Case: Novo Nordisk

Through planning and facilitating a recruitment process, Specialisterne have helped Novo Nordisk to recruit four new employees with autism in positions where the candidate’s special skills can create value.

The Company’s Challenge

Novo Nordisk has put diversity and inclusion high on the agenda in its work on social responsibility. With Project Opportunity, which started in 2013, Novo Nordisk aims to include people with autism in the workforce. The main objective of the project is to give people with autism a chance in the labor market and an opportunity to use their skills professionally. Nine of 13 people with autism who participated in Project Opportunity have been hired after the one-and-a-half-year project period. Novo Nordisk has working functions that match many of the special skills that neurodiverse people can have in e.g. IT in general, programming, proof reading and quality assurance of data. In the latest round of Project Opportunity, Novo Nordisk wanted help in recruiting four new employees who would work in different departments with quality assurance, finance and accounting, data analysis and programming.

The Solution

Novo Nordisk entered a recruitment collaboration with Specialisterne. The recruitment process was tailored to Novo Nordisk based on Specialisterne’s model for recruiting several autistic employees at once. After Novo Nordisk found the four departments that wanted to hire an employee with autism, the recruitment project had this process:

 

  • Specialisterne gave presentations on autism and autism in the workplace at Novo Nordisk and met with the four department heads to identify tasks and expectations of the candidates’ competences. Subsequently, Specialisterne issued four separate vacancy. Among 40 applicants, Specialisterne selected 20 candidates, each participated in a competence-clarifying workshop in one day at Specialisterne.
  • Eight candidates were selected for a two-week course with different tasks and group projects. The first week took place at Specialisterne. Here was the program organized by Specialisterne for clarification. The second week took place at Novo Nordisk and offered work-related tasks and the presentation of a group task in front of department managers.
  • After the project process, recruitment interviews were held in the various departments. Some of the candidates were for several interviews. The four new Novo employees were hired for a year and a half, where mentors from Specialisterne provided sparring of both employees and department heads at Novo Nordisk along the way.

The Client says

“The recruitment was so good from the start that all the candidates in the final two-week course could have taken a job with the skills they had. They were all very good. The departments chose who they wanted to hire. Of course, it was a lot about the personality of the candidates, but it was also a factor who we would help best by giving them a job. It’s a core value in Project Opportunity.”

“Once I had found the departments and with the help of Specialisterne, we had trained the managers to hire, it was minimal how much I participated in the recruitment process myself. I have had the greatest confidence in Specialisterne’s professionalism and competences. It has worked perfectly. It has been very trust-based and it must a cooperate like this.”

 

Henriette Ipsen, HR Consultant, Novo Nordisk

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Bina Hjorth

Bina Hjorth

CCO

+45 26 12 27 60

Case: Novo Nordisk 

Specialisterne har gennem planlægning og facilitering af et rekrutteringsforløb hjulpet Novo Nordisk med at ansætte fire nye medarbejdere med autisme i stillinger, hvor kandidaternes særlige kompetencer skaber værdi.

Udfordringen

Novo Nordisk har sat diversitet og inklusion højt på dagsordenen i sit arbejde med socialt ansvar. Med Project Opportunity, som startede i 2013, sigter Novo Nordisk mod at inkludere mennesker med autisme i medarbejderstaben. Projektets hovedformål er at give mennesker med autisme en chance på arbejdsmarkedet og en mulighed for at bruge deres kompetencer professionelt. Ni af 13 mennesker med autisme, der har deltaget i Project Opportunity, er blevet fastansat efter projektperioden på halvandet år. Novo Nordisk har arbejdsfunktioner, som matcher mange af de særlige kompetencer, neurodivergente mennesker kan have inden for eksempelvis IT generelt, programmering, proof reading og kvalitetssikring af data. I seneste runde af Project Opportunity ønskede Novo Nordisk hjælp til rekruttering af fire nye medarbejdere, der skulle arbejde i forskellige afdelinger med henholdsvis kvalitetssikring, økonomi og regnskab, dataanalyse og programmering.

Løsningen

Novo Nordisk indgik et rekrutteringssamarbejde med Specialisterne. Rekrutteringsforløbet var skræddersyet til Novo Nordisk på baggrund af Specialisternes model for rekruttering af flere autistiske medarbejdere på én gang. Efter Novo Nordisk havde fundet de fire afdelinger, der ønskede at ansætte en medarbejder med autisme, havde rekrutteringsprojektet dette forløb:

 

  • Specialisterne holdt oplæg om autisme og autisme på arbejdspladsen hos Novo Nordisk og mødtes med de fire afdelingsledere for at identificere arbejdsopgaver og forventninger til kandidaternes kompetencer. Herefter udsendte Specialisterne fire separate stillingsopslag. Blandt 40 ansøgere udvalgte Specialisterne 20 kandidater, som hver deltog i en kompetenceafklarende workshop på en dag hos Specialisterne.
  • Otte kandidater blev udvalgt til et to-ugers forløb med forskellige opgaver og gruppeprojekter. Den første uge fandt sted hos Specialisterne. Her var programmet tilrettelagt af Specialisterne med henblik på afklaring. Den anden uge fandt sted hos Novo Nordisk og bød på arbejdsrelaterede opgaver og fremlæggelse af en gruppeopgave foran afdelingslederne.
  • Efter projektforløbet blev der holdt ansættelsessamtaler i de forskellige afdelinger. Nogle af kandidaterne var til flere samtaler. De fire nye Novo-medarbejdere blev projektansat i halvandet år, hvor mentorer fra Specialisterne sørger for sparring af både medarbejdere og afdelingsledere i Novo Nordisk undervejs.

Kunden siger

”Rekrutteringen var fra start så god, at samtlige kandidater i det afsluttende to-ugers forløb kunne have varetaget et job med de kompetencer, de havde. De var meget dygtige alle sammen. Afdelingerne valgte selv, hvem de ville ansætte. Det handlede selvfølgelig en del om kandidaternes personlighed, men det var også en faktor, hvem vi ville hjælpe bedst ved at give vedkommende et job. Det er en kerneværdi i Project Opportunity.”

”Da jeg først havde fundet afdelingerne, og vi med Specialisternes hjælp havde trænet de ledere, der skulle ansætte, var det minimalt, hvor meget jeg selv deltog i rekrutteringsprocessen. Jeg har haft den største tillid til Specialisternes faglighed og kompetencer. Det har fungeret upåklageligt. Det har været meget tillidsbaseret, og det skal et samarbejde som det også være.”

 

Henriette Ipsen, HR Konsulent, Novo Nordisk.

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Bina Hjorth

Bina Hjorth

Kommerciel Direktør | Specialisterne

+45 26 12 27 60