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
A recent comprehensive client survey in Norway revealed the following feedback to
• Understand the industry
• 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.
Managing Director Talent Gallery – Scandinavian Search Group
• 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 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.
• Europe (Talent Gallery network)
• Asia (Talent Gallery network)
• USA (Talent Gallery network)
• South America (Talent Gallery network)
• Managing Director
• Sales/Marketing Director
• Area Sales Manager
• Sales/Marketing Manager
• Production Manager
• Construction w/sub suppliers
• Sales/Marketing B2B
• Technical management positions
Trond Larsen, +47 9130 2220, email@example.com
Executive, Sales, IT, International Search
Sondre Larsen, +47 9340 5195, firstname.lastname@example.org,
Anne Verdich, +47 4677 2020, email@example.com,
Roar H. Olsen, +47 9130 2225, firstname.lastname@example.org,
Production, Packaging, Banking, Energy
Leif Stråtveit, +47 9580 8001, email@example.com,
Tom Augestad, +47 4803 4452. firstname.lastname@example.org.
Reidun Pedersen Ringel, +47 9205 0437, email@example.com,
Trond Anne Leif ReidunSondreRoarTom
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
• Access to a private network of recruiter-sourced candidates on a global
Assignment agreement –
complete work analysis.
Prepare advert – SSG website,
Research - LinkedIn,
Start search on relevant
Compare candidates –
Send the best talents to
Complete test of finale
Dialogue on results of
Structured reference check.
1. First meeting
3. Prepare adverts
10. Second time
9. First time
Support in negotiations,
resignation and notice
Feedback to candidate(s)
after profile testing.
Follow-up of client and
candidate – minimum the
Quality assurance14. Bistå i å
17. Follow up
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
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
Opponents of change/risk
Baby boomers 1946 - 1964 Young self image
Generation X 1965 - 1981 Balance work/leisure
Generation Y 1982 - 1994 Quick/multitasking
Wants to have fun
Short attention span
Spoiled and little respect
Generation Z 1995 - 2004 Strong opinions
Big social networks
Want immediate results
Little interest for
education and career
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
• 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”
and forget about the
”do the job” characteristics
Doing the job:
• Team skills
• Ability to reach goals
• Technical skills
• Leadership skills
• Ability to plan
Getting the job:
• First impression
• Social safety