Working Life and Recruitment

We can contribute with development-oriented and sustainable recruitment that considers a changing working life and with room for innovation in the way we attract candidates and at the same time work with your company.

From our perspective and experience, the decisive factors for success in recruitment lie in the ability to see, understand and master the various social, professional, personal, managerial, organisational and cultural parameters, all of which have an impact on which competencies are needed in a given organisation and in relation to a given task.

In other words, there are many different considerations, which at the same time have a great impact on the candidate market from which we must recruit new employees. The candidate market is a clear reflection of society’s trends and tendencies, which are in continuous change, and where candidates want a working life that gives meaning, influence and professional development.

It’s no secret that everyone wants the best qualified employees, but what is being the best qualified and how do you analyse it? In addition to cognitive, professional and personal abilities and qualifications as well as experience, there are many social and work-related factors that have an impact on our working life, professionalism and personal development. This makes recruitment a complex task.

With this basic assumption and understanding, we build a recruitment foundation in each individual case, which is the basis for us to assess suitable candidates and for us to illustrate to the candidates a more nuanced picture of the company’s organisation, culture, environment, management, colleagues and not least tasks and responsibilities.

A New Recruitment Holds the Potential for Development

Often, a recruitment need seen as a shortage situation, where the missing employee(s) must be replaced as soon as possible so that daily operations can continue as undisturbed as possible.

Although it is of course important to replace missing employees, we see the need for one or more new employees wider than just a shortage situation. We believe that any new hiring has the potential for the manager to fine-tune the organisation or perhaps continue ongoing adjustments in the organisation’s competencies, focus, organisation, culture, and/or other relevant business parameters. It requires that one chooses to approach the attraction of candidates, the recruitment process and the subsequent onboarding process in a development-oriented and sustainable way.

As unemployment decline and competition for employees with a number of specific competencies and qualifications increase, as well as the younger generations’ increasing demands for purpose and development opportunities in their professional lives, companies’ needs increase correspondingly to offer candidates an attractive working place and job content with opportunity for development in order to create a broader field of candidates and at the same time to be able to bring new employees up-to-speed faster in relation to becoming a productive asset for the company. For us, this need goes hand in hand with a development-oriented approach to attracting candidates, the recruitment process and the subsequent onboarding process.

Development-oriented Search & Selection Increases Productivity

HJORT & FRØIK’s basic philosophy is that people and thereby organizations thrive on and unfold their motivation, collaboration and competencies through development. Therefore, we humans will continuously naturally look for new challenges, and when the development opportunities are limited, we will either come to terms with the situation and stay in an everyday life with slowly and gradually decreasing motivation – or search further towards new challenges and development opportunities. Seen in this light, some replacement in an organisation (or in a fine word: staff turnover) is not just natural, but also inevitable.

However, it is also our experience that the employees’ productive time in the organisation can be increased considerably and at the same time have a indirect effect on the existing organisation through a development-oriented approach to talent attraction and onboarding – by being able to attract and focus on the right talents and set the right mindset.

Competent and Motivated Candidates

HJORT & FRØIK’s goal is that our customers can attract competent and motivated candidates with qualifications, personal profile, personal values and norms that match the company’s business, strategy, culture and work environment, and that our customers can quickly and efficiently integrate the new employee into their organisation, so that the new employee feels welcome, experiences to fit in well, experiences that tasks are developing and exciting, and that the employee can quickly contribute independently and productively to the organisation within his job area.

In this way, we also achieve that the employment of the new employee will not stand alone, but is an integral part of the goals and directions that the company has set. Not only can a new employee make a difference, but by creating positive dynamics between the new employee and the company’s existing organisation – and in the long run other new employees – the company gets a powerful tool to realise its goals and strategies.

Sustainable Recruitment

Our basic philosophy is that people and thereby organisations thrive with and unfold their motivation, cooperation and competences through development. Therefore, we humans will continuously naturally search for new challenges, and when development opportunities become limited, we will either come to terms with the situation and remain in an daily working life with slowly and gradually decreasing motivation – or search further for new challenges and development opportunities. Seen in this light, a certain turnover in an organisation (or in a nice word: staff turnover) is not only natural, but also inevitable.

At the same time, it is our experience that the employees’ productive time in the organisation can be increased considerably and at the same time have a add-on effect on the existing organisation through a development-oriented and integrated approach to recruitment, onboarding and retention.

Competent and Motivated Candidates

Our goal is that our customers can attract competent and motivated candidates with qualifications, personal profile, personal values and norms that match the company’s business, strategy, culture, and working environment, and that our customers can quickly and effectively integrate new employees into their organisation, so that new employees feel welcome, feel that they fit in well, that the tasks are developing and meaningful, and that the employee can quickly gain influence and contribute independently and productively to the organisation within his area of work.

In this way, we also achieve that the recruitment of new employees will not stand alone, but is an integral part of the goals and directions in the company’s strategy. A new employee can not make a difference alone, but by creating a rewarding interaction between new and existing employees, a better harmony and a foundation from which to realise goals and strategies is achieved.

Our Dialogue Can Start Here

There can be many approaches to starting a recruitment process, and as mentioned, there are many factors that can have an influence on how a specific recruitment process must be put together and started. Our experience is that the sooner we can start the dialogue in relation to needs and competences, the sooner and better we can safely reach the goal.

The labor and candidate markets are both dynamic entities that change rapidly. Therefore, it is important to be open-minded and solution-oriented in relation to favourite candidates. We are known for seeing the situation in new perspectives and finding creative solutions.

We are always open to dialogue and would be happy to meet you for a non-binding chat.

Psychosocial Work Environment and Well-being

HJORT & FRØIK contribute to and support you and your organisation in your work to create a healthy work life in balance with increased focus on psychosocial work environment, well-being, job satisfaction and diversity.

Culture and Organisational Change

We contribute to your organisation gaining a better insight into your company’s culture and achieving a strengthened foundation for organisational changes.

Working Life and Recruitment

Working Life in Change

We must live a long life and work for many years, which requires that we develop in line with society and the labour market. All people will like to have a working life that gives meaning, influence and professional development – but many have working lives that stress and burden them.

There is a big difference in how people navigate their working lives and master their professionalism. Aspects such as learning, recognition and meaning in work, psychosocial working environment and the influence of technology can all have a greater or lesser impact and importance on how our working life develops. In other words, there are many different factors that have an impact on our working life. At the same time, it is a variable quantity that changes with age as we develop and learn from life.

The Danish labour market is characterised by increased technological change with a focus on optimisation, implementation of new knowledge and sustainable solutions. At the same time, there is a high desire and need to create spacious workplaces with room for diversity, a healthy balance between work and freedom, better focus on mental health, psychological working environment, job satisfaction and well-being.

From research, we know that people seek a Sense of Coherence, (Antonovsky 1979), and that meaning and meaningfulness are crucial for our mental health, which is why working life must also accommodate the possibility of meaning and meaningfulness on an equal footing with private life .

At the same time, work environment and management research shows a strong connection between meaning in work and outcomes such as mental health, sickness absence, productivity, etc. (Hu & Hirsh, 2017).

Therefore, we work in collaboration with our customers to find more meaningful and humane ways to organise organisations and working communities in order to create more sustainable workplaces and working lives, where there is room for both influence and people.