar with your personal characteristics and attitudes as well as your professional qualifications and experiences. Such references may be board members, managers, colleagues or business partners to whom you have referred to or collaborated with. We only contact references after prior agreement with you, and you will always be informed about the statements made by such references.
Personality analyses as an element in our recruitment process
All candidates found and presented by us have done one or more of our analytical tools. Hence, you will be asked to do a personality analysis, as well as possible reasoning tests and leadership style assessments – depending on the position. We apply one of the world's leading tools, developed by psychologists, and you will be offered feedback. All information will be treated confidentially, and no data will be disclosed without your consent.
We do not consider your test results a key in our decision as to whether you will be suitable for the job or not, but as a basis for yet an interview during which we shall also involve opinions of such references as we have obtained. Here, we will take an in-depth approach with your personal and professional profile, your competences, your leadership and career path so far. In addition, you will learn more about the company's organization and culture, managerial circumstances and the content of the position.
With the point of departure in our overall process, we shall assess the opportunity for a match, and – provided the continued existence of a mutual interest – you will be invited to an introductory meeting with our client.
Presentation of candidates
We are uncompromising in our approach – we solely present qualified candidates, which is also documented by our hit rate of more than 98%.
This figure is in terms of whether the candidate still being in employment and not under notice at the expiry of the guarantee period.
We follow up
It is important that you, as the candidate, is satisfied with the process in which you have participated at us. Therefore, we send a link for evaluation of our process to all candidates, whom we have presented. Your evaluation is important and contributes to ensuring and improving our services, processes and methods.
Likewise, it is also decisive that the terms of employment are satisfactory to you and to our client. Our work is not completed by our finding of a match – we follow the process throughout. Thus, we perform follow-up on the employment after 1, 3 and 8 months employment and after 12 months in connection with the employment of executives. In matters pertaining to the recruitment of chairs of the board and board members, we will perform follow-up after 6 and 12 months.
Thousands of candidates in our candidate database – including you?
You should submitting your CV into our candidate database, if you;
- currently are planning to change job.
- are between jobs.
- are considering a job change in the long-term, for instance as an element in a career plan.
- would like to draw attention to your candidacy for the purpose of being contacted in the event of job vacancies.
- are open to learn about exciting opportunities.
With your CV in our candidate database, you will receive a consent form which has three purposes:
- It is similar to receiving a receipt to the effect that your CV has been entered into our candidate database.
- It will ensure that the legislation pertaining to the protection and registration of personal data will be complied with.
Your profile is confidential
Your personal data will be treated with the strictest confidence, and your data will never be passed on without your prior consent. You can, at all times, withdraw your consent, cf. current legislation, whereupon we shall immediately delete your registered data from our registers.
A good CV
If you want your CV to be taken into consideration, you will benefit from adhering to a few pieces of good advice:
- Be complete and precise. Include all important matters. A board CV should be concise, but you should describe what you are particularly good at and what skills you can contribute.
- Describe your progress chronologically with month and year details for your job changes and education. It is a good idea to insert a link to the company under each employment.
- Describe your responsibilities, the tasks and how you solved them.
- Remember that we require objective facts and concrete results.
- You can for instance focus your CV on matters that are particularly relevant to the specific job or type of position, if we have requested your CV in connection with a concrete position.
- Do not write more on the page than it is easy to get an overview.
Below you can see an example of a good CV: