SE

Next Position

Executive search
& headhunting

How we find the talent

Next Position Group

We use Executive search and Headhunting to find the best experts and managers for highly-skilled key positions in the IT/technology industry

Personal assessment

We know how to find the right person for the job. How? We have extensive experience in personal assessments and recruiting. When we assess a person’s qualifications, we use unique tools and a methodology designed for Swedish employment conditions and the Swedish labour market.

Reading a CV is only a single small step when it comes to assessing a person’s skills and qualifications. In fact, it is our behavioral science skills, experience and social awareness which are more important. What others think is just as significant. This is why we are extremely thorough when we request references and check candidates’ backgrounds. We always conduct in-depth interviews with the applicants and provide extensive personality and skills tests. We are certified in the use of a unique Swedish testing tool, UPP, which has been adapted to reflect Swedish culture and values. The test was developed by Professor Lennart Sjöberg at Stockholm School of Economics. Using accurate scientific methods, the test measures everything from a willingness to work, emotional competence, creativity and disposition through to the ability to change and a wide range of other personal and work-related skills. Our in-depth interviews, reference requests and tests enable us to paint a very accurate picture of candidates.

UPP: Understanding Personal Potential

UPP is an occupational psychological test developed by Professor Lennart Sjöberg at Stockholm School of Economics. It consists of 232 exercises and takes approximately 30 to 40 minutes to complete. All test exercises are written specifically for this purpose, and the content reflects Swedish culture and language. The test consists of self-reporting and performance exercises relating to emotional intelligence. All scales are accurate and validated conceptually according to practical dimensions. It is extremely hard to ”fool” this test: the inclination to embellish is eliminated through the use of a psychometric method. The test is checked and approved by STP, the Swedish Foundation for Applied Psychology (Stiftelsen för Tillämpad Psykologi). Read more at www.psykologisk-metod.se

  • The only up-to-date, extensive personality test developed in Sweden and adapted to reflect Swedish culture and values.
  • Impact of embellishment eliminated by up to 90-95%. It is extremely hard to ”fool” this test, which is an issue with standard self-reporting tests, as conventional methods used to eliminate embellished input have proven to be ineffective.
  • In addition to the Big Five, new, focused scales are used to identify a much stronger link to work-related attitude and motivation.
  • The test measures emotional intelligence and social skills.
  • The test also measures a person’s experience of their work situation and attitude to work.
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Executive headhunting

A standard job advertisement is rarely used to recruit skilled executives and managers. Finding the right person, inspiring them and creating the conditions that motivate people to take on new challenges are, in many respects, a question of professionalism, knowledge and experience.

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Specialist recruitment

Specialists and skilled experts are extremely sought after in the labour market. Our extensive, long-standing experience of recruitment processes has enabled us to obtain unique insights into a number of industries.

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Executive headhunting

A standard job advertisement is rarely used to recruit skilled executives and managers. Finding the right person, inspiring them and creating the conditions that motivate people to take on new challenges are, in many respects, a question of professionalism, knowledge and experience.

Recruiting executives and managers is a process that requires attention to detail and knowledge. The outcome can be crucial to an organization’s continued success. A successful recruitment process requires diligence, hard work, experience, a proven methodology and in-depth knowledge of both companies and candidates.

Our approach is based on extensive groundwork. We immerse ourselves in our client’s requirements and wishes. The aim is to identify the challenges faced by the company. A requirements profile is then drawn up for the potential candidate to match – this is crucial for successful executive headhunting. The most important factor in the recruitment process is to understand our client’s needs. The situation might call for an experienced manager rather than a specialist, a visionary pioneer rather than an administrator, or a candidate working for a competitor, in another industry or even in another country. Every project is different.

Whatever the situation, we do our utmost to find the candidate with exactly the right managerial skills. We investigate the conditions both in the industry in question and externally. We do not believe in ‘expected’ or ‘obvious’ candidates, just as we do not believe in simply browsing an archive of CVs. We consider ourselves ambassadors for our clients and believe that success can be achieved only through a methodical, thorough and persistent search and selection process.

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Specialist recruitment

Specialists and skilled experts are extremely sought after in the labour market. Our extensive, long-standing experience of recruitment processes has enabled us to obtain unique insights into a number of industries. We know where to find competent people. We employ multiple information channels, analyze companies and are assisted by various referents. Our careful, respectful approach has enabled us to determine what skills are in demand in your industry.

Whatever industry they work in, specialists are usually busy and exceptional professionals. In other words, they rarely spend time reading job adverts or actively looking for work. There is a shortage of skilled experts in the labour market, and this is one reason why companies sometimes encounter difficulties.

Our methodical approach to studying companies and industries in great depth has enabled us to acquire unique knowledge that we use to identify the star players in different teams. We know exactly where new, promising talent and where specific individuals can be found. We have our finger on the pulse when it comes to the expected skill levels in various industries, while our company itself specializes in IT, marketing and sales. Our recruitment process is not based on an established contact network, but on an information database that we continually expand through global surveillance and new information.

