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,tl@talent-gallery.no

Executive,Sales,IT,InternationalSearch

SondreLarsen,+4793405195,sondre@talent-gallery.no,

Construction

AnneVerdich,+4746772020,anne@talent-gallery.no,

Logistics

RoarH.Olsen,+4791302225,rho@talent-gallery.no,

Production,Packaging,Banking,Energy

LeifStråtveit,+4795808001,leif@talent-gallery.no,

FMCG,Retail

TomAugestad,+4748034452.tom@talent-gallery.no.

Energy

ReidunPedersenRingel,+4792050437,reidun@talent-gallery.no,

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