Therapy House Noste
Therapy House Noste relies on Nawia as a recruitment partner - smooth collaboration, quality communication and an understanding of the needs of a growing organisation.
For the first time as a reference - and for good reason
"I rarely agree to be a reference," says Johanna Pihlajamäki, HR Director at Terapiatalo Noste (N Health Group) , frankly. "First of all, they remain on the website for years, even if the collaboration has not been going on for a hundred years. And secondly, there are quite a few partners for whom you can be absolutely 100 per cent ready to recommend."
But in the case of Nawia, Johanna made an exception. "Working with you simply works." When a specialist health and wellbeing organisation is looking for a recruitment partner, the criteria are clear: the process must be light, fast and candidate-friendly - and most importantly, the partner must understand the company's culture from the ground up.
"We don't give partners an easy pickings. If it was easy, we would do it ourselves."
Johanna Pihlajamäki,
Noste Therapy House (N Health Group)
What you expect from your partner: time, quality and cultural understanding
Terapiatalo Noste has its own expertise in recruitment, but due to time constraints and specialisation, partners are needed. "It's purely about time management - and letting the people who are specialised in the job do it," says Johanna.
But saving time alone is not enough. "For us, the corporate culture angle is extremely important. You can always make a list of your substantive skills - you can see backgrounds and training on LinkedIn. But the fact that the partner really understands the kind of people we want in our company is a big added value for me."
According to Johanna, recruitment is one of the easiest HR functions to outsource, precisely because we are talking about people who are not yet in the organisation. "I'm not necessarily needed for that at this stage. When you have a partner who knows our company culture, recruitment is a simple matter."
Why Nawia - and why cooperation continues
The choice of Nawia did not happen by chance. "During the sales process, there was a feeling that we were thinking about recruitment in the same way and that we could work well together. But the reason the collaboration has continued is that the results have spoken for themselves."
Johanna describes Nawia's approach as modern and customer-oriented: 'You have a similar mindset to mine. You have brought recruitment to the present day. The process is light and agile from the candidate's point of view - you only focus on the things that really matter."
In concrete terms, this can be seen in everyday life: "Once the cooperation starts rolling, I don't have to think about it every day. I don't have to think about it every day. Things happen within the agreed timeframe. The essence of partnership is that I can rely on someone else to get things done."
And most importantly, "The people we've been introduced to have been so good that I've taken practically all of them on. The ones that have been recruited have been really good hits."
The courage to challenge - and develop together
Johanna also appreciates the courage to question in her partner. "Nawia has the courage to speak out when something is not working. If the process needs changing, the wheel is reinvented. It takes courage - but that's what gets results."
He believes it is important for the partner to be an active sparring partner: "If we want really interesting candidates, we have to be prepared to rethink things - whether it's the salary, the content of the role or something else."
This two-way cooperation also generates insights and learning for both parties.
What could the recruitment industry do better?
Johanna is not afraid to say where she thinks the recruitment sector is falling short. "The candidate experience for most people, especially in traditional recruitment companies, is really far from today."
He cites concrete examples: "When trying to attract professionals, most of them still make them work on six-page Word documents or write CVs in English at the attraction stage. No applicant thinks, "How nice to spend four hours on your CV, in addition to your own work, following your model."
Johanna also questions the traditional meeting culture: 'People don't necessarily want to meet live. If you're talking about, say, a C-level recruitment, the process has to work on the terms of a busy person when you're directly approaching them. Not on the terms of when the recruiter happens to have time."
Johanna also points out that the candidate experience is critical for the employer's image: "When you get involved in a long, cumbersome process, it gives the impression that the company is bureaucratic and old-fashioned."
Recruiting for the future: confidence, lightness and cultural fit
When asked about future trends, Johanna is clear: "Experts' lives are getting busier all the time, so recruitment needs to be much lighter, faster and easier."
He believes that the focus is increasingly shifting to cultural fit: "There is a greater reliance on and appreciation of cultural fit rather than a psychologist telling you about individual personality traits. A person can fit into a culture regardless of what their particular competencies are."
Johanna believes that the use of personality tests should be looked at more critically: "They are a big time investment for the applicant as well - at worst half or a whole day is spent on testing and unloading. We need to think more carefully about where they really add value."
But perhaps the most important trend for the future, according to Johanna, is simply trust: "If you want the best experts, you have to let them work where they want, when they want. That's a fact."
And Therapy House Nestle has the evidence to back up its claim: "The more freedom and responsibility we give people, the better they perform. Trusting people simply works."
Simplicity is power
The cooperation between Terapiatalo Nostee and Nawia is a good example of how a modern recruitment partnership works at its best: effectively, with high quality and genuinely on the client's terms - without unnecessary bureaucracy.
And employee feedback confirms this: "Our staff have given nothing but positive feedback on the recruitment process. It says it all."
Get to know Terapiatalo Nostese as a company and employer
