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Talent acquisition
Quality-assured recruitment
We recruit for demanding specialist, leadership, and executive positions in both the public and private sectors.
Our main focus is on the fields of IT and digital, commercial and administrative positions, as well as engineering and energy.
More power to the candidates
We are committed to improving the candidate experience. Part of this is to balance the power dynamics in recruitment. We take important steps to ensure the candidate is also seen, heard, and taken care of throughout the process. This ensures better results for all parties - including your reputation as an employer.
Podcast as a tool for recruitment
Candidates are interested in finding out what it's really like to work with you. They want to know more than what's listed in bullet points in the job advertisement. That's why we record a dedicated job podcast about the position you are hiring for.
This ensures that the candidate gets a "realistic job preview" (RJP) and chooses the job based on the right premises.
In an unvarnished conversation with the recruiting manager, the candidate gets more information about the position than in traditional job ads and candidate letters.
Recruitment Q&A
Vi rekrutterer spesialister og ledere til ulike bransjer. Vi løser oppdrag innen IT, medier og kommunikasjon, finans, bygg og anlegg, økonomi, bærekraft, ingeniørfag og digital sektor, for å nevne noen.
Før vi tar på oss et rekrutteringsoppdrag gjør vi alltid en vurdering av om vi vil kunne løse oppdraget effektivt. Kandidatmarkedet, arbeidsgiverens merkevare, lønnsbetingelser og andre faktorerer er relevante faktorer som vurderes før vi sier ja til et oppdrag. Vi sikrer alltid at vi har kapasitet til å løse oppdraget effektivt. Vårt mål er å sikre at vi ikke selger oppdrag vi ikke kan løse. Dersom vi sier vi kan løse et oppdrag, kan du stole på det.
MeyerHaugen has a recruitment process where the candidate is the focus. To succeed in this, we focus on mapping out areas that are important to candidates, and then communicate these credibly. Honest, respectful, and genuine candidate communication from the first contact, through interview rounds, and in final negotiations, helps ensure that the right candidate chooses you as their new employer.
We use podcasts as a tool in our recruitment processes. Around 80% of the candidates we have in the process give unsolicited positive feedback on the job podcasts. We have found that more relevant candidates choose to enter the process, the candidates are more often motivated for the job, the interviews are better, and not least, the employer's employer brand is strengthened and the candidate experience is elevated.
Målrettet annonsering er en viktig del av å få kandidatene inn i prosess. Dette kan du lese mer om på våre recruitment marketing sider. Lenke.
Our goal is to complete all recruitment processes within eight weeks, from the kickoff meeting to the signed candidate. The duration of a project is influenced by when the project starts, how available you as a client are throughout the process, how challenging the candidate market is for this particular role, and how strong your value proposition to the candidates is. At the start of the process, we will share our assessment of when you can expect a signed candidate.
All our job positions are published on our website and social media. This way, they reach a large group of active job seekers.
For å nå passive kandidater benytter vi oss av annonsering og digitale kampanjer. Vi har et eget team med markedsførere som tilpasser annonseringen av din stilling til relevant målgruppe. Du vil få mer informasjon om våre mediepakker, ved oppstart av ditt oppdrag eller ved å kontakte oss.