We get a recruitment profile and order from the customer / employer.
We immediately contact everyone withing the organization if our agents have the required skills in their network and/or database. We also investigate if the desired profile exists within our extended contacts. If we have a match, we will examine if the wish for relocation is still relevant. If we are unable to find any good candidates through our network or database, we will post ads in the main forums for that professional group and on various social media.
After the CV reviews, we interview the relevant persons. Here we are looking to see if a serious interest exists, the conditions for relocation exist and whether the formal competence is sufficient.
A general information about the Swedish or Danish place of residence, employer, work and conditions will be communicated to the current candidates. In depth interviews, we focus on professional skills and personalities such as flexibility, willingness to change, and again – the interest in the profession.
After further screening, at least two relevant references will be contacted. Futhermore, a linguistic screening will be made where we study the candidate’s ability to learn Swedish / Danish in the appointed time. If the candidate does not have linguistic talent, we must unfortunately deny the candidate as the probability of reaching C1 level in Swedish is very low and thereby the probability to obtain the Swedish medical license will be very low as well.
For each candidate we make a “presentation portfolio”. It includes the CV and a short personal letter, the opinions of the referents, the results of the interviews, and other documents that might be relevant to the employer.