Our Process

Our goal is to recruit the best and most qualified experts, specialists, and executives for our public organizations, as well as for roles within IT and Tech.

We have specialized expertise in recruitment within the public sector. We are familiar with and adhere to the relevant laws and guidelines, and we are accustomed to collaborating with union representatives. This ensures that you, as a client, can feel secure throughout the recruitment process.

A key part of our approach is working in teams to expand our network, ensure objectivity, and maintain close dialogue with both our clients and candidates. We know that multiple insights are needed to find your next executive, and teamwork is key to success.

These Components Are Included in a Complete Recruitment Process:

Needs Analysis for Developing and Approving the Job Profile

In this phase, we meet with the recruitment team for the relevant role, other stakeholders involved in the recruitment process, and, if applicable, employee and ATO representatives. The goal is to gain a deep understanding of the background behind the recruitment need, expectations for the role, and its terms and conditions.
Novare takes a consultative and challenging approach during this process.

Advertising (if applicable)

Novare Public utilizes a range of digital advertising channels. This step is conducted in collaboration with the client’s recruitment team and communications department.

Candidate Search

We complement advertising with a mapping of relevant industries and sectors. Naturally, we also draw on Novare’s extensive and well-established network of executives and specialists.

Interviews in Various Stages

Interviews are conducted in different stages, which are agreed upon during the kickoff meeting with the client’s recruitment team. During our candidate search, we assess the candidate’s motivation and match it against the job profile. In the next step of the recruitment process, we conduct competency-based and in-depth interviews following assessments. After the interviews, the responsible recruitment consultant provides feedback and presents the candidates to the hiring manager.

Quality Assurance
We use both reference checks and assessments in our processes. If requested, we can also offer various types of background checks.

Employment and Follow-Up

We take a consultative and supportive approach throughout the entire process, including discussions with the final candidate regarding salary and other terms. After the candidate has started their new role, we conduct follow-up meetings at two intervals. We check in with both the candidate and the hiring manager. We are advisory, coaching, and solutions-focused, and we welcome feedback.

Since its inception, Novare has actively worked with gender equality and has presented Novare’s Gender Equality Index every year since 2017, showcasing the gender distribution in our recruitment processes.

Fredrik Hillelson, founder and CEO of Novare, believes the recruitment industry holds a position of power when it comes to gender equality and that more stakeholders need to take responsibility.

“My view is that some industry peers are progressive, but the vast majority shy away from addressing gender equality. They are unwilling to show their numbers, and that is no longer sustainable. Clients now demand transparency in ways that they never did before.”

The purpose of Novare’s Gender Equality Index is to track gender equality goals in recruitment in a transparent manner while also inspiring other industry players to do the same.

Transparency is, according to Fredrik, essential for the industry to monitor progress and set clear goals for future change. Together, we have a significant responsibility to create a stronger, more profitable, and more sustainable business community.