IT Talent Recruitment Campaign: FAQ
The Oslo Region Alliance is inviting you to join a recruitment campaign to recruit software engineers.
Below is the related FAQ.
FAQ’s IT talent recruitment campaign
- Why is the Oslo Region Alliance taking on a role in talent acquisition? Isn’t that a role for the market?
- Who can join?
- What role is expected from the employers in the project?
- What is the role of this project with the intermediaries and job agencies in the market?
- Why / how did the project choose to attract Software Engineers to the region?
- Does the project provide for matching for an individual company?
- Last year was a free pilot, what have you learned, and what will be used in this campaign?
- How many hires is the project going to deliver?
- What will happen with the qualified talent in the pool that is not immediately offered a job by one of the employers participating in the project?
- What do you mean by targeting a persona?
- What social media channels will be used for the campaign?
Why is the Oslo Region Alliance taking on a role in talent acquisition? Isn’t that a role for the market?
The economy of the greater Oslo region is constantly and increasingly under pressure due to globalization and digitization and the impact on competitiveness at the national and international levels.
We are facing a labor market problem: a qualitative and quantitative shortage of labor with long-term unfilled vacancies in certain in demand skills positions.
If unaddressed, we risk both failure to utilize growth opportunities as well as the departure of companies and employment, which again would result in lack of willingness to invest and grow. Talent risk = economic risk.
Market failure: employers, service providers and intermediaries have been unable to solve this problem on their own. In recent years, The Oslo Region Alliance and its partners have already initiated a number of successful interventions focused on attracting and retaining talent. Now is the time to further develop and scale up the approach to address this growing challenge.
Who can join?
We are inviting employers with vacancies in Software Engineers to join the initiative on the simple condition that they are open to including pre-qualified international candidates from this collaborative channel in their recruitment process. In 2021 we did a pilot campaign which this campaign is based on.
Participating in this initiative requires commitment in time only. No financial contributions are required in this joint campaign, but it might result in great candidates for some of your vacancies.
What is expected from the employers in the project?
The initial talks will most likely be between the Oslo Region Alliance project lead and a business manager and/or HR manager in the employer organization.
Upon the formal sign-in to the project operational tasks will be required from a recruiter / hiring manager within the employer organization and a fall back in case of his/her absence or holidays,
Should the participating organization be small it may well be the founder or a manager who is involved both in the contracting phase and execution phase.
The “recruiter” role includes the following activities:
- Timely and constructive feedback on candidates and collaboration
- Participate in online working sessions
- Aligning the collaborative talent attraction campaign project and individual recruitment process
- Handle incoming candidates from the campaign
- Ambassador activities for proposition – pay it forward
Participating in the process requires commitment in time for attending our info sessions, review potential candidates and campaign evaluation.
What is the role of intermediary/job agencies in the campaign?
During the pilot project, a number of agencies are invited to participate to experiment with this new source of candidates for the region. In the follow-up international campaigns, intermediaries – just like employers – are among the lead target group. Intermediaries decide – based on the profile in focus – whether they want to opt-in.
Why / how did the project choose the profile Software Engineer as the first one to attract to the region?
The choice for the profile of software engineer is based on a labor market analysis, input from various companies, and feedback from participants from the 2021 pilot campaign.
The criteria we used in the search/analysis:
- A most wanted profile for a large number of employers in the region
- Wanted today, and shown a growth in demand for some years now
- Cross-sectoral need (not just IT companies need to recruit these profiles)
- Including small, medium, and large companies
- Including startups, scale-ups, and mature companies
Not every profile we chose will be equally interesting to ALL employers. That’s why we are working towards a business model that is based on a “pay per campaign” model.
Does the project provide for matching for an individual company?
The project will be seeking to attract interested candidates to register in a talent pool. By screening the candidates on pre-agreed criteria, the project will seek to validate the relevance of the talents and offer their profiles to employers for their recruitment procedures.
Participating companies will submit candidate profiles to the campaign, and this will be the basis for the screening of potential candidates for a company.
Last year was a free pilot, what have you learned and what will be used in this campaign?
The pilot established that there is a need and an interest for campaigns like this and that it is possible to get a good candidate. With a smaller marketing budget last year, we did manage to get 117 pre-approved candidates sent for evaluation by the companies.
This year, we will ask for a contribution which will go to marketing purposes, so we will be able to recruit further. The funding will vary based on the size of the company, and we may addition features for an additional cost. The Oslo region alliance is also contributing to the campaign with funding as well as taking the project management role.
How many hires is the project going to deliver?
Goal of the project – of collaborative talent attraction in general – is to contribute to the total talent pool employers in the region can use to source their talent needs. The pool should be seen as an additional channel, adding to the pools created by the employers and intermediary agencies themselves using other channels such as job boards, career events, and independent campaigns.
The actual hiring of candidates is the sole responsibility of the employers. Upon receiving candidates from the talent pool, it is up to each company to accept (or reject) the candidate. Then, it is up to each company to continue the steps in the recruitment process: interview(s), assessment, and contract negotiations.
Candidates not accepted or not hired will be reported back to the Oslo Region Alliance and released back in the talent pool for further opportunities.
What will happen with the qualified talent in the pool that are not immediately offered a job by one of the employers participating in the project?
Talent that has been qualified for the talent pool – by automated pre-selection and curation by the talent liaison – but not (successfully) introduced to one of the participating employers in the project will be engaged with by the talent liaison. In a later phase, following this pilot project (automated) activities will be added such as regularly sending customized content regarding job opportunities or interesting events/support activities.
By doing so, we build a relationship with the people that have shown interest in working and living in the Oslo region some of which are actually still abroad at the moment of responding to the campaign. In many cases, it will take time – for people to decide on actually accepting an offer and move – with possibly their family – to the new country or region in question.
Candidates not accepted/not hired by the employers to whom they were introduced, will be released back in the talent pool for further opportunities.
In general, warm handling of the talent that shows interest – in ANY phase upon registration is a pre-condition for converting interest in action. International talent – in particular, those that qualify as ‘most wanted’ (such as Software Engineers) have a lot of options. Those regions that display a genuine interest will do best, both in the short and longer term.
Attracting international talent is not a sprint, it is a marathon. It just starts with a campaign. Warm handling and engagement over a longer period of time is the critical success factor.
- What do you mean by targeting a persona?
The campaign is micro-targeting people who match the “persona” defined for the profile in focus. Included in the persona are aspects relating to life and career: family composition, character traits, education, working experience, work permission in the country, and skills eg. programming languages, etc.
The persona is built on a typical description of the profiles (aggregate of roles subsiding in the category) and specific wishes of the employers participating regarding eg. level of experience (junior, medium, or senior), fit for a startup, or more corporate culture, language requirements, etc.
What social media channels will be used for the campaign?
Facebook, Instagram, LinkedIn, Reddit and Tik Tok will be used as the main channels for reaching out to the chosen profiles.
Other venues where Software Engineers also can be identified, will be explored
For questions about the campaign, contact: Mari Strømsvåg / 975 83 987