Recruitment is challenging and requires a lot of effort. Initially, it involves identifying how to attract applicants and which channels are effective, depending on the job position. Then, applications must be collected systematically and in compliance with GDPR rules. Finally, it’s essential to ensure that all applicants receive proper treatment, whether the response is positive or negative. All of this can be challenging if you don’t do it daily and lack the programs and structure to do so. By outsourcing recruitment to us, you can utilize the programs we use and ensure that all applicants receive the right treatment. At the same time, you free up a lot of work time that you can use to increase sales and grow your business.
Many companies choose to outsource their recruitment not because they couldn’t handle it themselves, but because they lack the time/tools for it and to provide applicants with prompt and professional service.
Dobra has channels, tools, and partners that make it easier for us to find candidates than if we weren’t working on recruitment daily. We also have routines in almost everything, so we can cost-effectively find individuals who fit the client’s company.
Data protection law also requires keeping track of what data can be stored and what should be deleted. This can be difficult if handling applications via email. By choosing us, you gain access to a data system that helps automatically keep track of candidates’ GDPR status.
Using external assistance to recruit workers simultaneously with conducting recruitment internally can pose the risk of both parties finding the same candidate. To avoid such situations, it is advantageous for the customer not to organize recruitment themselves simultaneously. However, if they choose to do so and a candidate applies to both, they are considered a candidate found by Dobra. This means that we have the right to invoice for a successful recruitment for that candidate.
When a customer orders a worker, we agree together with the customer on a worker profile and a recruitment timeframe. We then map out what type of worker it is and assess the likelihood of finding someone through job advertisements within the specified timeframe. We can provide advice based on past experiences, but it is the customer who ultimately decides on the course of action.
Anonymous recruitment is a suitable option when a company is looking for an employee but does not want the recruitment process to be public. Another advantageous situation for anonymous recruitment is when one wants to support an ongoing recruitment process by adding more alternative candidates and broadening the candidate pool.
A disadvantage of anonymous recruitment is that it may make it more difficult to attract candidates with the company’s brand, which can lead to fewer applicants. It is therefore important to carefully consider which approach is best for your company in the given situation.
En nackdel med anonym rekrytering är att det kan göra det svårare att locka kandidater med företagets varumärke, vilket kan leda till att färre söker tjänsten. Det är därför viktigt att noggrant överväga vilket tillvägagångssätt som passar bäst för ert företag i den aktuella situationen.
50% of the recruitment fee is invoiced before we start the search, while the remaining 50% is invoiced upon successful recruitment.
If, against all odds, we fail to find a candidate within the specified timeframe, we extend the application period at no extra cost. If this does not yield results, the remaining 50% of the recruitment fee is not invoiced, and the 50% already paid is refunded to you.
However, if we succeed in finding a suitable candidate, there is a guarantee period of 6 months. This means that if you are not satisfied with the candidate during this period, we will search for a new candidate for you free of charge.