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We are committed to ensuring objectivity in the selection process. Therefore, your application will be evaluated against a competency profile and specific requirements established before the job posting is written. This doesn’t mean you shouldn’t apply if you have an unconventional background or gaps in your resume.
The recruitment process typically consists of three stages, carried out with the involvement of individuals necessary for making sound assessments. Here’s an example of how a typical process at MarkedsPartner might look:
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We start with a short, introductory conversation with selected candidates. Hopefully, you will be one of them. This gives us a chance to get to know you better, answer any questions you may have about the role, and tell you a bit about MarkedsPartner, our vision, business concept, and core values.
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If you proceed to the next round, you’ll be invited to a structured interview. Before the interview, you will complete a personality test and relevant aptitude and skills tests related to the position you’re applying for. The tests alone are not decisive, but they form part of the basis for the conversation. Our experience is that these tests enhance the quality of the structured interview.
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After the interview, we conduct reference interviews and involve team members or others who will work closely with the candidate.
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Finally, we invite you to a second interview. You will likely receive a case assignment to prepare and present. This conversation is typically held with the HR Manager, immediate supervisor, and the CEO.
We hope to see you soon!