an automated selection process.

To give everyone the same opportunity to get a part-time job, we at Turn have an automated selection process. This process enables us to carry out a standardized selection that only takes into account competence and personality. At Turn, you have no advantage whether you are a girl or a boy, lives in the city or the suburbs. The only thing we care about is who is best suited to carry out the desired work.

a fair recruitment
best for everyone

By disregard personal opinions in the selection and instead focusing on actual characteristics, all students get the same opportunity to get a job. The company will also be connected with the people who are best suited for the assignment, which will lead to higher efficiency and thus higher profitability. Read about our quality assurances here.

we do things differently.

Personality analysis

The personality analysis used in Turn's selection process is based on the well-known five-factor theory but is adapted for younger candidates, which makes our personality analysis unique in the market. The analysis is developed together with students and researchers in psychology.

Challenges traditional perspectives

As a newly started company, we have had the opportunity to create a recruitment process from a blank paper, an opportunity that very few established companies have. The result is an application where students do not state their name, address or any personal information. What is assessed in our selection is competence and nothing else.

There is a job for everyone

Something we care about is that all students should be matched to the workplace that has the best benefit from its unique characteristics because according to us, there is a workplace for everyone. In our personality analysis, there is no right or wrong. There, the student answers only from his perspective and we ensure that the student is matched with the perfect workplace.

Automation

In a traditional recruitment process, it is the recruiter who decides who or what is to be hired. There, recruiters are easily guided by prejudices and distortions that affect the outcome of recruitment. At Turn, we work with an automated selection process to minimize personal opinions in the selection.

Personality analysis

The personality analysis used in Turn's selection process is based on the well-known five-factor theory but is adapted for younger candidates, which makes our personality analysis unique in the market. The analysis is developed together with students and researchers in psychology.

Challenges traditional perspectives

As a newly started company, we have had the opportunity to create a recruitment process from a blank paper, an opportunity that very few established companies have. The result is an application where students do not state their name, address or any personal information. What is assessed in our selection is competence and nothing else.

There is a job for everyone

Something we care about is that all students should be matched to the workplace that has the best benefit from its unique characteristics because according to us, there is a workplace for everyone. In our personality analysis, there is no right or wrong. There, the student answers only from his perspective and we ensure that the student is matched with the perfect workplace.

Automation

In a traditional recruitment process, it is the recruiter who decides who or what is to be hired. There, recruiters are easily guided by prejudices and distortions that affect the outcome of recruitment. At Turn, we work with med en automatiserad urvalsprocess för att minimera personliga åsikter i urvalet.

Personality analysis

The personality analysis used in Turn's selection process is based on the well-known five-factor theory but is adapted for younger candidates, which makes our personality analysis unique in the market. The analysis is developed together with students and researchers in psychology.

Challenges traditional perspectives

As a newly started company, we have had the opportunity to create a recruitment process from a blank paper, an opportunity that very few established companies have. The result is an application where students do not state their name, address or any personal information. What is assessed in our selection is competence and nothing else.

There is a job for everyone

Something we care about is that all students should be matched to the workplace that has the best benefit from its unique characteristics because according to us, there is a workplace for everyone. In our personality analysis, there is no right or wrong. There, the student answers only from his perspective and we ensure that the student is matched with the perfect workplace.

Automation

In a traditional recruitment process, it is the recruiter who decides who or what is to be hired. There, recruiters are easily guided by prejudices and distortions that affect the outcome of recruitment. At Turn, we work with an automated selection process to minimize personal opinions in the selection.