LHV's Anette Leis on Recruitment, Authenticity and Harry Potter

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Expert interviews, News 18.11.2024

What’s the biggest challenge you’ve faced in recruitment?
How do you see the recruitment industry evolving in the next few years?
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We recently had the pleasure to interview Anette Leis, a recruiter at LHV Group – the largest domestic financial group and capital provider in Estonia. LHV Group’s subsidiaries are AS LHV Pank, LHV Bank Limited, AS LHV Varahaldus and AS LHV Kindlustus.

LHV employs over 1200 people and more than 445,000 customers use LHV’s banking services. According to LHV’s vision, people and enterprises have the courage to think big and start things, setting ambitious goals and investing in the future. LHV’s mission is to provide better access to financial services and capital.

As a recruiter at LHV, Anette is passionate about connecting top talent with the opportunities that drive LHV’s mission of better access to financial services and capital. We asked Anette to share some tips with us and she kindly agreed.

How did you get started in recruitment?

I actually got into recruitment somewhat unexpectedly. I started my journey at LHV as an Office Management Specialist just after university, and after about 1.5 years, the HR team approached me with the idea of joining them to explore recruitment. It wasn’t something I had planned, but I was intrigued by the opportunity to work more closely with people and contribute to building the right teams. That suggestion opened up a whole new path for me, and I’m grateful for it.

What are some common misconceptions you’ve heard about recruitment?

One of the most common misconceptions is that recruiters only schedule meetings and ask the same set of questions in every interview. In reality, recruitment is much more dynamic and strategic. We play a key role in understanding the needs of the business, finding the right talent fit, and creating a positive candidate experience.

In reality, recruitment is much more dynamic and strategic. We play a key role in understanding the needs of the business, finding the right talent fit, and creating a positive candidate experience.”

Every role and candidate is different, so we tailor our approach and questions to ensure we’re identifying the right skills and cultural fit for the organization. It’s a process that requires adaptability, strong communication, and a deep understanding of both the market and the company’s goals. The depth was definitely a surprise for me.

What’s the biggest challenge you’ve faced in recruitment?

One of the biggest challenges in recruitment is not just when you’re struggling to find the right person for a role, but also when you meet an exceptional candidate who you know would be a great asset to the company, but the role isn’t the right fit for them. It can be difficult because you see their potential, but there isn’t a suitable position at that moment. In such cases, we always try to keep them in mind for future opportunities. And more often than not, we succeed in finding the perfect role down the line, ensuring that great talent doesn’t slip away.

One of the biggest challenges in recruitment is not just when you’re struggling to find the right person for a role, but also when you meet an exceptional candidate who you know would be a great asset to the company, but the role isn’t the right fit for them.”

On a more personal level, the biggest challenge I faced when I first started as a recruiter – I wasn’t sure if I could hold a conversation for an hour during interviews—funny to think back now that it was one of the most terrifying things for me. I’m happy to confirm that yes, I can hold a conversation for an hour. In fact, we can make it two, as long as the candidate is up for it too.😎

In your opinion, what are the most critical skills for a recruiter to be successful in this field?

In my view, the most essential skills for a recruiter are being quick and adaptable, especially given how fast-paced the recruitment world is—often feeling like the newly opened role needed to be filled yesterday. The ability to multitask is crucial, as you’re constantly juggling multiple roles and candidates.

The ability to multitask is crucial, as you’re constantly juggling multiple roles and candidates.”

However, even in this high-speed environment, it’s equally important to be precise and systematic, ensuring every step is handled with care and accuracy. Lastly, empathy plays a vital role—understanding and connecting with both candidates and hiring managers personally helps create a positive and lasting recruitment process and candidate experience.

How do you see the recruitment industry evolving in the next few years?

I think that major focus is on candidate experience — today’s candidates expect a smooth, transparent, and responsive process. Ensuring a positive experience is key to attracting top talent, as candidates often share their experiences publicly.

Personal branding for recruiters is also becoming more important. Candidates are increasingly interested in who is recruiting them and how. And even more what the company is all about with its mission and values. And stating the obvious – AI will be a big game changer. 🙂

LHV puts a lot of effort into highlighting the values and ways of working on the company’s career’s page. This helps candidates self-evaluate and better understand whether they’d be a good fit. Career page built with Teamdash.

What are the key tools you use in your day to day work?

