DNV has now launched it updated certification standard for recruiters.
In March, we wrote about why the standard should be updated. The new version is now in place, and the changes say a lot about where the recruitment profession is heading. The new standard now includes several topics that were previously little or not covered at all. Among the most important changes are artificial intelligence, search and candidate attraction, realistic job previews, onboarding, and an increased focus on transparency in recruitment processes. This means that the standard reflects how modern recruitment actually works today to a far greater extent.
For us at MeyerHaugen, this is also extra exciting, as one of the few recruitment companies DNV has invited to participate in the work of revising the standard, alongside organisations such as HR Norge, BI, the Norwegian Armed Forces, DNB, and the Directorate for Integration and Diversity.
In the newest episode of The Recruitment Council Sverre Haugen meets Erik Mellebye-Giertsen from Sperton for a conversation about what's new in the standard, why the changes are important, and what this means for you as a recruiter going forward.
This is why MeyerHaugen has contributed to the revision of the new standard
The previous standard was largely built around candidate selection and assessment. Several of the areas now being highlighted were either barely mentioned or not covered at all in previous versions of the standard. This was also some of the background for why DNV sought input from recruitment companies that work closely with how modern recruitment actually functions in practice today.
For many companies, the biggest challenge is actually attracting the right talent. For certain roles, it's not enough to publish a job advertisement and wait for applicants. Recruiters must actively work with search, candidate dialogue, employer branding, and candidate attraction to succeed.
Therefore, artificial intelligence has now, for the first time, become part of the standard. Recruiters are expected to understand both the opportunities and the risks of using AI in recruitment processes. It's not just about technology, but also about responsibility, ethics, and quality.
Another important theme is realistic job preview. The goal is to give candidates a more honest and realistic picture of the position they are considering. Far too many job advertisements are either pure sales pitches or long lists of requirements. The consequence can be incorrect expectations, poorer matches, and higher turnover.
The updated standard also includes onboarding and preboarding as part of the recruitment process. It emphasises an important point: the goal of recruitment is not just to get someone to sign a contract. The goal is to achieve success after employment as well.
What does this mean for companies that are recruiting?
For businesses that are going to hire, this means higher expectations for quality and professionalism in recruitment processes.
This includes, among other things, a better candidate experience, more structured processes, a greater degree of objectivity, and clearer communication throughout the entire process. The goal is better accuracy and fewer incorrect hires. The new standard attempts to a greater extent to mirror how modern recruitment actually works in 2026.
Listen to the entire conversation in the Recruitment Council.
In the latest episode of the Recruitment Council, you can hear more about the auditing work, the most important changes in the standard and how the recruitment profession is changing.
