Recruitment process for job seekers
At Academic work we apply an evidence-based recruitment method to all our recruitment processes. We assess solely on the potential work performance, not what tradition or gut feeling tells us to look at. Read about our approach here.
What is an evidence-based recruitment process?
At Academic Work, we do evidence-based recruitment. That means, that we only assess based on factors that have been proved to have a strong correlation with work performance and we make decisions based on scientific evidence. Our selection methods have both high reliability and validity. Many recruiters make poor decisions based on the information in your application, which often does not relate to how you would actually perform in the role.
By working with evidence-based recruitment, we wish to ensure, it is your potential and your actual competencies, which gives you the job. Nothing else.
The recruitment process begins from the moment you have sent in your application, but can vary, depending on the requirements of the job. Below you will find more information on the steps in the process.
Evidence-based recruitment process?
Recruitment process: Step by step
1. First screening
When we have received your application, we make sure that you fulfill the basic requirements for the role, so we do not waste your time on a role, which does not fit you. This is done by going through your CV or your answers from our screening questions
2. Psychometric tests
We use two types of online tests- a personality test and a problem-solving test. The reason behind our use of these tests, is that we wish to understand and assess your potential as much as the information in your application. Furthermore, the use of these tests ensures an objective and fair process for all our candidates, while also ensuring that you end up in a position, where you feel engaged and can give your best. As the tests are digital, you can take the test anywhere. The expected time it will take is 30 to 40 min.
3. Phone interview
During out phone interview, we answer all your initial questions regarding the positionband afterwards, we assess your suitability based on a professional interest, as well as the formal and practical requirements. we ask exploratory questions about your experience, education and competencies, as well as questions regarding your availability and salary expectations. We use grading models to conduct objective assessments of your answers. The expected time it will take is about 15 min.
4. In-depth interview
during our in-depth interview, we tell you more about the company behind the client and the position. Thereafter we focus on what we call behavioral questions. In the job advert we always specify which type of behavioral traits you need to succeed in this job. Afterwards, we assess your ability to, for example, "be structured" by asking you about previous situations, where you needed to be structured. and how you handled that situation. We use grading models to conduct objective assessments of your answers. Based on the grades, we can to a large extent assess how well your behavioral preferences will match the job. The expected time it will take is about 45 to 60 min.
Read more about the tests in the recruitment process here.
5. Meeting with the customer
If you are one of our final candidates, you will most likely be invited to an interview with the client. During this interview, you will have the opportunity to ask first-hand questions about the position and the team. In addition, our client tends to ask you several questions about your professional interests, skills, and cultural fit. The expected time commitment is around 45-60 minutes.
6. Referencetjek
If necessary for the position, we ask you to provide two references during the second interview. If our client is interested in you, we will contact your references and ask questions about your previous performance. Make sure you have your references ready and informed.
