Stages of employee life cycle



People are what matter most in business and if you do not make an extraordinary effort in the attraction phase (candidate value proposition, employer branding etc) it will be extremely difficult to recruit the best people.

"Why, for example, should someone take a job at ‘your company’ as a e.g. IT-architect, Sales Consultant or Business Developer candidate, if the person has a good job with another employer, with a pension and good conditions?"

Have the management and your company made up their minds? How are people and the team related to success? How do you market your organisation to job seekers and what does your people say about you as a workplace? 




Are you a great recruiter or do you already know how painful hiring mistakes are?


Did you know a hiring mistake cost you average DKK *350.000,- - 400.000,-?

5 classic mistakes.

1.Forget to share with the candidate what it’s really like to work in your organisation

2.Inaccurate description of competencies

3.Unstructured evaluation process – unstructured questioning technique

4.Inadequate verification of personal data - inaccurate reference collection

5.Ad hoc recruitment instead of building a Talent Pipeline




Honestly - when in a job transition, have you ever questioned yourself ‘what will be expected of me,‘am I going to be successful’, ‘will I fit in’? By making the new employee feel welcome before the start up,  you will for sure be able to reduce uncertainty and increase motivation.

It’s about creating feelings of belonging, fitting into the company’s culture, knowing someone, being able to manage the job, minimizing the risk of making mistakes and being able to contribute and eases the burden of existing employees.

It would be too expensive to not focus on a thorough Preboarding and Onboarding program both from a social and from a financial perspective.

(Re-) Design & Development



Maybe you need an outside-in perspective? It may be you as a leader who needs help with leadership, career or employee challenges. It can be professional as well as personal development or transformative coaching.

Maybe you need to re-design the HR wheel – or the way you are organized?

The way the company handles learning and development forms your culture and thus have a huge impact on attracting and retaining of employees. Are you on top of trends and research, do you have a learning strategy in place targeting the entire requirements of the workforce?

No matter what kind of transformations that take place in your organization, HR always have a vital role to play.




Highly engaged companies attract the best talent, have the lowest voluntary turnover rates, and are more profitable over the long run.

By focusing on driving engagement through the right corporate culture, companies can improve execution, retention, and financial performance.

Have you modernize the process of measuring engagement? Have you reinforce to leadership that the engagement and retention of people is their No. 1 job?

Do you focus on leadership, coaching, and performance management to help employees make their work meaningful? Does your total rewards program support a resiliant and agile workforce? Do people actually understand the benefit of the program?

Do you pay attention and listen to Z generation and  the Millennials ? - their needs, and values will shape the organization’s future culture




Did you know that an unfair dismissal can cost a fine of half the salary in the notice of termination - in addition to justified salary!

Have you designed a resignation concept, with a focus on employer branding?

Do you have control of the resignation process with e.g. redundancies, staff attrition, exit interviews and follow-up on input for improvements?

What my colleaques and customers say

Flexible & Fast

“Mille has always demonstrated responsibility and entrepreneurial spirit. She has a highly motivated inner drive and is definitely driven to create meaningful solutions for employees, customers and owners.

She is always looking for opportunities to optimize quality and processes and at the same time Mille has a constant eye for how people thrives.

Mille uses goals to maintain momentum, makes maximum use of all resources and at the same time she is an enthusiastic goal achiever.

She works with great flexibility, and together with relevant stakeholders, she develops small prototypes before rolling out the final solution.

Mille is known for a high readiness for change and adapts quickly to new conditions. She is a quick learner and has shown the ability to digest large volumes of information”

Nets Group,


Inter Personal Skills

“Mille is professional, dedicated, innovative and hardworking.

She excels in effective human relations, builds a climate of trust, and recognizes and respect the needs and opinions of others.

She is kind, compassionate and never misses the opportunity to help others.

Her upbeat personality and engaging personal style enable her to interact effectively with staff & vendors across the organization.

Mille is the type of person you can count on to keep a cool head in a stressful situation, and her positive attitude is contagious.

She possesses the ultimate "can do" attitude while taking on all tasks with a positive energy and a smile.

I believe she would be a valuable asset to any organization fortunate enough to have her on their team.”



Efficient & Creative

“Mille thinks strategically, displays a strong power of observation and demonstrates a high degree of originality and creativity.

She is clever & imaginative when confronted with obstacles and provides valuable insight and excels in developing new perspective and creative solutions to challenging problems. In other words, she demonstrates a strong ability to identify, analyse and solve problems including weights of alternative courses of actions.

Mille is extremely organized, work independently, and is able to effectively multi-task to ensure that all projects are completed in a timely manner.

Mille produces a high volume of work while consistently maintaining high standards for quality and accuracy. She is proactive in anticipating rising needs, she takes initiative to go beyond the expected parameters of her job.

Finally, she is able to effectively apply knowledge and excels in conveying knowledge to others.”

A.P. Møller Mærsk,

Transport & logistics