Embedded Recruitment

Achieving process optimization without sacrificing quality

With over 3,400 employees across 23 offices throughout Norway, Telenor Norge AS is Norway's largest digital service provider within content, telecommunications, and data services. Through its productivity-oriented products and solutions, Telenor works every day to lead Norway's digitalization.
 
Since May 2018, Telenor has been a long-standing First Engineers’ (FE) customer. Fast forward 2.5 years, and we have hired over a total of 150 positions - a majority of which have been in the IT sector. Hiring at this capacity has taken place both through traditional project-based recruitment as well as onsite services at Telenor. At one point, FE had up to five consultants who worked with Telenor as their only focus. 
We have taken responsibility for sourcing, assessing, and ultimately hiring difficult-to-fill IT positions throughout our partnership with Telenor. In addition to finding high-quality talent, process optimization remained a priority, which is why we worked to develop processes analyses and implement tactical improvements. 

Positions: Frontend Developers, Backend Developers, Fullstack Developers, Architects, DevOps, System Administrators, Team Leaders, Data Scientists, and IT Project Managers
Client

Telenor

The Challenge
In the world of IT recruitment, demand for highly skilled workers far outpaces supply. This competitive environment means that many candidates are happily employed, and are therefore considered passive. Not only are passive candidates happy employed, but they also likely receive several new job opportunities each day, week, and month from recruiters worldwide. That is why engaging, let alone recruiting passive candidates, comes with a unique set of challenges. 
Like almost all companies its size, Telenor has a considerable amount of hires each year. However, the high volume of hires does not mean that they compromise efficiency or effectiveness. Unsurprisingly, Telenor’s focus on optimization seeps into their organizational structure. While this is great for reaching business objectives, it also means that the company sometimes lacks the internal hiring capacity needed to fill its open positions. This lack of internal capacity, as well as its strong focus on optimization, is what drove Telenor to look externally for a recruitment solution.
ProcessOutlineOnWhiteBoard
The Process

Through an integrated embedded recruitment process, our consultants’ knowledge and skill set do what a job advertisement cannot - motivate passive candidates to engage in a recruitment process that could lead to a new career at Telenor. Additionally, our consultants have worked with several companies of all sizes to develop uniquely tailored strategies to match client needs. So, when a company such as Telenor lacks internal resources, our consultants could easily lead a recruitment process equipped to meet Telenor’s unique challenges and adapt accordingly.

The Solution
Given the scope of the project, our consultants explored whether or not it was possible to bundle hires that were forecasted for the following year. They then worked to create a hiring campaign that promoted a large number of roles. The campaign was ultimately promoted in a content article to ensure that the roles were in a format that was easy to share across groups of people, and most importantly that they reached qualified candidates. However, rather than advertising roles out en masse,  they customize their approach in such a way that prioritized personalization and relevancy. 
High levels of personalization and relevancy came not only from experience but from on-going dialogue with candidates. Talking to candidates about their experience provided us with first-hand insight as to what they consider when making a career change. The benefits of transparent communication were twofold - on one hand, it enabled our consultants to make iterations to their recruitment process, and on the other hand, it provided a space for candidates to recommend other candidates for the position if the position was not right for them at that point in time. An ongoing commitment to feedback implementation and process improvement was a key success factor in Telenor's recruitment journey. 
Happy Employees
KristinFinal

As an internal CoE Recruitment team, we are committed to delivering high-quality recruitment processes to the business every day. With the changing hiring needs throughout the year, it is vital for Telenor to have First Engineers as a close embedded recruitment partner. This great collaboration has proven to be an optimal way of meeting the business needs - at all times.

Kristin Birkeland
Head of Recruitment, Telenor

As an internal CoE Recruitment team, we are committed to delivering high-quality recruitment processes to the business every day. With the changing hiring needs throughout the year, it is vital for Telenor to have First Engineers as a close embedded recruitment partner. This great collaboration has proven to be an optimal way of meeting the business needs - at all times.

Kristin Birkeland
Head of Recruitment, Telenor
recruiters on the project:
FREDRIK NYQUIST LANGMYHR
CHRISTIAN HAMMER
OLE-JAKOB HOGSET
TINA WINGSTERNES
MARTINE WALLER SØRENSEN

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