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Talent Recruitment: FAQ

  1. Why is Oslo Region Alliance taking on a role in talent acquisition? Isn’t that a role for the market?
  2. Who can join?
  3. What role is expected from the employers in the project?
  4. Why / how did the project choose to attract (INSERT PROFILE) to the region?
  5. Does the project provide for matching for an individual company?
  6. What business model do you have in mind for the period following the pilot?
  7. How many hires is the project going to deliver?
  8. 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?
  9. What do you mean with targeting a persona?
  10. What social media channels will be used for the campaign?

 

1. Why is 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 level.

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, Oslo Region Alliance and 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 growth challenge.

2. Who can join?

We are inviting employers with vacancies in the IT sector to join the initiative on the simple condition that they are open to include pre-qualified international candidates from this new, collaborative channel in their recruitment process.

Participating in this initiative requires commitment in time only. No financial contributions are expected in this pilot whilst it can result in great candidates for some of your vacancies.

3. What role is expected from the employers in the project?

The initial talks will most likely be between the Oslo Region Alliance project lead 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 employers’ working sessions (off- and online) (to be scheduled)
  • 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, to initiate the campaign according to the needs of the market, and following up on potential candidates.

4. Why / how did the project choose the IT sector as the first one to attract to the region?

The choice to focus on the IT sector for the first campaign is based on a labor market analysis. A decision on concrete position(-s) is to be made after receiving feedback from partners.

The criteria we used in the search/analysis:

  • A most wanted profile for a large number of employers in the region
  • Reports made by national organizations about the various competence needs
  • Wanted today, and shown a growth in demand for some years now
  • Cross – sectoral
  • Including small, medium and large companies
  • Including start ups, 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.

For this pilot project, Oslo Region Alliance will be covering the costs for implementation and the ads.

5. Does the project provide for matching for an individual company

The project does campaign outreach and seeks to attract interested candidates into a talent pool. By screening the candidates on pre-agreed criteria the project will seek to validate the relevance of the talents and offered to employers for their recruitment procedures, but does not provide one to one matching with employers.

6. What business model do you have in mind for the period following the pilot?

Nothing has been decided yet as regards the future business model and pricing of the proposition. The pilot project is used to arrive at data for establishing this. Data on total reach of the ads and number of qualified talent in the talent pool will help determine a reasonable price for both the initiating organization and the employers, the customers.

7. 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.

Actual hiring of candidates is the sole responsibility of the employers. Upon receiving candidates from the talent pool it’s up to them to accept (or reject) the candidate for follow up steps in the recruitment process: interview(s), assessment and contract negotiations.

Candidates not accepted / not hired will be reported back to the platform and released back in the talent pool for further opportunities.

8. 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 have 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 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 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’ 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’s a marathon. It just starts with a campaign. Warm handling and engagement over a longer period of time is the critical success factor.

9. What do you mean with 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, medior or senior), fit for a startup or more corporate culture, language requirements etc.

10. What social media channels will be used for the campaign?

Facebook, LinkedIn, Instagram and potentially will be used as channels for reaching out to the chosen profile(s).

Los&Co will be responsible for planning and executing a campaign, in close cooperation with the Oslo Region Alliance. All input from partners are welcome to ensure that our approch targets the right talent.