The recruitment process

How a recruitment process works at Forest & Partners

Good recruitment is about more than finding candidates. It is about making the right decision. That is why every assignment follows a fixed structure, where professional skills, motivation and fit with the company are assessed thoroughly.

1. DNA check and needs analysis

The process starts with a meeting about the company’s culture, strategy, leadership and goals. This clarifies what the new employee must deliver, who the person will work with, and what it takes to succeed in the role.

2. Role and candidate profile

Based on the clarification, the role is sharply defined: title, responsibilities, competencies and the behaviour that creates results in your environment. The profile is used as the benchmark throughout the process.

3. Search and job advertising

The best candidates are rarely actively looking. Relevant companies and industries are therefore mapped, and candidates are contacted directly. When it makes sense, a job advertisement is added in the right channels.

4. Interview and assessment

Candidates are interviewed with a focus on concrete experience, results, motivation and fit with the company. The assessment is based on judgement and structure, not just the CV.

5. Testing as a supplement

When relevant, TT38 Talent Test or other assessment tools can be used as a supplement. A test gives insight into the candidate’s natural talents and drivers, but never replaces the overall assessment.

6. References

References are collected, so the assessment is not based only on the candidate’s own story, but also on the experience of former managers and colleagues.

7. Presentation of candidates

You are presented with the strongest candidates together with an honest assessment of both strengths and points of attention, so the decision is made on a solid basis.

8. Hiring, onboarding and follow up

After the hire, Forest & Partners follows up with both the company and the new employee, so the start is good and the collaboration has the best conditions to last.

How long does a recruitment process take?

Forest & Partners typically presents 3 to 4 qualified candidates within 4 to 6 weeks. Highly specialised roles can take longer, and the timeline is agreed with you from the start.

How to get the best process

• Set aside time for a thorough kick off meeting, so the role and the need are clear from the beginning
• Give quick feedback on candidates, so the strongest do not accept another offer first
• Keep interview dates open, so the process does not stall
• Plan the onboarding before the new employee starts

Read more about recruitment of specialists and about working with Forest & Partners as a strategic HR partner.