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Executive Search |	Selection
Dear	Client,
We	live	in	one	of	the	most	interesting	and	challenging	decades	within	recruiting.	
Many	companies	have	trouble	finding	the	right	co-workers	and	we	have	reached	a	point	
where	candidates	can	pick	and	choose	in	possibilities.	Young	talents	are	“bought”	from	the	
beginning	of	their	higher	education,	which	is	a	situation	we	have	to	live	with	the	coming	
years.	This	is	a	result	of	Baby	Boomers	retiring	and	Generation	X	and	Y	consisting	of	fewer	
people	to	fill	their	shoes	in	the	workforce.	
Talent	Gallery	– Scandinavian	Search	Group	develop	our	business	according	to	the	needs	in	
the	market:
A	recent	comprehensive	client	survey	in	Norway	revealed	the	following	feedback	to	
consultants:
• Understand	the	industry
• Listen
• Give	us	new	ideas
• Be	honest
Talent	Gallery	– Scandinavian	Search	Group	already	have	these	four	elements	on	our	
agendy and	we	will	continue	developing	through:
• Industry	focus	– across	country	borders
• Process	focus	– to	tell	is	not	to	sell
• Innovation	– and	knowledge	sharing
• Honesty	– one	of	our	core	values
We	hope	that	you	experience	a	different	company	in	this	presentation.	We	wish	that	you,	
as	a	potential	or	existing	client,	will	understand	how	we	work	– and	how	we	expect	that	
our	advisors	should	work.
Trond Larsen
Managing	Director	Talent	Gallery	– Scandinavian	Search	Group
Services
• Headhunting
• Selection
• Advertised Recruiting
• Profile Testing
• Coaching and	Mentoring
• Organisational mapping
• Business	Development
• Prosject Management	– Recruitment processes and	organisational changes
The	company	is	located	in	modern	premises	in	the	historic	Porsgrund	Porselænsfabrik.
TALENT	GALLERY
Talent	Gallery	is	an	independent	network	of	executive	search	companies	with	offices	in	
Norway,	Belgium,	The	Netherlands	and	Germany.	The	company	has	existed	in	Norway	
since	1997	and	has	since	carried	out	more	than	1500	management	recruitments	on	C-
level,	mid-level	and	specialist	level	in	Scandinavia.	All	our	advisors	are	authorised	to	
perform	our	comprehensive	processes.	
MARKET	ORIENTED
COST	EFFICIENT
TEAMWORKING
DIFFERENT
Market
• Norway
• Sweden
• Denmark
• Finland
• Iceland
• Europe (Talent	Gallery	network)
• Asia	(Talent	Gallery	network)
• USA	(Talent	Gallery	network)
• South	America	(Talent	Gallery	network)
Positions
• Managing Director
• Sales/Marketing Director
• Area	Sales	Manager
• Sales/Marketing Manager
• Production	Manager
• Engineers
• Specialists
Industries
• Construction	w/sub	suppliers
• Consulting
• Retail
• Logistics
• Energy
• IT
• Sales/Marketing B2B
• Technical	management	positions
• Production
Trond	Larsen,	+47	9130	2220,	tl@talent-gallery.no
Executive,	Sales,	IT,	International	Search
Sondre	Larsen,	+47	9340	5195,	sondre@talent-gallery.no,	
Construction
Anne	Verdich,	+47	4677	2020,	anne@talent-gallery.no,	
Logistics
Roar	H.	Olsen,	+47	9130	2225,	rho@talent-gallery.no,	
Production,	Packaging,	Banking,	Energy
Leif	Stråtveit,	+47	9580	8001,	leif@talent-gallery.no,	
FMCG,	Retail
Tom	Augestad,	+47	4803	4452.	tom@talent-gallery.no.	
Energy
Reidun	Pedersen	Ringel,	+47	9205	0437,	reidun@talent-gallery.no,	
IT
Anne
OUR	EXPERTS
Trond Anne Leif ReidunSondreRoarTom
NPAworldwide
Local knowledge,	global	reach
NPAworldwide is	a	network of recruitment firms located across 6	continents.	
Members work co-operatively to	fill your talent	needs locally,	regionally,	and	
internationally.	NPAworldwide is	owned by	its members,	so	each firm has	
invested in	the long-term	sustainability and	success of the network.
What does it	mean for	you?	
