Use Case Blind Spots

Norlandia Health and Care Group (NHC) is a large enterprise providing services within childcare, healthcare, and asylum reception centres. With over 22,000 employees spread across several different companies and services, having the right talent in place is critical.

Marie Wingestad is their head of HR and administration, and comes from a background where professional, structured recruitment is the norm, and using assessment tools is a given. She knows that to build strong teams, the foundation had to be laid during the hiring process.

To address these challenges, Marie and her team has worked hard to increase the quality of their recruitment processes. NHC is now well on their way using assessments and structuring their recruitment processes. They use ability and personality tests, as well as structured interview tools in order to ensure that their candidate's are a good fit for their roles. Together with the hiring manager, they ensure that the assessments measure key criteria for each job.

Because leadership has such a profound impact on the organization, Marie and her colleagues became some of the earliest adopters of Fairsight's Blind Spots questionnaire. Blind Spots makes it easy to identify potential behavioral risks and allows recruiters to dig deeper into a candidate's development areas during the interview.

"Blind Spots can help us weed out those who perhaps shouldn't be leaders before they even start, helping us avoid sudden HR cases," Wingestad explains. "When I used Blind Spots for a recent high-level position, it became a very structured and fair process largely because of Fairsight. The hiring managers were very happy with what we achieved.

They spent time digging deeper into their Blind Spots profile, focusing on potential risks in the candidates' profiles, while still providing a safe and professional interview setting. In the end, they went with a candidate who was a great fit, both for the role and the leadership team.

Looking ahead, NHC plans to expand the use of Fairsight's tools to even more roles where trust and risk management are paramount, including leaders at asylum reception centers, social workers, and healthcare facility managers. The goal is for local leaders to adopt a more structured approach in their own hiring. Marie is confident that these early wins will inspire more hiring managers to change how they conduct their recruitment processes. Fairsight's assessment tools have also become an important component in NHC's internal leadership development program, Inspire, helping current leaders gain crucial self-awareness.

Reflecting on the transformation of their hiring practices, Wingestad notes: "I think it is difficult to act fairly without structure. Fairsight has designed a solution that makes us appear more professional and allows us to treat candidates more fairly."