Download - Talent Gallery 2016
Executive Search |Selection
DearClient,Weliveinoneofthemostinterestingandchallengingdecadeswithinrecruiting.Manycompanieshavetroublefindingtherightco-workersandwehavereachedapointwherecandidatescanpickandchooseinpossibilities.Youngtalentsare“bought”fromthebeginningoftheirhighereducation,whichisasituationwehavetolivewiththecomingyears.ThisisaresultofBabyBoomersretiringandGenerationXandYconsistingoffewerpeopletofilltheirshoesintheworkforce.
TalentGallery– ScandinavianSearchGroupdevelopourbusinessaccordingtotheneedsinthemarket:
ArecentcomprehensiveclientsurveyinNorwayrevealedthefollowingfeedbacktoconsultants:• Understandtheindustry• Listen• Giveusnewideas• Behonest
TalentGallery– ScandinavianSearchGroupalreadyhavethesefourelementsonouragendy andwewillcontinuedevelopingthrough:• Industryfocus– acrosscountryborders• Processfocus– totellisnottosell• Innovation– andknowledgesharing• Honesty– oneofourcorevalues
Wehopethatyouexperienceadifferentcompanyinthispresentation.Wewishthatyou,asapotentialorexistingclient,willunderstandhowwework– andhowweexpectthatouradvisorsshouldwork.
Trond LarsenManagingDirectorTalentGallery– ScandinavianSearchGroup
Services• Headhunting
• Selection
• Advertised Recruiting
• Profile Testing
• Coaching andMentoring
• Organisational mapping
• BusinessDevelopment
• Prosject Management– Recruitment processes andorganisational changes
ThecompanyislocatedinmodernpremisesinthehistoricPorsgrundPorselænsfabrik.
TALENTGALLERYTalentGalleryisanindependentnetworkofexecutivesearchcompanieswithofficesin
Norway,Belgium,TheNetherlandsandGermany.ThecompanyhasexistedinNorway
since1997andhassincecarriedoutmorethan1500managementrecruitmentsonC-
level,mid-levelandspecialistlevelinScandinavia.Allouradvisorsareauthorisedto
performourcomprehensiveprocesses.
MARKETORIENTED
COSTEFFICIENT
TEAMWORKING
DIFFERENT
Market• Norway• Sweden• Denmark• Finland• Iceland• Europe (TalentGallerynetwork)• Asia(TalentGallerynetwork)• USA(TalentGallerynetwork)• SouthAmerica(TalentGallerynetwork)
Positions• Managing Director• Sales/Marketing Director• AreaSalesManager• Sales/Marketing Manager• ProductionManager• Engineers• Specialists
Industries• Constructionw/subsuppliers• Consulting• Retail• Logistics• Energy• IT• Sales/Marketing B2B• Technicalmanagementpositions• Production
TrondLarsen,+4791302220,[email protected]
Executive,Sales,IT,InternationalSearch
SondreLarsen,+4793405195,[email protected],
Construction
AnneVerdich,+4746772020,[email protected],
Logistics
RoarH.Olsen,+4791302225,[email protected],
Production,Packaging,Banking,Energy
LeifStråtveit,+4795808001,[email protected],
FMCG,Retail
TomAugestad,[email protected].
Energy
ReidunPedersenRingel,+4792050437,[email protected],
IT
Anne
OUREXPERTS
Trond Anne Leif ReidunSondreRoarTom
NPAworldwide
Local knowledge,globalreachNPAworldwide isanetwork of recruitment firms located across 6continents.Members work co-operatively tofill your talentneeds locally,regionally,andinternationally.NPAworldwide isowned byits members,soeach firm hasinvested inthe long-termsustainability andsuccess of the network.
What does itmean foryou?• Successful placements made inallindustries andoccupations on aglobalbasis
• Accesstoaprivatenetwork of recruiter-sourced candidates on aglobalbasis
PROCESS
Assignment agreement –
complete work analysis.
