1. Find the role for you

Do you know what you would like to do? Have you searched all our open roles, both in the Nordics but also those we offer remote and internationally?

Once you have found an interesting job advertisement, have you read through the job advertisement and do you know what we are looking for in that specific position? 

The purpose of our job advertisements are to give you the best picture of what each position is about, what they require from you and naturally what opportunities they give you! The more information and knowledge you have about a position, the better you can determine if it is right for you and the more prepared you are when you get contacted about the position by our recruiters. 

Sometimes we also provide a podcast episode in the job advertisement, which gives you a deeper understanding of the job. 

Tip #1 Get to know the job and us as a company 

2. Apply 

We want to make it as easy as possible for you to apply for our positions. We know how time-consuming and hard it is to apply for new job opportunities. We have therefore made things easier for you as a candidate, you can apply using your LinkedIn profile or simply your CV, no cover letter is needed. 

No matter which route you decide, ensure the content reflects your principles and behaviours. And don’t forget to check the spelling and grammar. This is our first impression of you – make sure it counts. 

Tip #2 First impressions count 

3. Selection & Assessments

Sometimes we have some questions regarding your CV or previous experience before we do our final assessments of all the candidates. In these situations we contact you for a quick call before our process starts.  

Whether sharing insights on your motivation or talking about your availability, being honest and upfront helps us find the best ways for us to work together. 

Tip #3 Be honest

It is important for us to highlight that our recruitment process is competency driven. When we have positions available in our organisation, our recruitment team identifies in partnership with our hiring managers what type of competencies we are in need of to meet future challenges and needs in our markets. 

When you have been selected as a suitable candidate for an open position, you can expect us to contact you regarding the process and in most cases send you personality and skill assessments from our assessment provider SHL.  

Should you be asked to complete an assessment, you’ll need to set aside time to accomplish this task. Assessments are not only the chance for us to get to know you but for you to get to know yourself. A candidate report will always be provided to help you learn from the experience.

Why assessment?

It is a more objective way to gain deeper insights and go beyond the CV. For example, science-backed personality tests indicate your preferences and motivations. Cognitive

assessments measure your potential to learn, adapt and perform in any role. The culture fit and job fit is equally important to determining in the quality of hires than just task-related skills.

Tip #4 Make time to prepare

4. Interview & references

After you have been selected, we have different tools we use for interviews at the Adecco Group. We use both video interviews, virtual interviews and physical interviews. You will be informed at the beginning of the process how the process you are involved in will be conducted. 

Whatever form of the interview, you can expect to be interviewed by either our recruitment team or the specific business area in our organisation you have applied for. In some cases you will also have the opportunity to meet your potential future team members. We feel it is as important for you to choose us, as it is for us to choose you. 

Help yourself by coming prepared – that could be by ensuring you are on time or, if it is a virtual interview, establishing a professional backdrop. Don’t forget that interviews are a two- way process, so be ready with any questions to ask us too.

Tip #5 Be prepared

Our main aim with interviews is to identify the best candidate that matches our future needs for the organization. Therefore, we conduct competency-based interviews where we do our best to set aside any personal biases and thoughts regarding the candidates.

The focus is to describe a situation, task, action and result where a specific competence was applied, for example working in a team, time management, problem solving.

• Situation: give the interviewer a context by describing the situation.
• Task: what did you need to do?
• Action: tell the interviewer what your specific actions were.
• Result: the end result – make sure it shows you in a good light, even if the overall project was not a success.

After the interview, should you be the final candidate, we conduct a reference check with one of your previous employers so we can complement our findings with previous experiences.

We do our best to ensure the whole recruitment process is quick and smooth, however we do recognise this is not always possible and we too fail at times. Therefore, we encourage you to be in touch with us and also provide us with feedback if or when you are not having a great experience. We want to continuously improve and develop the experience you have with our organisation and our recruitment process should reflect our efforts in being market leaders and realize our strategy; Future@Work for everyone.

You can sign up for job alerts in our Talent Community to be notified about new opportunities as they arise – as a global multi brand organisation we’re always looking for talent. Please join using the form below.

Tip #6 Stay connected