Our recruitment process

As you might have noticed from our ever-expanding employee mosaic, we have grown substantially during the course of the last year. It’s required a bigger office space for all of us and certainly a lot of hard work on our recruitment front, to become a 30-people strong company. Writing job descriptions and job posts, posting everything online and making sure it’s advertised properly, before we get to know our candidates.

The process for our recruitment isn’t quite like other places, which has also invited a lot of questions from applicants, once they have started their application process. “Why don’t you want a personal statement from me?” or “what do you need me LinkedIn for, is it not better that I sell myself in a cover letter?” - those are just some of the questions we often receive. To explain our recruitment process a bit better, we got our People Coordinator, Lea Dissing, to write a little bit about our process and why it’s shaped the way it is.

Our recruitment process is long! That’s part of the feedback we hear from candidates who have been through the whole thing with us. That might not sound like the most positive thing to some, but it’s all with good reason. Whilst it might be a long process, it also gives the candidates the feeling of being very special to us - which they certainly are. We take our time, because we spend a lot of energy on letting our new colleagues get to know us really well, and we also spend a lot of time getting to know them really well. A personal match is just as important to us as the professional match, and we think it’s important that both parts of the interviewing process gets to know one another. And how do we do that?

People Coordinator, Lea Dissing

People Coordinator, Lea Dissing

Our first step is to have our candidates answer a couple of questions. Contrary to a classic model, where you ask for a CV and a cover letter, we pose some questions, which relate to the available position, and have our candidates answer them before we see anything else. These questions could be something along the lines of “describe your latest experience with great service” or asking them to give their definition of a certain term that might hold special importance to us. The questions are always carefully selected for the a specific position and give us a different idea of the candidate than the “traditional applications”, which have become generic and all the same. Again, our focus really is on getting to know our candidate on a more personal level, rather than on the basis of a generic application framework. In this prescreening, we sometimes also use peoples’ LinkedIn profile, to get a grasp of their experience and education - so this is our way of viewing a CV.

After this step, we like to get to know our candidates even better, by asking them to do a video interview. It’s not an interview, where we’re sat on each sides of the screen, talking to each other. As in the previous step, we have defined 3-5 questions, which we will have our candidate answer in video form. These questions are a mix of ones that also are thought out specifically for the position and some that are more general, such as “if we don’t end up hiring you, then who should we hire?” Candidates have very differing opinions on this part of the recruitment process. Many candidates find it a bit intimidating and that unfortunately means that a lot of them are left out of the running, simply for failing to send in their video responses. Naturally, we are aware that it’s not the most natural situation for everyone to be in, and that’s why we don’t have any guidelines for how long we want an answer to be. But we do get inspired when we hear people speak and we feel that we get to know our candidates a little bit better, before we meet in person.

In the end, we invite candidates to come in and meet us in person and we are always looking forward to giving them an opportunity to ask us a lot of questions about us and our business. For some positions, we will also ask our candidates to prepare a little task, do a test in advance (e.g. a personality test) or we will set them a task when they show up - this isn’t always the case though and really depends on the position in question.

With all of these steps, we keep focusing on getting to know our candidates as well as possible - so that we find the best fit for us and for them. Through this proces we get to know each other really well and are able to match expectations on both parts, so we feel that no stone is left unturned. It might feel like a long process, but the feedback we get is that it’s also quite enjoyable and more personable.

Student Assistant, Karla Sidenius

Student Assistant, Karla Sidenius

We currently have a couple of student positions listed on our website and the roles are filled with diverse days and great opportunities to develop your skillset. The student assistants we have had so far, and who are still on our team, have been incredible assets to our company and we count ourselves lucky to have them - especially lucky that the ones who have finished their degrees have accepted offers to stay with us!

Karla Sidenius is one of our brilliant Student Assistants and she had never tried a recruitment process like the one at Autonomous Mobility.

“I had never tried a video interview before and it did feel a little bit strange to be ‘talking to myself’, while filming it for a potential job. But once I got into it, I felt more relaxed about it and it actually was nice to be able to present myself verbally, before coming in for an interview”.

“The process felt very personal and I think I was able to learn as much about the company, as they learned about me. That’s really important if you want to end up in the right place, with a good group of people. I really feel like it made for a great match”.

If you are interested in applying for role at Autonomous Mobility, please check out our job listings and start your application process now! We cannot wait to hear from you.

Jannie Andersen