ATS: My central hub for managing the recruitment process from start to finish. (LHV uses Teamdash)
ChatGPT: My everyday tool to brainstorm all kinds of things—whether it’s crafting job posts, doing shout-outs, getting some inspiration for interview questions, or even writing up candidate feedback.
And of course, I use different websites for job postings and networking, such as our own career page, LinkedIn, CV.ee, and social media ads. Each platform helps us reach a wider audience and connect with the right candidates across various channels.

What data or metrics do you rely on when assessing your recruitment process?

The most important key metrics for me are the source of hire, as it helps determine which channels work best for different roles. Of course, offer acceptance rate is crucial for understanding what we can improve to attract top talent. While it may be logical to focus on time to hire, for me, it’s all about quality of hire.

At LHV, we’ve always had the mentality that if none of the candidates seem like the right fit for a specific role or team during the process, we start again and play the long game to ensure we find the best fit. This approach not only helps us find the right fit for our team but also ensures that the candidates find the best role for themselves as well.

Source of hire
Acceptance rate
Quality of hire

How do you ensure a positive candidate experience?

Ensuring a positive candidate experience, even for those who don’t get hired, can be quite challenging, especially as the interest in working at LHV has grown immensely.

I’m always striving to provide clear communication and feedback to every candidate.”

I give my 100% to reach out to all my candidates, though I admit there have been some disappointed candidates along the way. My goal is to make sure everyone gets a response, but one of the biggest challenges is managing candidates who don’t apply through official channels like the career page or job posting. Despite these hurdles, I’m always striving to provide clear communication and feedback to every candidate.

What is the key to attracting and retaining top talent in your experience?

In my opinion, the key to attracting and retaining top talent is simple for us—being authentic. We acknowledge both the good and the bad. There are so many amazing opportunities and challenges at LHV, but it’s important that candidates understand that with great opportunities comes great responsibility.

In my opinion, the key to attracting and retaining top talent is simple for us—being authentic.”

The challenges can be incredibly inspiring and rewarding, but at times they can also be tough and feel almost impossible to overcome. Being transparent about this helps us attract the right people who are ready for both the highs and the challenges that come with the role.

How do you keep candidates engaged during the recruitment process?

Again, the most important thing is to be authentic. I try to speak as directly and honestly as possible, while staying friendly and positive. There are times when feedback takes longer than ideal, and in those situations, I always make sure to be transparent about why there was a delay.

Throughout each stage—whether it’s interviews or homework assignments—I aim to keep the environment relaxed and approachable, so the candidate feels comfortable and at ease without it being overly formal or corporate.

What’s your favorite strategy for sourcing candidates?

Honestly, right now I don’t need to source too much. LHV is an attractive employer in Estonia, so we get a lot of interest naturally. When sourcing is needed, LinkedIn and referrals from our own people are my go-to strategies. Referrals are especially valuable because our employees understand the company culture and can recommend great fits.

LHV has constantly been among one of the top most attractive employers in Estonia. In 2023, they placed first as the Top most attractive employer in Estonia. They have also been certified as a family friendly employer.

How do you approach diversity and inclusion in the hiring process at LHV?

Diversity and inclusion can be challenging at times, because it’s not just about being open-minded myself, but also ensuring the hiring managers, teams, and candidates share that mindset. However, looking back over the past few years as a recruiter, I can confidently say that the people who join LHV are all different, unique, and one of a kind. But what truly connects them is that spark in their eye.

What do you feel is unique about your current place of work?

What makes LHV unique is the ambition that drives the company forward. It’s a place where you’re given the opportunity to be independent and take ownership of your work. You have the autonomy to make decisions and contribute in meaningful ways, which fosters both personal and professional growth.

What makes LHV unique is the ambition that drives the company forward.”

But beyond that, it’s the people who make LHV truly special. The team is full of inspiring individuals who are not only incredibly talented but also true experts in their fields. It’s a collaborative environment where you can learn from the best and be motivated to push yourself further.

What’s your take on the growing use of AI and automation in recruitment?

I’m excited about all the additions that make the recruitment process quicker, because time is everything when it comes to hiring top talent. Tools like AI and automation can help speed things up, which is crucial in staying competitive. I’m open to anything that helps streamline the process, as long as it doesn’t replace the human contact that’s essential in this role. As I’ve mentioned before, we need to be authentic to reach authentic people, and that personal connection is something AI can’t replicate.

I’m open to anything that helps streamline the process, as long as it doesn’t replace the human contact that’s essential in this role.”

How do you manage unrealistic expectations when it comes to speed of hire?

