Recruitment

When starting the recruitment process, it is crucial to discuss the starting brief and expectations of the employee. Agreeing on a candidate profile will give the client confidence that the employee is suitable for the position and will be able to do it well, while at the same time explaining to the candidate whether the position meets their expectations. Involving the manager early in the search process is key in any search.

When selecting a search method for the recruitment process, we take into account the needs of the organisation, the profile of the post and the market situation and use one or more search methods accordingly. In most cases, we will conduct searches by combining a targeted search with an open competition.

• Targeted search (headhunting, executive search)

This method involves in-depth market research and identifying suitable candidates who are already active in the field. Targeted search is particularly effective in areas where there is little public turnover of staff, or for strategic positions, such as senior managers and specialists in narrow fields.

• Open competition

In this method, we publish advertisements agreed with the client in the appropriate media, allowing candidates to make contact themselves. The open competition is suitable for jobs where open competitions are the norm and in sectors where there is a high turnover of staff.

• Database search

Database searches use large public databases to find suitable candidates who are screened according to the client’s expectations. Although it is one of the fastest search methods, the selection is limited to those candidates who are represented in the public databases.

When selecting a search method for the recruitment process, we take into account the needs of the organisation, the profile of the position and the market situation and use one or more search methods accordingly. In most cases, we will conduct searches by combining a targeted search with an open competition.

• Targeted search (headhunting, executive search)

This method involves in-depth market research and identifying suitable candidates who are already active in the field. Targeted search is particularly effective in areas where there is little public turnover of staff, or for strategic positions, such as senior managers and specialists in narrow fields.

• Open competition

In this method, we publish advertisements agreed with the client in the appropriate media, allowing candidates to make contact themselves. The open competition is suitable for jobs where open competitions are the norm and in sectors where there is a high turnover of staff.

• Database search

Database searches use large public databases to find suitable candidates who are screened according to the client’s expectations. Although it is one of the fastest search methods, the selection is limited to those candidates who are represented in the public databases.

We will select the candidates who best match the search profile and contact the right candidates.

• In the case of a targeted search, we will use a market mapping or a focused search to identify candidates in the field. Contacting targeted candidates requires extensive personal contact, where we introduce the job to the candidates and gauge their interest.
• In the case of an open competition, we will examine the CVs of the candidates who have applied, assessing each candidate’s experience, education and expectations against the profile agreed with the client.

Successful recruitment requires an adequate assessment of experience, competencies, mental capacity and motivation, as well as an understanding of whether the new recruit fits with the company’s values and culture. We assess candidates from three perspectives:

• Interviews – the qualitative part of the assessment.

The qualitative part of the assessment is based on the candidate’s qualitative values, the qualitative assessment of the candidate’s qualities, the values and values of the company, and their motivation.

• Psychological tests – quantitative part of the assessment.

Candidates will be asked to complete tests that measure the specific personality traits and aspects of ability that are relevant to the post on offer. In many sectors, roles are mentally demanding and the working environment is dynamic, fast-paced and demanding. Therefore, it is important to assess candidates’ ability and willingness to contribute in such an environment. Testing allows candidates to be compared on the basis of specific measurable characteristics. This allows us to identify those candidates who are best placed to succeed in the job. Moreover, in the case of candidates who at first sight appear to be equal, it is possible that tests can help to make the decision easier.

• Background check

Before making a final decision, we also gather information about the candidates from former employers, which helps us to make a well-considered decision based on references. The background check is conducted exclusively by Tripod, who is responsible for all the necessary coordination to ensure compliance with Estonian data protection principles, candidate confidentiality and the objectivity of the background check.

We organise client meetings with candidates, presenting the client with 3-5 candidates who best match the expectations of the position.

We often use homework in preparation for the final meetings and arrange additional meetings. Practical homework helps to reveal the candidate’s area of knowledge, skills and experience and approach to a specific situation. We consult the client in the selection of the final candidate.

Towards the end of the search process, the key is to consult and support the client in making a job offer, and to stay in contact to support the onboarding process when starting to work together. If required, we will offer the support of a Tripod coach during the induction period.