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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
We recruit specialists and managers for various industries. We undertake assignments within IT, media and communication, finance, construction, economy, sustainability, engineering, and the digital sector, to name a few.
Before we take on a recruitment assignment, we always assess whether we can complete the assignment effectively. Relevant factors that are considered before we agree to an assignment include the candidate market, the employer's brand, salary conditions, and other factors. We always ensure that we have the capacity to complete the assignment effectively. Our goal is to ensure that we do not accept assignments we cannot complete. If we say we can complete an assignment, you can rely on that.
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.
Targeted advertising is an important part of getting candidates into the process. You can read more about this on our recruitment marketing pages. Link.
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.
To reach passive candidates, we utilise advertising and digital campaigns. We have our own team of marketers who tailor the advertising of your position to the relevant target audience. You will receive more information about our media packages upon commencement of your assignment or by contacting us.