The O&I Search Method

The
O&I Method

Search Process

Our approach is evidence-based and grounded in research across psychology, leadership and recruitment. Through structured methodologies, validated assessment tools and competency-based processes, we support accurate, sustainable and high-quality hiring decisions.

1. Analysis

At the outset of the assignment, we work closely with you to develop a clear and comprehensive role profile. This defines the position’s responsibilities, mandate and key priorities, as well as the professional capabilities and personal attributes required for success.

Olofsson & Ingmarsson applies a structured competency and behavioural framework to ensure that the search is built on a precise, relevant and well-aligned brief from the very beginning.

2. Market Mapping & Search

Our market mapping is based on the agreed role profile and is designed to identify and engage the candidates best suited to the assignment.

We combine our established network of more than 55,000 first-degree LinkedIn connections with targeted executive search to broaden the talent pool and identify the most relevant profiles in the market.

We present your organisation and the opportunity in a compelling and credible way, and for each assignment we typically approach between 100 and 350 carefully selected candidates.

3. Longlist

Approximately one to two weeks after the assignment begins, we hold a progress meeting to present a selection of the potential candidates identified through our market mapping and search – the longlist.

The purpose is to refine the direction of the search, confirm that we are targeting the right profiles and rule out areas that are no longer considered relevant. The meeting also provides an opportunity to address questions and insights that have emerged during the initial phase.

Throughout the assignment, we maintain a close and continuous dialogue to ensure transparency, alignment and momentum.

4. Assessment

Candidates who meet the agreed criteria progress to an in-depth assessment phase, including occupational psychology assessments and a structured, competency-based interview.

Olofsson & Ingmarsson uses validated assessment tools from Aon Assessment alongside an evidence-based interview methodology aligned with the agreed role profile.

Particular emphasis is placed on competencies, leadership capabilities, motivation and potential to ensure a strong and sustainable match between the candidate, the role and the organisation.

5. Shortlist

Based on the agreed role profile and the findings from the assessment process, we present a final shortlist of three to four carefully selected candidates.

Together, we review the candidates in depth and determine which individuals are best positioned to progress to interviews with your organisation.

Olofsson & Ingmarsson manages all candidate communication and interview coordination and maintains close engagement throughout the process, continuously monitoring each candidate’s interest, expectations and commitment.

6. For Your Assurance – References & Background Screening

To provide an additional level of assurance before a final appointment, Olofsson & Ingmarsson conducts between three and seven formal reference checks for the preferred candidate. The purpose is to validate the candidate’s professional track record and ensure that the picture presented throughout the process is consistent with how the individual has been perceived and performed in previous roles.

We also conduct a structured background screening covering relevant legal information, identity details, financial information and payment records. Where appropriate and legally permissible, the screening may also identify previous criminal convictions or other information relevant to assessing potential risk.

Together, these measures provide an additional layer of due diligence and support a well-informed final hiring decision.

7. Follow-Up

Our involvement does not end when the candidate accepts the role. During the first year of employment, we conduct three structured follow-ups to support a successful transition and ensure that the match continues to develop as expected.

We follow up with both the new employee and their line manager – typically after approximately one month, again after three to six months, and after one year. These conversations allow us to identify strengths, address potential challenges early and highlight any areas where additional support or adjustment may be beneficial.

Our follow-up process is an important part of creating sustainable appointments and strengthening the long-term relationship between the individual and the organisation.

We document relevant insights from these conversations and share them with you in close dialogue, always with appropriate respect for confidentiality and privacy. Our objective is to continue contributing to successful leadership and long-term impact – well beyond the initial recruitment process.