Strategic workforce planning

OUR OFFER:

Proactive. Data-driven. Incredibly effective.

Proactivity isn't optional anymore

The competition for talent continues to increase on today’s market. Timing and availability is crucial, and we must work proactively to achieve our goals in both careers and businesses.

While passive candidates’ inboxes are flooded with irrelevant & generic job offers at the wrong time, stressed hiring managers lack available candidates when they need to hire.

At Worko, we counteract this market disconnect with our unique offering & product: Strategic Workforce Planning.

Included in our product:

Data collection &
Career planning

We understand the market by helping candidates with their career plans, and collect data that we match to your business needs.

Matching &
Qualification

We match your role, skills and soft skills to candidates’ career plans – finding the best fit for you both.

Candidate pipeline
& Re-engagement

Become top-of-mind with the best candidates and increase change-readiness with your role & EVP.

Insights & Continuous
Improvements

Our experts & pipeline reports help you improve, so you can hire more & better candidates.

Data collection &
Career planning

We understand the market by helping candidates with their career plans, and collect data that we match to your business needs.

Matching &
Qualification

We match your role, skills and soft skills to candidates’ career plans – finding the best fit for you both.

Candidate pipeline
& Re-engagement

Become top-of-mind with the best candidates and increase change-readiness with your role & EVP.

Insights & Continuous
Improvements

Our experts & pipeline reports help you improve, so you can hire more & better candidates.

The secret sauce

Strategic Workforce Planning is made possible through our self-developed platform. Through automated touch-points, we keep in long-term contact with tens of thousands of passive candidates every month.

The real star of the show is the Candidate Pipeline – a proactively built-up pool of candidates who are not looking for a new job right now, but may be interested in working for you in the future.

Where traditional recruitment companies would immediately drop a candidate who is currently unavailable, we keep them in the loop and get to know on a personal level, understanding their preferences, skills and timeline.

This way, we can introduce them to you well in advance: maybe you’ll need their competence a year from now. Since you already have a connection, you increase your chances of hiring them.

HOW IT WORKS

A Well-Established Process

To ensure success in every assignment, Worko follows a well-established process, designed to attract, qualify, and ultimately hire passive candidates — those who are not actively job seeking.

We start our collaboration with a workshop. To ensure a successful partnership, we translate your top performers into a hiring bar in our platform. Compared to a traditional list of requirements, a hiring bar takes more than hard skills into account. While certain qualities are non-negotiable, there is likely wiggle-room in other areas. This allows for a greater variety in suitable candidates, which increases your chances of a successful hire.

To make sure you are well positioned for the upcoming recruitment process, we develop targeted messaging together with you to attract the candidates you truly want to hire. This improves your employer branding and EVP (Employer Value Proposition), making you an attractive company to work for.

After that first workshop, your candidate pipeline is activated. Candidates that match your hiring bar become part of your candidate pipeline. Essentially, this is a pool of contacts in our platform which could become potential candidates for your company.

We set up the interviews and always act with full confidentiality — in the best interest of both parties. You conduct the interviews yourselves, with support from us if needed. We make our work and results visible in a professional and transparent way, and ensure the recruitment process is as smooth as possible.

The different stages of the candidate pipeline

Slide 1

MONTH 1:
Creating the right conditions

Messaging & hiring bar workshop
We define candidate target groups, customized messaging, and a shared understanding of competency requirements, cultural fit, and personality.

Establishing the pipeline
Set up a candidate pipeline in our platform, ensuring top-of-mind awareness among the candidates you want to hire.

Data collection
We gather data on candidate’s skills, preferences, and availability to match your unique needs and requirements.

Slide 2

MONTH 3:
Continuous contact with the right candidates

Pipeline management
We continuously add candidates to your pipeline, ensuring steady communication so your company becomes top-of-mind as their next employer of choice.

Joint hiring processes
Candidates are now in your interview process. We support hiring managers to ensure you hire the most suitable candidates.

Pipeline report
Quarterly reports on your pipeline with forecasts for future hires.

Slide 3

MONTH 6:
The impact of proactivity

Re-engagement pipeline
Candidates who were previously unavailable are now ready and have received consistent updates about your culture, business, and roles.

Candidate data insights
Continuously refine your messaging using data on preferences and Candidate Net Promoter Score (CNPS).

Candidate feedback
We gather insights on why candidates decline offers, helping you position your company better for the future.

Slide 4

MONTH 9:
More hires & better candidates, and greater inflow & selection through ongoing engagement

Re-engagement pipeline
Match your needs with available and interested candidates in your pipeline.

Recruitment process improvement
We track candidate experience and conversion rates at every interview stage to continuously enhance our partnership.

Dynamic pipeline
Your business evolves, and so does your pipeline. Adjust its size up or down while ensuring a steady flow of interview-ready candidates.

Slide 5

MONTH 12:
Stay ahead for next year’s hiring needs

Completed pipeline
Supports next year’s growth and business objectives.

Availability data on key candidates
A year of proactive engagement results in a vast pool of candidates for the coming business year.

Workforce planning meeting
Align recruitment efforts with next year’s workforce needs.

Learn more about how we address unique challenges in your industry

Our specialty areas are IT & Tech, Engineering & Construction, and the Industral sector.

We have industry knowledge that makes a difference.

Why Hire a Recruitment Partner?

To grow and develop your company, it’s critical to stay up to date—how is recruitment evolving in your industry? With support from a recruitment partner like Worko, you can go the distance with the candidates you value most.

At Worko, we work proactively instead of reactively. Many employers begin recruiting only when the need arises, but what they don’t realize is that by then, it’s often already too late — it’s difficult to find the best candidates at just the right moment.

In fact, many potential candidates in IT and Construction are already employed elsewhere — but might consider switching jobs if the right offer comes along. By identifying these candidates before you need to hire, you avoid hiring less qualified staff out of urgency.

From experience, we know it’s better to conduct one interview per month for a year, rather than twelve interviews in a single month. To ensure you don’t miss out on your top picks, we stay in touch with candidates and keep track of when they may be open to switching jobs. With our help, you’ll never miss out on top talent.

Quality & Guarantees

— We never take on a Strategic Workforce Planning project without conducting detailed checks to ensure we can deliver based on our database and the unique needs of our clients.

— We always work long-term and proactively with recruitment alongside our clients, using recruitment processes that ensure consistent delivery.

— We never work reactively with recruitment, but instead focus on industries where we have extensive experience in proactive hiring.

— We comply with GDPR and continually stay updated on how to adapt our processes to mitigate risks.

— We use two-factor authentication for all our IT systems and continuously address IT security across our organization.

— We use data to evaluate everything we do — internally and with our clients.

— We lead industry development and are pioneers in data-driven recruitment.

— We conduct quality assurance checks on all our processes and IT systems quarterly and semi-annually.

— We always communicate any challenges or obstacles transparently and proactively, and we work actively to resolve them.

Need help with recruitment?

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Or, you can reach us at:

+46 8 598 514 00