There have definitely been times when the “managing” part didn’t go as smoothly as I imagined. Hiring managers and teams are all very different, but as I get to know them, it becomes easier to anticipate what’s coming and how to approach the process in the right way. The most important thing I’ve learned is to provide realistic timelines for when each stage will happen. Without that clarity, things can easily get messy. I also aim to set realistic expectations—whether the role will be easy to fill, if we should prepare a homework assignment, and so on.

For example, one of the main “rules” I follow is that when we reach the interview phase, we meet with the top 3-4 (maximum 5) candidates at first.”

For example, one of the main “rules” I follow is that when we reach the interview phase, we meet with the top 3-4 (maximum 5) candidates at first. Every time I’ve agreed to step over this rule and meet more candidates for one position, I’ve regretted it. It often leads to a situation where you’ve already met the ideal candidate, but you still have another 5 interviews lined up.

This can stretch the timeline and cause participants to lose focus and it is not fair to candidates. However, this rule also means that the pre-screening has to be done thoroughly to ensure we’re starting with the best possible candidates.

Recommend 3 books/TV shows or podcasts and let us know why they made your list.

My recommendations might come from a different alley—definitely not professional..

The Office (TV show, US version, of course):
This is my ultimate go-to when I need a positive boost or just want to clear my head. The jokes are so absurd at times that it feels unbelievable they ever got approved for TV, but the laughter you get from this show is honestly healing. It’s the perfect pick-me-up when you need to reset and laugh out loud.
Educated (Book, Tara Westover):
It’s a powerful, eye-opening memoir about a woman who grows up in a family that doesn’t believe in traditional education, making her journey to learn a deeply challenging one. It’s a reminder that what we sometimes take for granted—a good education—isn’t guaranteed everywhere, and many people fight hard for what we receive so easily. Reading her story made me realize just how lucky we are here in Estonia to have access to schools and resources without a second thought. Also this story highlights that education is far more than just academics. It’s a tool for navigating real life, building self-worth, and discovering our identity. Education gives us the confidence to make informed choices and the independence to understand the world from our own perspective.
Harry Potter (Books and Films):
As a total Harry Potter nerd, I can’t leave this off the list. Both the books and the films are amazing in their own unique ways. People love to argue about which is better, but I’m rooting for both! If you’ve skipped out on the magical world as an adult, I highly recommend taking your kids on this enchanting journey. Beyond the spells and adventure, it’s a story about the battle between good and evil, and how sometimes “good” doesn’t win. Life can be so unfair, but the most important thing is finding your true friends and family to stand by your side. I could go on and on about how it’s a tragic yet magical tale that makes you laugh, cry, and learn some powerful life lessons.’

Still from the US Office. A show that doesn’t shy away from the occasional recruitment joke.

How do you know when it’s time to take some time off to avoid burnout?

I usually know it’s time to take a break when everything feels rushed, and I constantly feel like I’m behind. That’s always my hint to do something about it. Sometimes, just complaining and whining to my team helps—they always come up with the best advice and solutions (though sometimes they’re a bit too rational when I’m having a mini meltdown). Other times, the hardest part is admitting to my team lead that I need to hand off a few things. It’s tough to do, but I always realize later that it’s in everyone’s best interest! 😄

When it comes to recharging, it’s the simple things that help me the most—good food and drinks, spending time with friends and family, working out, playing disc golf or tennis, or just unwinding with a movie or series. Taking time off when needed is key. Lately, I’ve discovered that I need more vacations abroad—not the best news for my wallet, but I’ve visited so many amazing places in Europe and Asia in the past 1.5 years!

To be honest, I’m not sure I always know the right time to step back, but I like to think I’ve got the theory down.

What motivates you professionally and personally?

What motivates me both professionally and personally is the simple desire to be a good person. I once read a quote that has stuck with me: “Whatever you are, be a good one.” There’s already so much negativity and darkness in the world, and I want to be someone who lights up others’ days and makes them a little happier.

I love seeing people feel comfortable in their own skin, allowing them to truly be the best versions of themselves. That’s the kind of impact I want to make—creating spaces where people can be real, genuine, and thrive.”

In my career, I hope to always carry with me the authenticity I’ve mentioned before. I love seeing people feel comfortable in their own skin, allowing them to truly be the best versions of themselves. That’s the kind of impact I want to make—creating spaces where people can be real, genuine, and thrive.

What would we be surprised to learn about you?

I might have a tattoo to prove my Harry Potter nerdiness, but I wil not confirm.

Thank you, Anette, for sharing your tips with our growing community of Recruiters, TA Specialists and HR experts!

Looking to work at LHV? See their current job openings.

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LHV’s Anette Leis on Recruitment, Authenticity and Harry Potter