Recruitment of employees
 
 
 

Recruitment of employees

Do you need help with recruitment? Recruit your employees in finance, payroll, and HR efficiently with us as a recruitment agency.

Recruitment - Find the right candidates

Recruitment is an important area for all companies. It is about finding the exact right employees who match your needs and can create value for your company. But, recruiting employees requires time and the right tools, and that is precisely what we can help you with. 

Get help with recruitment to roles within finance, payroll, and HR. Azets has experience in recruitment throughout the Nordic region, and it is especially our understanding of the market and large network that makes us a strong recruitment company.

Examples of positions we recruit for:

  • CFO
  • Accounting Manager
  • Accountant
  • Business Controller
  • Financial Controller
  • Accounting Assistant
  • Payroll Administrator
  • Payroll Specialist
  • Payroll Coordinator
  • HR Manager
  • HR Business Partner
  • HR Coordinator

 

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Professional help with recruitment

You may also notice that today it requires extra efforts to attract and retain the right talents for your company. 

It is crucial for your business to find the right employees, and a mis-hire is costly. Therefore, it is a good investment to get help from a recruitment company. We have many years of experience in recruiting employees and, not least, access to the right tools. We can streamline your recruitment process and find just the right employee for you. 

 

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You can also hire an interim consultant

Are you facing an urgent need for help for your accounting department, payroll administration, or HR department? Then we can provide professional consultants who can step in at short notice. You can get help from an interim consultant a few days a week, or you can choose a full-time solution. Then you are guaranteed high quality and greater security compared to traditional temporary staffing services. 

If you have an urgent need, we can also help you with an interim consultant even during an ongoing recruitment process. This can be quickly in place and cover up while we also help you find a permanent solution. All so that your recruitment process can take place calmly and with quality in focus. 

Read more here about our interim solutions

 

Do you want to talk to Azets about recruitment?

Do not hesitate to contact us here!

Our recruitment process

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1. Needs analysis/Requirement profile

After a needs analysis from the customer, we create a requirement specification together. There, Azets can support in determining what type of person can complement the business. In the requirement profile, we specify, among other things, must-have and "nice to have" requirements to then form a basis for advertising and selection. We also go through the employer's offer and what can attract candidates to the role and the company.
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2. Advertising

We produce professional and customized ads. We tailor ads aimed at defined target groups (targeted advertising) to effectively reach relevant profiles.
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3. Search

We ensure that the search takes place within good ethical guidelines when we act on behalf of the client. We map relevant areas in consultation with the client to identify potential candidates. In addition, we can use Azets’ own network and internal databases. 
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4. Telephone interview

We conduct short telephone interviews with candidates where we check interest, experience, and current situation. We emphasize the competencies that the client considers most relevant for the specific position.
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5. Skill-based interview with suitable candidates

With the candidates that we select from the telephone interviews, we conduct skill-based interviews. These interviews are based on the skills that we have identified together with the customer as the most important for the role. Here we focus on getting to know the candidates in depth and understanding their personal characteristics, experiences, and ambitions.
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6. Presentation of candidates

The client receives an overview of candidates who meet the competence requirements of the position and who have been interviewed and are interested in the position.
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7. Interview with the client

Based on the presentations, interviews are then conducted by the client, so that you as a customer can form your own opinion of the candidates' profiles and competencies. We can assist during the interview if desired.
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8. Tests

We conduct both assessment tests and personality questionnaires and use recognized test tools from Aon. The tests test the candidates' numerical, verbal, and deductive abilities. Personality questionnaires are most often used in executive recruitment, but can be applied according to the customer's wishes. All test candidates will receive feedback on their results. 
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9. Quality assurance of potential candidates

We conduct reference interviews with the candidates' reference contacts. For the reference interview, we focus on the competencies that are relevant for the current position.

We also conduct a background check and potential credit check.
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10. Recommendation, and possible final interview with the client

Finally, all tests, interviews, and references are weighed in relation to the role and requirement specification. Azets provides a comprehensive recommendation based on all the different stages of the recruitment process. If you want to have a second interview with the final candidate or offer them to meet a colleague from the team, it takes place during this phase.
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11. Offer

The customer gives a final offer to the candidate. If desired, Azets can assist in negotiations about the terms of the contract before potential employment.
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12. Follow-up

After the candidate has started the position, we will contact you to evaluate the recruitment and the recruitment process.

Interested in Azets' recruitment service?

Fill in the form and we will contact you as soon as possible. You are also always welcome to contact us by phone: 010-457 50 16

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Helena Malmström

Head of Interim

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Sanna Törngren

Recruitment Specialist - Interim Services

Ja tack, jag vill ta emot Azets nyhetsbrev, information om tjänster och inbjudningar.

Jag är informerad om att jag kan läsa mer om hur Azets behandlar mina personuppgifter i Azets integritetspolicy. Jag kan när som helst göra ändringar i min prenumeration eller avprenumerera från kommunikation från Azets.

Frequently Asked Questions About Recruitment

When is it a good investment to use an external party for recruitment?

Recruiting new employees is a time-consuming and complicated business, especially if you need to recruit for a function that is outside the core competence of your company. In this case, it is very meaningful to use a professional recruitment partner. There are several differences between using a professional recruitment company for recruitment and letting your own HR department recruit new employees. A recruitment company is usually specialized in recruiting specific skills and has built networks of candidates, while an HR department in a company has a wide range of skills to fill and has several other responsibilities that can take time away from the recruitment process.

How do you start a good recruitment process?

The starting point for all recruitments is to have a basic understanding of the need. Therefore, it is important to conduct a need analysis in advance and to create a detailed requirement specification.

What does a requirement specification in a recruitment process include?

A requirement specification should clarify placement in the organization, reporting path, key tasks and responsibilities, goals of the employment, expectations, desired education and experience, language and IT system requirements, and characteristics, start time, and salary level.

What does a good onboarding process look like after recruitment?

A good onboarding process is important and will make the newly hired feel included and welcomed by the company. A good onboarding process should include the following as a minimum level: information to colleagues, information to the employee before starting, workplace in order with necessary equipment, progress plan with training and mentor, and employee talks during the first months of employment or during any trial period.