Visma
Nawia has assisted Visma especially in direct searches for sales positions through proactive partnership.
High quality direct search also brings added value to the recruitment professional
Ulla-Mari Kuusinen is an experienced professional who has worked in a variety of recruitment roles for most of her career. She is currently responsible for recruitment, employer image, diversity-related development projects and student cooperation in her role as Talent Acquisition Partner at Vismaa Solutions.
Cooperation with Nawia has focused in particular on sales positions requiring direct search. In the picture, Talent Acquisition Partner Ulla-Mari Kuusinen (left) and Senior Talent Partner Katia Rajanen.
In which situations and why have you decided to use an external partner to support your recruitment?
We have an excellent team and recruitment has been purposefully managed at Visma for a long time.
However, sometimes recruitment is spiky and there is not enough time to do a quality job for every process. I know from experience that quality recruitment takes time and depth. A partner brings flexibility to our own resources, allowing us to move forward with recruitment in line with business needs rather than putting things off.
Another important reason is the added value that the partner brings, especially in processes that require direct search. Direct search requires a sales approach and the ability to attract talent
into the conversation from the right angle. One example of this is the recruitment of experienced Norwegian-speaking sales professionals. Hannu's success rate in this regard has been great to watch.
Successful direct search requires close cooperation
For me, as a service buyer and partner, it is of paramount importance that cooperation is
easy and communication works. The role of a partner is to be proactive and keep us informed. At the same time, my role is to be accessible, provide additional information and keep the calendar flexible for future discussions. At its best, collaboration is a constant sparring, sharing of perspectives and learning. We have received feedback from Hannu on what we are doing, and in the final meetings we take note of things we can do better in the next recruitment.
Which skill do you think is most important in today's live search?
The candidate experience is one important aspect for us, as recruitment plays a crucial role in building
Visma's employer brand. The feedback we have received from applicants about Nawia's
has been systematically very positive. A key factor in this success is
timely and proactive communication.
I also value efficiency and speed. A direct search does not have to be a months-long process, but where necessary, processes must be completed within weeks. As a buyer, you can quickly see how well your direct search partner is able to drive the search forward and how well the partner is genuinely immersed in the ongoing process.
When the candidates presented to us are in line with what we are looking for, this saves us a significant amount of time and allows us to move towards the goal. Direct search as a method is becoming more common and candidates are approached in a wide variety of styles by direct search consultants. Genuine expertise, an understanding of the profile being sought and tailoring of communications allow us to stand out.
What recruitment themes are currently on your desk?
I would highlight the importance of retention, developing diversity in the workplace and hybrid working practices. Since the establishment of decentralised working, it has been interesting to see how many people during the recruitment process ask about our offices and the possibility of working from the office.
As an employer, we need to be as flexible as possible to meet the needs of our people and make things possible. The general economic situation and uncertain times on the labour market have contributed to a focus on continuity and a company's belief in the future.
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