{"id":10096,"date":"2025-03-11T10:50:01","date_gmt":"2025-03-11T09:50:01","guid":{"rendered":"https:\/\/forestpartners.dk\/the-recruitment-process\/"},"modified":"2026-10-19T08:27:12","modified_gmt":"2026-10-19T06:27:12","slug":"the-recruitment-process","status":"publish","type":"page","link":"https:\/\/forestpartners.dk\/en\/the-recruitment-process\/","title":{"rendered":"The recruitment process"},"content":{"rendered":"\t\t
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The recruitment process<\/h1>

DNA check<\/strong>
Forest & Partners stands out by understanding your company culture, strategy, goals, and leadership style. This creates clarity on the profile your company is looking for. <\/p>

Search<\/strong>
Relevant companies and industries are identified, and candidates are mapped through outreach across platforms. <\/p>

Interview<\/strong>
Interviews are held with relevant candidates to ensure the match with both the role and the company. <\/p>

Presentation<\/strong>
After a thorough process, the strongest talent is presented so your company gains insight into the candidate field and the options available. <\/p>

Evaluation<\/strong>
Follow up with both company and candidates ensures the process stays on track, with feedback and sparring along the way. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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How a recruitment process works at Forest & Partners<\/h2>\n

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.<\/p>\n

1. DNA check and needs analysis<\/h3>\n

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.<\/p>\n

2. Role and candidate profile<\/h3>\n

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.<\/p>\n

3. Search and job advertising<\/h3>\n

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.<\/p>\n

4. Interview and assessment<\/h3>\n

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.<\/p>\n

5. Testing as a supplement<\/h3>\n

When relevant, TT38 Talent Test<\/a> 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.<\/p>\n

6. References<\/h3>\n

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.<\/p>\n

7. Presentation of candidates<\/h3>\n

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.<\/p>\n

8. Hiring, onboarding and follow up<\/h3>\n

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.<\/p>\n

How long does a recruitment process take?<\/h2>\n

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.<\/p>\n

How to get the best process<\/h2>\n