3. Services
• Headhunting
• Selection
• Advertised Recruiting
• Profile Testing
• Coaching and Mentoring
• Organisational mapping
• Business Development
• Prosject Management – Recruitment processes and organisational changes
The company is located in modern premises in the historic Porsgrund Porselænsfabrik.
TALENT GALLERY
Talent Gallery is an independent network of executive search companies with offices in
Norway, Belgium, The Netherlands and Germany. The company has existed in Norway
since 1997 and has since carried out more than 1500 management recruitments on C-
level, mid-level and specialist level in Scandinavia. All our advisors are authorised to
perform our comprehensive processes.
MARKET ORIENTED
COST EFFICIENT
TEAMWORKING
DIFFERENT
4. Market
• Norway
• Sweden
• Denmark
• Finland
• Iceland
• Europe (Talent Gallery network)
• Asia (Talent Gallery network)
• USA (Talent Gallery network)
• South America (Talent Gallery network)
Positions
• Managing Director
• Sales/Marketing Director
• Area Sales Manager
• Sales/Marketing Manager
• Production Manager
• Engineers
• Specialists
Industries
• Construction w/sub suppliers
• Consulting
• Retail
• Logistics
• Energy
• IT
• Sales/Marketing B2B
• Technical management positions
• Production
6. NPAworldwide
Local knowledge, global reach
NPAworldwide is a network of recruitment firms located across 6 continents.
Members work co-operatively to fill your talent needs locally, regionally, and
internationally. NPAworldwide is owned by its members, so each firm has
invested in the long-term sustainability and success of the network.
What does it mean for you?
• Successful placements made in all industries and occupations on a global
basis
• Access to a private network of recruiter-sourced candidates on a global
basis
7. PROCESS
Assignment agreement –
complete work analysis.
Prepare advert – SSG website,
other media.
Research - LinkedIn,
Boolean/Google, database,
Monster.
Planning
Production
Start search on relevant
channels.
Compare candidates –
complete interviews.
Send the best talents to
clients.
Complete test of finale
candidates.
Dialogue on results of
job match.
Structured reference check.
1. First meeting
with client
4. Research
3. Prepare adverts
2. Work
analysis
8. Brief
candidates/
clients
7. Present
candidates
6. Interview
candidates
11. Debrief
candidates/
clients
13. Reference
check finale
candidates
12. Test
candidates
10. Second time
interview with
client
9. First time
interview with
client
5. Contact
candidates
8. PROCESS (continued)
Support in negotiations,
resignation and notice
period.
Feedback to candidate(s)
after profile testing.
Follow-up of client and
candidate – minimum the
first year.
Quality assurance14. Bistå i å
forhandle
betingelser
17. Follow up
trial period
16. Follow-up
notice period
15. Support
candidate
through notice
period
14. Support
conditions
negotiations
10. THE CANDIDATES
The candidates have their own way of analysing the job market. In today’s online
centered society, it is important for businesses/instutions to have a conscious
relationship to the web based world we live in.
It is worth noticing the following:
• 84% of the candidates will look at the company’s website prior to an interview
• 54% of the candidates will look at the company through social and professional
networks
• 53% of the candidates will check news about the company online
The best candidates will always do thorough research of a future employer early on
in the process.
It also worth mentioning that:
• 54% of the candidates use social and professional networks to look for new jobs
• 83% of the recruitment advisors search candidates based on online profiles
11. FOOD FOR THOUGHT
To get a job offer includes two factors:
It can be easy to
focus on the
”get the job”
characteristics
and forget about the
”do the job” characteristics
Doing the job:
• Drive
• Team skills
• Ability to reach goals
• Technical skills
• Leadership skills
• Ability to plan
• Intelligence
Getting the job:
• Personality
• First impression
• Handshake
• Social safety
• Performance
• Extroversion