In these contexts, it is rarely enough to find a candidate with the right educational background, the right technical experience or a CV that matches the role profile. The candidate must also be able to navigate an environment where decisions can have significant...
The new gender balance law introduces significantly stricter requirements for gender representation on boards in large listed companies in Denmark. No later than 30 June 2026, the underrepresented gender must account for at least 40% of board members. For a number of...
Executive recruitment in the defence industry requires more than a traditional assessment of experience, results and personality. This is especially true for companies that supply the Armed Forces, form part of international value chains or work with products,...
Most companies start by advertising. It seems logical: write a job ad, post it on LinkedIn, and wait for applications. And for many roles, that is exactly the right approach. But for other roles, advertising is not just ineffective – it is actively counterproductive....
All bias is a natural part of human psychology, and both applicants and hiring managers have biases. It is therefore important to understand and manage them in order to create more fair and diverse recruitment processes. Unconscious bias in recruitment is not a matter...
In short, what does the research show? Research on diversity and performance is extensive and spans both academic studies and analyses from consulting firms and financial institutions. Although results vary, several larger analyses point in the same direction. Several...
