About LITOU
The name LITOU (pronounced Litu) derives from Liètou, which in Chinese means headhunting. LITOU has been developed by headhunters with many years’ experience in the industry. The idea arose from a desire to simplify the recruitment process and make it easier for companies to carry out headhunting on their own. Today, a vast amount of money and time is spent on job portals, HR databases, and external headhunters, as well as on searching for candidates on networking platforms such as LinkedIn. These are candidates whom you often not get to know before a potential job interview – or, even worse, not until after the candidate has been hired. With LITOU you’ll get a chance to discover whether there is a match long before that time.
LITOU has been developed based on experience with the “pains” that may arise in recruitment, and with this we aim to challenge the traditional way of recruiting. We believe that LITOU will replace traditional recruitment methods as we see them today.
Social Responsibility
With LITOU, we aim to carry our share of social responsibility. We want to address the imbalances in society, where far too many people are excluded from the labour market. These are people who are never given a chance to make a difference, even though they have so much to contribute with. This could, for example, include graduates, seniors, and employees with reduced work capacity, who may find it difficult to secure their place in the workplace due to how the labour market and recruitment processes are structured today. We have implemented a feature in the app where companies can choose the employment type under which they hire. A mindset that is too closed-off can, in worst cases, result in fewer interested candidates. This feature is called Ansættelsestyper (translation of the app underway)
Sustainability
With LITOU, we want to focus on sustainability. As with employment conditions, a choice option has been implemented within sustainability, where the company has the opportunity to describe what it offers candidates, and where candidates can inform companies what they want from a future workplace. The feature is called Mærkesager (Key Priorities). The key priorities are matched against each other so that companies and candidates can align based on shared interests. This forces the company to take a stand, thereby putting sustainability in focus. It attracts more candidates, and the company gets an obvious opportunity to communicate all the good initiatives they take. You can read more about how to choose Employment Types and Key Priorities as a company here. If you would rather read about how to make decisions as a candidate, you can do it here.
Aligning Expectation
Through our work as headhunters, we often experience differences in expectation between companies and candidates, as well as between what the company can offer and what the candidate is looking for. In the app, we have implemented several options that match against each other to create better and more accurate matches already from the first swipe. That way, we address the challenges that may arise in a recruitment process trying to accommodate them. You can read more about how to build your network in the app here. If you would rather read about how to build your network as a candidate, you can do it here.