At Laigaard & Partners we only collaborate with professional companies. We do not recruit people for companies or positions that we do not consider viable. Prior to commencing the recruitment and selection process, we obtain objective information about the company and the position via interviews with relevant persons in the company.
We find the right candidates
Often, people are hired exclusively based on their theoretical education and professional experience, or the brand and company they have worked within. At Laigaard & Partners, it is our opinion that a human being’s values, beliefs, and motivation are just as important for success in a job as the professional qualifications. Therefore, a candidate’s previous performance, personal attitudes, and qualities are just as important as theoretical knowledge and professional experience.
In order to find the best candidates, we analyse in-depth our candidates through tests, dialogue, and references during the recruitment process.
You as a candidate
We will contact you for a screening as potential candidate for the position we have been engaged to fill. If you are considered suitable and if you are interested, we will invite you for an interview. During the interview we will give you further information about the position and the company. We will also ask you to inform us about your upbringing, your values, your career progression, and your professional and personal qualifications. Throughout the recruitment process, we guarantee full discretion to the extent that you wish.
If you after the first interview still want to be a part of the recruitment process, and we still consider you qualified for the position, we will obtain information about you from references familiar with your personal qualities and attitudes as well as professional qualifications, performance, and experience. Such parties may be board members, directors, managers, colleagues or work partners, which you have identified. We only contact reference persons by prior arrangement with you, and you will always be informed of what the references have stated.
Personality analyses in our recruitment
All the candidates we present to our customers have completed one or more of our analysis assessments. For this purpose, we use one of the world’s leading tools, developed by psychologists and developed for national conditions. You will as part of our recruitment process, be asked to complete a personality analysis, thought tests, and a management assessment – depending on the position to be filled. You will be offered feedback on your assessments. We guarantee that all information is treated confidentially and that your data are not forwarded without your consent.
We use the results of the assessments as a basis for a further interview in which we also use the references obtained. During this interview, we will go in-depth with your personal and professional profile, your leadership style, your competencies, your education, and your career progression. You will also be given further information about the company organisation and culture, management, and job content.
Based on the overall picture, we finally evaluate how the individual candidates match the company and the organisation’s needs.
If the interest is still mutual, you will be invited to meet with the company.
Presentation of candidates
We prepare presentation folders for each of the candidates we introduce. We will send this material to our customer prior to the presentation, which, for purposes of discretion, will be held at a location neutral to the candidates and customer. When you have met each other and had the opportunity to form a personal impression, we will present the findings from our references and assessments to our customer.
We are uncompromising and will only introduce qualified candidates, as our hit rate in excess of 98% will verify.
The entire recruitment usually takes between 1 and 3 months.
We follow up
We follow up on the recruitment after 1, 3, and 8 months of employment, and in the case of recruitment of registered directors also after 12 months. In case of recruitment of board chairmen or board members, we follow up after 6 and 12 months.
It is very important to us that you as a candidate are satisfied with the process you have been through at Laigaard & Partners. Therefore, we send out a form for evaluating the process to all presented candidates. We use your evaluation to improve our service and methods.
We have been extremely satisfied with the collaboration in relation to the Search for a Managing Director. The entire process has been handled with the utmost professionalism and has been very inspiring, and I have been thoroughly informed throughout the process. We have particularly found the reporting on and analysing of candidate profiles and competencies carried out by Laigaard & Partners to be a very significant help in making the right decision. The final selection is ultimately up to the Board, but it is a great help to be able to carefully discuss the decision with a professional recruitment and consultancy provider.
Steen Andersen, Chairman