Prepare advert – SSGwebsite,
other media.
Research- LinkedIn,
Boolean/Google,database,
Monster.
Planning
ProductionStartsearch on relevant
channels.
Compare candidates –
complete interviews.
Send the besttalentsto
clients.
Completetestof finale
candidates.
Dialogue on results of
job match.
Structured reference check.
1.Firstmeetingwith client
4.Research
3.Prepare adverts2.Workanalysis
8.Briefcandidates/
clients
7.Presentcandidates
6.Interviewcandidates
11.Debriefcandidates/
clients
13.Referencecheck finalecandidates
12.Testcandidates
10.Secondtimeinterview with
client
9.Firsttimeinterview with
client
5.Contactcandidates
PROCESS (continued)
Support innegotiations,
resignation andnotice
period.
Feedbacktocandidate(s)
after profile testing.
Follow-upof client and
candidate – minimumthe
firstyear.
Quality assurance14.Biståiåforhandlebetingelser
17.Follow uptrialperiod
16.Follow-upnotice period
15.Supportcandidate
through noticeperiod
14.Supportconditionsnegotiations
FIVEGENERATIONSINTHEWORKFORCE
Wehaveallheardthat,accordingtopublicstatistics,itwillbemorepositionsthanpeopleinthenearestfuture.Theestimatesvary,buttheexpertsagreethatitwillbebetween3and10millionsofworkplacesthanpeoplewithin2020.Thesearescarystatistics,andweexperiencetodaythatwearefacingshortageswithincertaindisciplines.IfyouhaveusedonedayofrecruitinginthehealthcaresectororIT,youknowwhatwetalkabout.
Theconsequenceofthiswillbe:
1.Thetimeyouspendonfillingcriticalpositionswillincreasefrom1monthto
6months,ayearormore.
2.Thecompanieswilllowertheircandidatestandardstogetthepositions
filled.
3.Thesalarylevelsrise.Whatishighincometoday,willforcertaindisciplines
bemediumlevelthecomingyears.
Generation Born Characteristics Definition
Traditionals 1925 - 1945 HardworkinganddedicatedRespectsrules/authoritiesConservative/traditional
Old fashionedDovetailsRigidAutocraticOpponentsofchange/risk
Babyboomers 1946 - 1964 YoungselfimageOptimistsTeamplayersCompetitive
SelfcenteredUnrealisticPolitically interestedWorkaholics
GenerationX 1965- 1981 Balancework/leisureConfidentPragmatic
Couch potatoSelfishImpatientCynical
GenerationY 1982- 1994 Quick/multitaskingWantstohavefunTechnologi freaks
ShortattentionspanSpoiledand littlerespectTechnologyaddicts
GenerationZ 1995 - 2004 StrongopinionsBig socialnetworksWantimmediateresults
ImpatientLittleinterestforeducationandcareerBad listeners
THECANDIDATESThecandidates havetheir own way of analysing the job market.Intoday’s onlinecentered society,itisimportant forbusinesses/instutions tohaveaconsciousrelationship tothe webbased world we livein.Itisworth noticing the following:
• 84%of the candidates will look atthe company’s website priortoaninterview
• 54%of the candidates will look atthe company through social andprofessional
networks
• 53%of the candidates will check news about the company onlineThebestcandidates will always dothorough research of afuture employer early oninthe process.Italso worth mentioning that:
• 54%of the candidates use social andprofessional networks tolook fornew jobs
• 83%of the recruitment advisors search candidates based on onlineprofiles
FOODFORTHOUGHT
Toget ajob offerincludes two factors:
Itcanbeeasytofocusonthe”getthejob”
characteristicsandforgetaboutthe
”dothejob”characteristics
Doing the job:• Drive• Teamskills• Abilitytoreach goals• Technicalskills• Leadership skills• Abilitytoplan• Intelligence
Getting the job:
• Personality• Firstimpression• Handshake• Social safety• Performance• Extroversion