{"id":519,"date":"2020-08-17T12:26:00","date_gmt":"2020-08-17T12:26:00","guid":{"rendered":"https:\/\/trustcruit.wpenginepowered.com\/?p=519"},"modified":"2025-08-01T15:43:10","modified_gmt":"2025-08-01T15:43:10","slug":"interview-invici","status":"publish","type":"post","link":"https:\/\/www.trustcruit.com\/nl\/case-studies\/interview-invici\/","title":{"rendered":"Interview: How Invici Conduct Top Job Interviews"},"content":{"rendered":"

The idea turned into reality and Invici<\/a> was founded.<\/p>\n\n\n\n

In April 2020 we got the answer that Invici had fulfilled their vision. During one of the worst periods of the Covid pandemic, the company improved its candidate experience<\/a> after interviews to a Candidate Net Promoter Score<\/a> (CNPS) to +88 compared +73 in March the same year. In the meantime the average global CNPS from +63 in March to +55 in April.<\/p>\n\n\n\n

Candidate Net Promoter Score (CNPS) is a key metric used to measure how satisfied candidates are with a recruitment process and how willing they are to recommend you to a friend or colleague. A higher score means happier candidates.<\/em><\/p>\n\n\n\n

Invici has a considerably higher CNPS after interviews compared to the global average and their interviews, therefore, have a higher quality than others.<\/p>\n\n\n\n

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To create a better candidate experience during a crisis when the rest of the market performs worse is very impressive.<\/p>\n\n\n\n

As we at Trustcruit are curious, we asked Invici about their secret and will reveal it in this interview. But first, who are Invivi?<\/p>\n\n\n\n

Who Are Invici?<\/h2>\n\n\n\n
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Invici is a Swedish recruitment and interim company with focus on economy. As earlier mentioned, the vision it all started with was to create an experience that includes everything themselves want to experience.<\/p>\n\n\n\n

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\u201cWe want to function as a small local restaurant.\u201d<\/p>\n<\/blockquote>\n\n\n\n

When you as a customer, consultant, and candidate meet Invici you should get a personal treatment just as in your local restaurant. To be treated with fairness adapted for your current situation and needs. Beyond this, transparency and consideration are two factors that saturate Invici.<\/p>\n\n\n\n

What is your best tip to create a good candidate experience?<\/h3>\n\n\n\n

The interview process is an important pillar to create a good candidate experience. The process Invici work with is not much different than other companies, but they have a very clear process so all their recruiters and consultant managers follow the same structure. And a documented process including interview technique and standardized questions. It\u2019s not breathtaking, but a solid ground needed to enable personalization after each individual and situation.<\/p>\n\n\n\n

If your process is identical to others, what is the key to your success? Here come 4 practices Invici uses.<\/p>\n\n\n\n

1. Don\u2019t run too many processes at the same time<\/h3>\n\n\n\n

First of all, they choose to not run too many processes at the same time to be able to spend valuable time and provide quality to each and every recruitment process and candidate. Candidates experience this as positive and express their gratitude since they get a lot of attention as e.g. status updates and personal feedback.<\/p>\n\n\n\n

2. Recreate the feeling of working at the company<\/h3>\n\n\n\n
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\u201cThe hardest part about interviews is to create the feeling of how it is to work for the company we help recruit to.\u201c<\/p>\n<\/blockquote>\n\n\n\n

Try to communicate company culture, tasks, or personality of the closest manager. Invici tries to find out both soft and hard values about how it is to work at the recruiting company. And how to neutrally communicate the experience on the candidate\u2019s future workplace.<\/p>\n\n\n\n

3. Keep the interview relaxed and not like an \u201cinterrogation\u201d<\/h3>\n\n\n\n

An interview can be compared to an interrogation if the recruiter asks one question after another and makes the candidate nervous. It is therefore very important to play down this moment.<\/p>\n\n\n\n

Invici solves this by giving candidates time to share and speak freely about their experiences and competencies. Additionally, they ask questions about driving forces and especially questions that can reveal personality traits.<\/p>\n\n\n\n

An example of a question is \u201cWhat do you believe is the most common misconception about you?\u201d. Many candidates express that they appreciate and think it is fun to be challenged with questions they usually don\u2019t get.<\/p>\n\n\n\n

However, it\u2019s not all about questions, but also communication before the interview. How the candidate is welcomed when coming to meet Invici and how the interview room is designed (during an in-person interview).<\/p>\n\n\n\n

4. Give and collect feedback<\/h3>\n\n\n\n
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\u201cAfter each interview I take time to provide and receive constructive critisism. We coach each other to become better.\u201d<\/p>\n<\/blockquote>\n\n\n\n

Feedback is something Anders Zetterlund at Invici works with a lot. Anders says that many believe it\u2019s tough at the beginning of the interview, but express gratitude by the end of it. It is an important meeting for both parties but demands both preparations and high performance. During the feedback moment it is of high importance for me to show that I appreciate the candidates and be kind, Anders says.<\/p>\n\n\n\n

Unfortunately, only one person gets the job. All the others are important for Invici as they often are a good fit for another role in the future.<\/p>\n\n\n\n

What strategy do you use to maintain such high performance?<\/h2>\n\n\n\n

Most of the recruiters and consultant managers at Invici have both long and deep experience in the field and are also economists. That\u2019s why they give a professional treatment and challenge the candidate with targeted questions and also create a better candidate experience.<\/p>\n\n\n\n

The key is to have motivated recruiters and consultant managers who take responsibility and take things one step further. They all have a great understanding that during each interview should take at least 1.5 hours of the candidate\u2019s time. It is clear that Invici really cares for and respects all the people they meet.<\/p>\n\n\n\n

Some more tips to succeed with your interviews:<\/p>\n\n\n\n