Our overarching goal is to establish long-term relationships with our clients. We have worked with many of our clients for many years. Unique industry knowledge obtained through complete dedication enables us to find the specialists that many companies need.

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A selection of our clients

Our values

Our communication with clients and candidates is based on personal integrity and trust. We are extremely aware of the confidential approach required when conducting a recruitment search, and we have long-standing experience in dealing with sensitive ethical issues at a professional level. We never recruit from other clients in a customer relationship, and we ensure strict confidentiality for both parties.

Our relationships with clients and candidates are built on trust. An ethical approach paired with the utmost respect for the integrity of both the client and the candidates is the basis of all our relationships. We are often privy to company details that must be treated with strict confidentiality, and we regularly come into contact with candidates who want to talk with us in strict confidence. Our methods safeguard information about clients and candidates, while our privacy policy prevents third parties from gaining access to information. In the same vein, we never pass on names and information without prior consent. It is a matter of honour to never recruit from a client. We do not contact candidates at companies for which we have completed or are currently conducting assignments. Moreover, we comply in full with the ESK trade association’s code of ethics. Some of the most important professional ethical standards include:

We protect the integrity of our clients, candidates and employees in all professional dealings.

  • We work in strict confidence with no exceptions.
  • We always set out our working methods and pricing terms before embarking on a project.
  • We only accept assignments from employers and do not accept any form of remuneration from candidates.
  • The client and the candidate receive regular feedback during the project.
  • We do not recruit from clients.
  • We comply with the Personal Data Act (PUL) for candidate CVs, which means we record the data in our database for future and current projects. This information is bound by a strict obligation of confidentiality.


More information about the industry ethics and the standards we comply with are available at www.esk.se.

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How we work

Our consultants come from a range of academic backgrounds and have gained professional experience in many different industries. Overall, our consultants have more than 30 years of qualified recruitment experience. Cooperation is a fundamental aspect of our approach.

Understanding

Our consultants come from a range of academic backgrounds and have gained professional experience in many different industries. Overall, our consultants have more than 30 years of qualified recruitment experience. Cooperation is a fundamental aspect of our approach.


Cooperation

We believe that successful recruitment requires collaboration between us as a company and you as a client, as well as between our consultants. Our working model is based on in-depth groundwork. We immerse ourselves in the client’s business and requirements and work together to draw up a requirements profile. We then perform a comprehensive search, which involves contacting companies and candidates and conducting extensive surveys subject to strict confidentiality and ethical standards. We believe in long-term relationships, which is why we never recruit from clients. At least two consultants work together on each project, as we believe teamwork raises the quality of our services and makes us more accessible to our clients.

A thorough approach

We are extremely thorough with our reference checks and delve deep into the previous professional lives of our candidates. The selection process is based on in-depth interviews, personal assessment and references, as well as personality and aptitude tests if they are requested by the client. A status report is sent every week to set out how the work is progressing and give clients full insight into the process. Final and/or main candidates are presented to the client following the selection process. Each client receives written interview summaries and candidate CVs.

Quality guarantee

For each project, we provide a six-month satisfied customer guarantee, meaning that if you are not happy with the candidate for any reason, a new recruitment process will be carried out free of charge. The guarantee has never been used to date for a single project. After the recruitment process is completed, we will contact the candidate and clients for feedback and follow-up purposes after one month, three months and six months.

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Our partners

Next Position cooperates with Professor Lennart Sjöberg to perform personal assessments during the recruitment process and as part of second-opinion assignments. Our consultants are certified in accordance with UPP (Understanding Personal Potential), a personality test developed by Sjöberg.

Lennart Sjöberg is a licensed psychologist and expert in psychometrics. He has served as the Psychometric Fellow at Princeton University and the non-profit organization Educational Testing Service, defended his thesis on psychometrics at Stockholm University, and was a professor of psychology at the University of Gothenburg (1970-1988) and Stockholm School of Economics (1988-2006). Sjöberg has also been a visiting professor at the University of California, Berkeley, and Stanford University, and served as a researcher at various Dutch and Belgian research institutes, a consultant for the Environmental Protection Agency in Washington, DC, and adjunct professor at the Norwegian University of Science and Technology (2002-2009). He was previously Chairman of the Scientific Council of the Swedish Psychological Association and HRK’s Methodology Committee, and was formerly a member of the Royal Swedish Academy of Engineering Sciences and the Norwegian Academy of Sciences and Letters. He has authored some 600 scientific articles and is an editorial board member of a number of scientific journals.

About the UPP test: theory, development and assessment

General information about the personality test

Psychological research blog

Testing and psychometrics blog

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Current projects / Open jobs

Whatever industry they work in, specialists are usually busy and exceptional professionals. In other words, they rarely spend time reading job adverts or actively looking for work. There is a shortage of skilled experts in the labour market, and this is one reason why companies sometimes encounter difficulties.

Current openings (SE)