Sustainable staffing & recruitment

We have developed a unique concept that we call Sustainable Staffing. It is about consciously controlling the group dynamics to achieve increased job satisfaction, productivity and quality.

What is sustainable staffing?

Jobzone provides you with a guaranteed sustainable staffing solution. We have a well-developed process for identifying the right staff and carefully examine which metrics are relevant and important to you. After recruitment, we then place great emphasis on giving employees a good induction and introduction to the new workplace and providing them with the right tools and follow-up. Our goal is always for our delivery to be characterized by high sustainability and to be visible on the bottom line.

Eight steps for a successful staffing and recruitment process

Welcome to benefit from the experience we have built up during our years in the industry. To ensure that your collaboration with us is cost-effective and value-creating, we work systematically according to our concept of “Productive staffing”.

The feasibility study is the starting point. We always start by developing a needs analysis together with you as the client. To succeed in our mission, it is crucial that we really understand your unique needs. The more precise and coordinated the requirements profile we have, the greater the opportunity to quickly find the right resource. We also interview relevant people in the organization to find out what creates success in the job role.
Relevant metrics.
Productivity. How many invoices should an administrator manage per day? How many signals should go through before the receptionist answers. How many packages, or lines, should the warehouse employee pick per hour, etc.
Quality. How many calls are connected correctly, how many wrong picks are acceptable, etc. We also establish a timetable for when we will achieve the goals with the right quality.
Delivery precision. How long do we have to deliver the right staff? Should we compensate our own staff who are sick? How many of the candidates we present should be employable, etc.?
Recruitment. Once the requirement profile and relevant metrics have been approved, we will begin recruitment. This can mean direct recruitment to you as a customer or a staffing solution where we ourselves are the employer. Often, we can handpick candidates who match the requirement profile directly from our own permanent staff or through our large candidate network. At the same time, we advertise in selected channels for new candidates who may be of interest to the position. Then we interview and take references. To name a few of our routines for quality assurance of the process, we always use competency-based interview techniques and that we always carefully check the candidates’ information provided in CVs and interviews. We always take at least two references and if we don’t feel satisfied, we take more. Those who proceed after the interview and reference check are tested in our test tool TalentQ (depending on the position). For example, it can be about identifying character traits, testing logical and verbal ability or measuring the person’s driving forces. We also work with unprepared tests to ensure that the candidate is in practice suitable to perform the tasks he or she is looking for.
The right conditions. No matter how good a candidate we have selected, the position will not work optimally if the right conditions are not in place to do a good job. Therefore, a well-thought-out introduction plan is needed that ensures safety procedures and handling issues, among other things. It can also involve training required for the specific position. We have extensive experience in drawing up introduction plans and thus make sure to shorten the start-up distance for the candidate to be productive.
Appointment and introduction. We will deliver motivated, committed and competent employees into the customer’s organization. Often you have a lot to do when you need more staff, so we take responsibility for ensuring that the new consultant is quickly put into the role. Our policy is that no person should have to start a position without getting a proper introduction from the responsible recruiter who knows the customer and the need well. After the first day of work, we always have a telephone reconciliation with both staff and customers to ensure if any adjustments are needed.
Supervisor on site. Our delivery always includes a person appointed and trained by us who is a supervisor and who acts as a contact person for your production management and for our organization. In the case of fewer than four people, the responsible consultant manager assumes this role. Our supervisors undergo ongoing internal training in leadership and group dynamics.
Quality assurance. Regular follow-up. The more closely we check, the sooner we can correct any problems. We offer standing follow-up on a weekly basis based on the relevant metrics. We check how employees meet the current metrics and make sure that our staff are happy and well. Our consultants are used to being full and know that it benefits both them and you as a customer. In the long run, this gives better results in the form of happier staff, higher productivity and reduced staff turnover. With us, there is no sense of “us and them”. With us, only “we” applies.
Result. We strive to ensure that every assignment gives you the highest possible productivity and is noticeable on the bottom line. We take full responsibility for our own staff and thus also reduce your internal costs. We want it to be easy to outsource parts of your HR administration to us and find long-term profitable solutions. We also conduct external customer satisfaction surveys twice a year with an external research company. Here we examine a number of points in the areas of accessibility, treatment, quality and productivity.

Want to know more? Welcome to contact us!