Scroll down to learn more about our recruitment process 🙌
How we recruit
We apply a competency-based method when looking for talent to join us on our growth journey 🚀. This approach is focusing on how you have demonstrated your skills in real-world situations, rather than just relying on qualifications in the CV.
In a competency-based recruiting process, we’re looking for how you have translated your personality, experience and knowledge into actual behavior. So, instead of saying “I’m good at communicating”, you will in our interviews describe yourself through work situations you have experienced and how you handled them.
If communication skills is needed for the role you are applying for, you will be asked to describe how you, through your behaviors, have demonstrated strong communication skills.
What we evaluate
Job profile 📝
Before starting a recruitment process, we create a job profile where we specify what criteria is needed to succeed in the role. These criteria are what to assess in the recruitment process, including work experience, education, skills and traits – all of which are specified in the job ad.
Structured interview questions 🔍
We apply structured interview questions and assessment techniques to evaluate how well you are matching our job profile.
A structured interview is characterized by asking everyone the same questions in the same order and evaluating candidates against pre-determined criteria.
Example of interview questions ✍
Let’s say we’re looking for someone who is adaptable. Here’s an example of questions measuring that trait:
- Tell me about a time you had to adapt to a significant change in your work environment or role.
- How did you approach the situation?
- What did you do?
- What was the outcome?
How to succeed
Situation-based 👀
Our questions are situation-based and usually begin with:
- Tell me about a time you…
- Give me an example of a situation where...
- Describe a situation where you...
The interviewer will look for concrete examples, meaning how you have acted in a work-related situation (not how you think you would act).
How to structure your answers ⭐
To master the competency-based questions, you will benefit from using the STAR-model to structure your answers.
STAR= Situation, Task, Action, Result.
- SITUATION: Describe the work-related situation in which you found yourself in.
- TASK: Explain what task(s) was needed to be done in that situation.
- ACTION: Give details about what action(s) you took.
- RESULT: Wrap-up your answer by describing what your action(s) resulted in.
Why are we using this method?
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🔍✨
Applying a competency-based method enables a more objective and consistent assessment by focusing on observable and measurable behaviors.
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💡🧩
When competency is the focus, questions about gender, age or background are simply not relevant. This means we won't overlook talent due to human factors like bias.
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🎯💎
By applying a competency-based method, we can find the best fit for the job based on what the candidate can actually do, increasing the likelihood that they will excel in the new role.
How to prepare for a digital interview 💻
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Choose a good device
- Normally, a laptop or computer works better than connecting from a phone or tablet.
- Ensure your device has sufficient power before attending.
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Control your impression
- Test that your webcam and microphone works properly.
- Check your background setting.
- Choose a quiet location.
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Come prepared
- Look at the job ad prior to the interview and think of situation where you have demonstrated the skills and traits listed.
- Prepare some questions for the interviewer.
