Tactical and Strategic Search
The ambitious professional company’s method for finding a manager or key profile who does not just come knocking on the door.
Search for Directors, Key Specialists, and Managers
In SORTH & CO we have comprehensive experience in search processes. We can practically guarantee that we will find the candidate that our client seeks – every time. The candidate that is the best match for the company in terms of competencies, ambition and personality.
Using a validated search method based on many years of experience and optimal tools, we ensure that the pool of candidates matches as closely as possible the profile that we have defined in collaboration with our client.
We have contributed to the successful recruitment of hundreds of people, including executive and managerial profiles and key specialists.
SORTH & CO’s definition of search
Search is the method that an ambitious and professional company should choose for finding a manager or key profile who does not just come knocking on the door.
A SORTH & CO search combines a series of qualitative and quantitative measures for finding and including the correct profiles in the process.
The work does not rely on black magic or gut feeling – it is based on a wide range of structured and well-tested processes, combined with a massive network, sharp project management and strong communicative competencies.
We base successful search on an efficient partnership between consultants and researchers, where roles, efforts and the communicative basis are well-defined. We create a search process that is rapid, efficient and far-reaching; bringing the right candidates into play, and at the same time, we ensure a positive and value-creating process for everyone – both the successful recruits and the candidates.
INTERVIEW
We don’t find the strongest candidates using an algorithm or AI. We find the strongest candidate through targeted interviews.
All of the phases in the recruitment process are important, but we believe that interviewing competency is especially important and is a very important part of the process.
Through education and training, by exploring and sounding out ideas, and having conducted thousands of interviews, we have developed and refined our interviewing competency. The excellent interview obviously depends on having interviewing and listening competency, but it is equally about having the ability to create space and define roles. It is also important that we are courageous and searching when we conduct interviews, and that we have the ability to challenge both what is said and what is not said. It is an absolute necessity to create clarification.
Over the years we have worked with a great many and very different people, and this has developed our interview competency. We have worked with leading police interrogators, political journalists, psychologists and media professionals. All of them professionals like us who work in and are challenged by interviewing people.Our steadfast goal is to be among the very best interviewers in the industry, and we will ensure this by among other things, exploring and sounding out ideas and through collaboration.
Certifications
SORTH & CO is certified in the following test analysis, personality analysis and development tools:
- Certificeret i NEO PI-R - www.hogrefe.dk
- Certificeret i OPQ32 - www.shl.com
- Certificeret i Predictive index - www.piworldwide.com
- Certificeret i PPA - www.thomasinternational.net
- Certificeret i SalesKey- www.potential.dk
- Certificeret i Situationsbestemt ledelse - www.situational.com
- Certificeret i Solution Selling - www.spisales.com
- Certificeret i Extended DISC - www.extendeddisc.dk
A successful recruitment process begins with a critical look in the mirror.
A successful recruitment process begins with all of the involved parties in the organisation openly agreeing on which competencies and characteristics the profile requires. It is important for the recruitment process that we understand the company’s objectives and its specific wishes. In addition to our experience and abilities, we also require insight into the culture and field in order to match the company with the optimal profile.
We therefore carry out a thorough profile analysis. A comprehensive and sound interview of the management ensures that we identify all of the parameters and success criteria for the coming profile and where the profile’s team role is correctly defined. At the same time, we ask the management critical questions and challenge the company’s expectations and self-image because often it is here where problems lie when a good recruitment process does not result in a successful recruitment.
When the profile analysis is complete, the company will have an openly agreed organisational clarification for the position that it wants to fill, and we will have insight and understanding into the company, which will help us to supply the optimal profile.
Candidate and personality assessment
We always carry out detailed and multidimensional screening of the candidates when they reach the final process for a position. The screening is organised individually with focus on the position’s critical success factors. A personality profile is then created on the basis of one or several of the above-stated internationally recognised test products. The personality profile is often supported by detailed cases and competency tests, where we examine the candidate’s logic and numerical or communicative skills.
A final and detailed interview is carried out to assess anticipated work behaviour and to validate the overall profile.
When our client’s run their own internal recruitment processes, our candidate and personality assessment can beneficially be utilised as an independent third-party assessment or as part of an assessment of an existing manager or employee’s potential or career plan.
Consulting — Impact, Implementing, Improving.
Although our primary work area is Search & Selection, we also work with development processes for a number of clients. We solve tasks within the following areas:
• Career clarification
• Talent development
• Individual assessment / Final assessment
• Team development
• Management development
We want to deliver specific and value-creating services that have a positive impact on the client’s bottom line. Our services can easily be implemented and rapidly expanded as required. We think and work commercially, and start a given assignment when we are sure that the commercial aspects are in place and there is openness for development.