• Successful placements made in	all	industries and	occupations on a	global	
basis
• Access	to	a	private	network of recruiter-sourced candidates on a	global	
basis
PROCESS
Assignment agreement –
complete work analysis.
Prepare advert – SSG	website,	
other media.
Research	- LinkedIn,	
Boolean/Google,	database,	
Monster.
Planning
Production
Start	search on relevant	
channels.
Compare candidates –
complete interviews.
Send the best	talents	to	
clients.
Complete	test	of finale	
candidates.
Dialogue on results of
job match.
Structured reference check.
1.	First	meeting
with client
4.	Research
3.	Prepare adverts
2.	Work
analysis
8.	Brief
candidates/
clients
7.	Present	
candidates
6.	Interview
candidates
11.	Debrief
candidates/	
clients
13.	Reference	
check finale	
candidates
12.	Test	
candidates
10.	Second	time	
interview with
client
9.	First	time	
interview with
client
5.	Contact
candidates
PROCESS (continued)
Support in	negotiations,	
resignation and	notice
period.
Feedback	to	candidate(s)	
after profile testing.
Follow-up	of client and	
candidate – minimum	the
first	year.
Quality assurance14.	Bistå	i	å	
forhandle	
betingelser
17.	Follow up	
trial	period
16.	Follow-up	
notice period
15.	Support	
candidate
through notice
period
14.	Support	
conditions
negotiations
FIVE	GENERATIONS	IN	THE	WORK	FORCE
We	have	all	heard	that,	according	to	public	statistics,	it	will	be	more	positions	than	
people	in	the	nearest	future.	The	estimates	vary,	but	the	experts	agree	that	it	will	be	
between	3	and	10	millions	of	work	places	than	people	within	2020.	These	are	scary	
statistics,	and	we	experience	today	that	we	are	facing	shortages	within	certain	
disciplines.	If	you	have	used	one	day	of	recruiting	in	the	health	care	sector	or	IT,	you	
know	what	we	talk	about.	
The	consequence	of	this	will	be:
1.		The	time	you	spend	on	filling	critical	positions	will	increase	from	1	month	to	
6	months,	a	year	or	more.	
2.	The	companies	will	lower	their	candidate	standards	to	get	the	positions	
filled.
3.	The	salary	levels	rise.	What	is	high	income	today,	will	for	certain	disciplines	
be	medium	level	the	coming	years.
Generation Born Characteristics Definition
Traditionals 1925 - 1945 Hard	working	and	
dedicated
Respects	rules/authorities
Conservative/traditional
Old fashioned
Dovetails
Rigid
Autocratic
Opponents	of	change/risk
Baby	boomers 1946 - 1964 Young	self	image
Optimists
Team	players
Competitive
Self	centered
Unrealistic
Politically interested
Workaholics
Generation	X 1965	- 1981 Balance	work/leisure
Confident
Pragmatic
Couch potato
Selfish
Impatient
Cynical
Generation	Y 1982	- 1994 Quick/multitasking
Wants	to	have	fun
Technologi freaks
Short	attention	span
Spoiled	and little	respect
Technology	addicts	
Generation	Z 1995 - 2004 Strong	opinions
Big social	networks
Want	immediate	results
Impatient
Little	interest	for	
education	and	career
Bad listeners
THE	CANDIDATES
The	candidates have	their own way of analysing the job market.	In	today’s online	
centered society,	it	is	important for	businesses/instutions to	have	a	conscious
relationship to	the web	based world we live	in.	
It	is	worth noticing the following:
• 84%	of the candidates will look at	the company’s website prior	to	an	interview
• 54%	of the candidates will look at	the company through social and	professional
networks
• 53%	of the candidates will check news about the company online
The	best	candidates will always do	thorough research of a	future employer early on
in	the process.
It	also worth mentioning that:
• 54%	of the candidates use social and	professional networks to	look for	new jobs
• 83%	of the recruitment advisors search candidates based on online	profiles
FOOD	FOR	THOUGHT
To	get a	job offer	includes two factors:	
It	can	be	easy	to
focus	on	the	
”get	the	job”	
characteristics
and	forget	about	the	
”do	the	job”	characteristics
Doing the job:
• Drive
• Team	skills
• Ability	to	reach goals
• Technical	skills
• Leadership skills
• Ability	to	plan
• Intelligence
Getting the job:
• Personality
• First	impression
• Handshake
• Social safety
• Performance
• Extroversion
Talent Gallery 2016

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