HR CONSULTING
Improve the way you choose and onboard new employees
If criteria shift during selection, interviews do not produce comparable information or new hires do not know where to start, it is worth organising the process itself. We help HR teams and managers define roles, assessment methods and responsibilities. Your team receives agreed templates and guidelines tailored to how the company works.
From problem to materials for your team
We can focus on a single bottleneck or on several connected steps in hiring and onboarding.
Situation in the company
What we work on
What your team receives
Situation in the company
HR and the hiring manager see differently whom to hire.
What we work on
We align responsibilities, expectations and criteria for the specific role.
What your team receives
A role profile with clearly separated requirements and selection criteria.
Situation in the company
Interviews depend on the interviewer, and impressions are hard to compare.
What we work on
We link questions and assessment to the agreed criteria.
What your team receives
An interview framework and a form for recording candidate assessment.
Situation in the company
Decisions are delayed because it is unclear who takes the next step.
What we work on
We map participants, the exchange of feedback and decision points.
What your team receives
An overview of responsibilities and the sequence of selection steps.
Situation in the company
Onboarding depends on who has time that day.
What we work on
We organise the first steps, tasks and responsibilities when an employee arrives.
What your team receives
An onboarding framework with activity owners and checkpoints.
How we reach a solution
Step 1: We understand where the process gets stuck.
We talk with relevant team members and review existing materials. We establish the problem, the participants and the change you want to achieve.
Step 2: We agree a specific scope.
We decide which processes and roles we cover, what we prepare, who takes part and by when. You do not have to change your whole HR system because of one problem.
Step 3: We prepare and align the materials.
We produce the agreed profiles, templates or guidelines. With your team we check that they fit real situations and responsibilities.
Step 4: We agree how they will be applied.
We hand over the materials and walk through how to use them. We agree who in your company takes the next steps and whether further support is needed.
Support during team changes
Outplacement includes advising employers on support for employees leaving the company, as well as helping those employees take the next steps in their careers. The scope and activities are agreed according to the specific situation.
Scope and terms of cooperation
The proposal sets out the processes we cover, the materials we prepare, your team's involvement, deadlines and the fee. The scope can be limited to a single role, one stage of selection or the way employees are onboarded.
Questions before we start working together
Can we work together if we do not have an HR team?
Yes. We involve the manager or another person who handles hiring in your company. We adapt materials and responsibilities to how the company is actually organised.
Will you run the process after the project?
The core scope of this service is preparing the agreed solutions and materials, with a conversation about applying them. Any additional involvement in running the process is defined separately.
Does HR consulting include finding candidates?
Candidate search and selection are contracted through the recruitment and selection service. We can combine the two engagements when you need to organise the process and hire new people.
Let's talk about the process you want to improve
Tell us where the bottleneck is, who is involved and what you would like to change. We will suggest a scope of work and materials that suit your need.