Our
Recruitment model

Our approach to recruitment

At Hays, we operate with an interdisciplinary and specialised approach to recruitment. Our recruitment consultants specialise in various areas and industries, such as Life Science, Information Technology, and Finance. However, we also recognise that there is often overlap, and some roles extend beyond traditional sector boundaries and industry knowledge.

Therefore, our consultants collaborate across teams, which are divided by industries. This means that if, for example, you are an IT service company in need of an accounting manager, our consultants will approach your recruitment process with an interdisciplinary mindset. We focus not only on narrow professional silos but also on the transferable skills and qualifications that candidates bring.

Our goal is to find the right person for the job by combining our specialised knowledge and interdisciplinary approach. We believe this allows us to identify the best candidates, regardless of their sector.

Want to learn more about our specialist areas?

Today:

Job ads and applications

The Danish job market has a strong tradition of the 'classic recruitment process': When companies are looking for new employees, they'll simply publish a job ad to their websites and select job portals/boards. And when we're looking for a new job, we'll look for interesting job ads and write a handful applications.

Similarly, many recruitment agencies will depend on receiving CVs and applications from qualified candidates to fill their open positions and build a candidate database.

Tomorrow:

The right candidate is found

Thanks to social media such as LinkedIn, other networking pages and technologies, we can today use search tools and data analysis to find potential candidates with the right qualifications, skill-sets and experience.

The biggest advantage? We no longer have to wait for candidates to actively search for a new job. Instead we can engage so-called 'passive candidates', who will be willing to switch jobs for the right offer or the right organisation – at the right time.

Find & Engage is the future of specialist recruitment — for permanent and contingent employments alike. The concept utilises classic – and well-documented – processes and qualifications within recruitment with new technologies and behaviours.

The model is particularly effective in industries and professions with a large shortage of skilled workers. Or in situations where there's a need for niche skill-sets, a quicker recruitment process or simply a more discrete approach – e.g. when recruiting executives.

Benefits of Find & Engage

Higher quality candidates

With Find & Engage we can find the candidates who are just right for the job and your organisation, instead of hoping the right candidate happens to see your job ad and apply.

Quicker time-to-hire

In classic recruitment processes there's often quite a bit of 'down-time' whilst waiting for applications to roll in, as well as a significant risk that you won't even find the right candidate in the first try.

Higher effeciency

We interview a lot of candidates – and the chance that we've already talked to your next employee is pretty good. Networking, cultivating relations and engaging candidates is our bread and butter.

Why use a recruitment agency, when you can do it yourself?

At Hays we expect that many organisations will increasingly be using recruitment agencies which are specialised in finding employees in their industry or specialism area. Because even though internal HR- and TA employees are talented, they rarely have the same network or required expertise in all of the work functions within a company. Additionally, it's time consuming and expensive to implement a find & engage strategy.

You'll need to be able to:

► Manage huge amounts of data, use complex tools and have sufficient knowledge of data privacy laws
► Develop relevant marketing material, which can be shared with the right candidates at the right time
► Maintain communication and relations with a large candidate database
► Perform detailed data analysis and have market knowledge, in order to engage the right candidates

In short, not many companies are geared to implement a Find & Engage strategy – and it's rarely a good business case.