Falköping Municipality strengthens its talent supply – with a digital recruitment workflow and a focus on ARUBA
Industry
Municipal Operations
Head office
Falköping, Sweden
Employees
3000+
Customer since
2021
“Talent supply is not just about recruitment – it’s about attracting, developing, retaining, and creating long-term sustainability. Grade’s recruitment tool helps us bring structure and direction to that work.”
Ulrika Sanfridsson Fritz, HR Consultant, Falköping Municipality
Background: 400 recruitments per year – and a need to work smarter
With more than 3,000 employees and hundreds of recruitments each year, the need for structure, quality, and speed is significant in Falköping Municipality. HR consultants Kajsa Linnarsson and Ulrika Sanfridsson Fritz work with everything from strategic initiatives to hands-on support for managers in operational recruitment.
Previously, parts of the process were based more on intuition than on competence, and there was no system support to help HR and managers work consistently. It became clear that the municipality needed a tool to standardize and quality-assure the process.
“We wanted to create a recruitment process where competence – not gut feeling – drives decisions,” says Kajsa.
The Solution: Competency-based recruitment and smart digital support
With Grade’s recruitment tool, Falköping Municipality has taken a clear step toward a more systematic and data-driven way of working. Particularly appreciated is the competency-based recruitment (CBR) module, which provides managers with ready-made question sets and structured documentation for interviews and reference checks.
“The CBR support enables our managers to conduct higher-quality interviews – and feel confident that the process is fair,” Ulrika explains.
The tool is considered user-friendly even for occasional users. Having all steps – from job profile to feedback – gathered in one system has made it easier to maintain oversight and support managers throughout the process.
“It’s easy to track candidate status, see when a manager needs support, and handle everything from job ads to documentation in a professional way,” says Kajsa.
The Impact: A professional system – and a strategic framework for the future
In addition to streamlining recruitment, Falköping Municipality has long worked according to the strategic ARUBA framework – Attract, Recruit, Develop, Retain, and Exit. In 2024, ARUBA was integrated into the municipality’s multi-year strategic plan and elevated to both executive and political levels.
“Having ARUBA embedded in our overarching governance documents is a major step. It gives us a shared structure to rely on – and creates space for long-term development,” says Kajsa.
In practice, this means different focus areas are prioritized depending on operational needs:
- Within healthcare and social care, the focus is on attraction
- In other areas, development and retention are prioritized
- Work environment, well-being factors, and career paths are high on the agenda
A Recruitment Tool That Enables Real Change
Today, Grade’s recruitment tool is a central part of the municipality’s efforts to strengthen its employer brand and ensure that the right skills end up in the right roles. The tool’s accessibility, structure, and intuitive support are highly valued by both HR and managers.
Previously, parts of the process were based on gut feeling rather than competence, and there was no system support to help HR and managers work consistently. It became clear that the municipality needed a tool that could help standardize and quality-assure the process.
“We wanted to create a recruitment process where competence – not gut feeling – drives the decision,” says Kajsa.
An organization where no two days are the same – but the direction is clear
For Kajsa and Ulrika, working with talent supply is both broad and varied. One day focuses on operational recruitment matters, the next on driving change at a municipality-wide level. But with a shared language, digital support, and a framework that clarifies the goals, Falköping Municipality has found its model for meeting future talent challenges – with structure, engagement, and quality.
“The CBR support enables our managers to conduct higher-quality interviews – and feel confident that the process is fair,” Ulrika explains.
The tool is perceived as user-friendly even for occasional users, and having all steps – from job profile to feedback – gathered in one system has made it easier to maintain oversight and support managers along the way.
“It’s easy to track candidate status, see when a manager needs support, and manage everything from job advertising to documentation in a professional way,” says Kajsa.
“It’s a support for managers – but also for us. It makes our work easier and more strategic. And you can tell the system is built for organizations like ours.”
Ulrika Sanfridsson Fritz
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