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Kvalitetssikret rekruttering

Vi rekrutterer til krevende spesialist-, leder og topplederstillinger i offentlig og privat sektor.

 

Vårt hovedfokus ligger på fagområdene IT og digital, kommersielle og administrative stillinger, samt energifag og energi. 

Vi hjelper våre kunder med å identifisere, kvalitetssikre og ansette rett person til jobben. Gjennom kartlegging, målrettet søk og kontakt med relevante profiler sikrer vi at du møter kvalifiserte kandidater til en dialog.

 

Vi løser mange krevende oppdrag og stiller store krav til våre rekrutterere. Metodikken vår er effektiv på tvers av bransjer og tilpasset både privat og offentlig sektor.

 

Våre rekrutterer har også erfaring med rekruttering innen IT- og digital sektor, kommunikasjon, politikk, samfunnskontakt, byggebransjen, bærekraft, HR-ledelse, salg, økonomi, energi, logistikk, industri, ingeniørfag og en rekke andre områder. 

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Mer makt til kandidatene

Vi er opptatt av å bedre kandidatopplevelsen. En del av det er å utjevne maktbalansen i rekruttering. Vi gjør viktige grep for å sørge for at også kandidaten blir sett, hørt og ivaretatt gjennom prosessen. Det sikrer bedre resultater for alle parter – inkludert ditt rykte som arbeidsgiver. 

Podcast som verktøy for rekruttering

Kandidatene er opptatt av å finne ut hvordan det egentlig er å jobbe hos dere. De lurer på mer enn det som står med kulepunkter i stillingsannonsen. Derfor spiller vi inn en egen stillingspodcast om rollen du ansetter til. 

 

Det sikrer at kandidaten får en “realistic job preview” (RJP) og velger jobben på riktige premisser.

 

i en usminket prat med rekrutterende leder får kandidaten mer informasjon om stillingen enn klassiske stillingsannonser og kandidatbrev. 

Learn more about job podcasts

Recruitment - Q&A

MeyerHaugen has a candidate-centric recruitment process. Our job is not only to help you choose the right candidate for the position you are recruiting for - it is also to help the candidate choose the right one. To succeed in this, we focus on mapping areas that are important to candidates, and then communicate these credibly. Honest, respectful and sincere candidate communication from the first contact, through interview rounds and in final negotiations, contributes to the right candidate choosing you as their new employer.

We aim to complete all recruitment processes in eight weeks, from start-up meeting to signed candidate. We often reach this goal, but not always. How long an assignment actually takes will be affected by when in the month the assignment starts, how accessible you as a customer are throughout the process, how demanding the candidate market is for this particular role, and how strong your employer value proposition (EVP) to the candidates is. At the start of a process, we will share our assessments of when you can expect a signed candidate and a project plan for the recruitment or executive search process.  

We recruit specialists and managers in several different industries. We also do executive search. Before we take on a recruitment assignment, we always make an assessment of whether we will be able to solve the assignment effectively. The candidate market, the employer's brand, salary conditions and other factors are relevant factors that are assessed before we say yes to an assignment. We must ensure that we have the relevant expertise and capacity to solve the assignment effectively. We must also ensure that we have available advisers with the competence to solve the assignment. Our aim is to ensure that we do not sell assignments we cannot solve. This means that we sometimes say no to assignments, but it also contributes to the fact that we very rarely make mistakes with the recruitments we take on. 

Executive search is a recruitment service where the goal is to hire a top management profile such as a CEO or other senior management roles. Some executive search processes are for positions where the job advertisement is not published to the public, but is only shared with relevant candidates. 

Podcasts about recruitment

Recruiting for dummies

Recruiting for dummies - interview techniques

recruitment | 28. Jan

  • 19:30
Psychometric testing in recruitment

Psychometric testing in recruitment

The Recruitment Council | 24. Nov
To make connections in the recruitment process with Frode Haaland

To make connections in the recruitment process with Frode Haaland

The Recruitment Council | 8. Oct

 View all podcasts
Rekruttering Oslo

Advisory

Vi hjelper deg med å evaluere og forbedre eksisterende prosesser for å sikre gode resultater og en helhetlig kandidatopplevelse.

Ønsker du en mer digital rekrutteringsprosess? Vi balanserer high tech og high touch, inkludert annonsering, kommunikasjon, valg av rekrutteringssystem og pilotering av ny teknologi.

 

Vi sørger for at du kommuniserer riktig budskap, enten det gjelder employer, rekrutteringskommunikasjon, konkurrentanalyser eller innholdsproduksjon.

 

Kontakt oss for å synliggjøre bedriftens kultur og ledelse, styrke merkevaren din som arbeidsgiver eller skrive bedre stillingsannonser som tiltrekker relevante søkere. 

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Advisory - Q&A

As an employer, quality in recruitment is obviously about ensuring that the right person gets the job. To be successful, the recruitment work must ensure a good enough supply of candidates, through advertising, recommendations or direct contact. In addition to this, the recruitment process must ensure that the candidate who is hired meets the organisation's needs. On the way to a successful recruitment, the experience of all involved parties must be taken care of. Good recruitment should ensure a good candidate experience, managerial experience, reference experience and recruiter experience.

MeyerHaugen has developed consulting methodology for some of the most common challenges that organizations experience. This enables the efficient implementation of projects that contribute to evaluating recruitment processes, evaluating existing recruitment communication, or defining a good employee promise (employer value proposition). For less defined issues, we help organizations define goals and success criteria in customized consultancy projects that boost the organisation's recruitment.

Recruitment is a professional field that has undergone major changes in recent decades. The candidate market has changed, and the balance of power has largely shifted from employer to employee. For many organisations, the lack of qualified employees is an obstacle to growth and quality. Many organizations will be able to improve the effectiveness of their own recruitment by setting up more efficient and candidate-oriented recruitment processes, improving managerial competence in recruitment, or working targeted with employer branding and recruitment communication. We help you analyze your company, create strategy and measures to get more future applicants to your organisation.

Relevant podcasts

A more sustainable workplace

A more sustainable workplace

The Recruitment Council | 25. Aug

  • 41:39
Personal disasters at the workplace

Personal disasters at the workplace

The Recruitment Council | 11. Apr

  • 37:08
Outside the workforce with Aaron Sylte

Outside the workforce with Aaron Sylte

The Recruitment Council | 27. Oct

 View all podcasts

Courses and workshops

Vi tilbyr kurs og foredrag for både arbeidsgivere og jobbsøkere, enten fysisk eller digitalt. Med faglig innsikt og god metodikk skreddersyr vi kurs etter dine behov. Kontakt oss for å tilpasse kurs eller foredrag til din organisasjon.

See our classes and lectures

30% av jobbsøkere i Norge får aldri svar på søknaden sin

Vi ser rekruttering fra kandidatens perspektiv også. Har du råd til at noen kandidater sitter igjen med et dårlig inntrykk av organisasjonen din?

1 av 5 oppgir at den nye jobben var dårligere enn forventet

Vi fokuserer på Realistic Job Preview for å sørge for at de du ansetter lykkes og trives i jobben.