Recruitment Process & FAQ

However, we adhere to the same key principles in how we find our future colleagues:

We all follow the same key principles on how we find our future colleagues:

1. We are committed to our equal opportunity policy at every selection stage. We believe that diverse voices lead to more profound conversations, solutions and results.

2. We hire people who are passionate about our Vision, motivated by our Mission and live up to our Values. Therefore we put high emphasis on finding the right personality to our team.

3. We hire people for their talents, and give them opportunities to shape their own future careers. During the hiring process, we try to get evidence of the skills the candidates have – and use competence based interviewing techniques.

4. Your privacy is important to us. We will process personal data at any time in accordance with local privacy laws and regulations. This is based on a voluntary, explicit and informed consent from you. For more details about privacy of your personal data, click here.

5. Our ambition is that all candidates who get in touch with Telenor have a good experience, whether or not we sign a deal. We try to ensure this by following fair and transparent evaluation criteria, rational timelines and with frequent communications throughout the full process. We generally aim to close all positions within 8 weeks of advertisement; however, this timeframe varies greatly depending on job profile, the number of applications and the location. If you apply to one of our positions, we might reach out to you with a survey to see how your overall experience with us was.

The recruiter mentioned in the specific job advert can be contacted for job related details or more specifics on local selection.

Behind the curtains

Before we post any career opportunity, we conduct a thorough job analysis, which allows us to match our strategic business ambitions to a certain set of skills. If we don’t find the right profile in-house, we look outside of Telenor, by publishing the vacancy for external talent. Sometimes we do this internal and external search in parallel to save time. The job advert covers the job profile and allows you to choose the opportunity most aligned with your profile and career ambitions.

Application

To hire the best talent, our jobs are posted on various channels. No matter where you will meet our job ad, all applications are handled by our central recruitment system (an Application Tracking System powered by Workday) enabling us to maintain your application for future related openings while making it easier for you to apply to additional roles using your profile on our system. In some cases, your application may have been received as a referral from an internal employee or an external agency which recommends you for a certain job.

Screening

Certified recruiters review the applications received (we might also use automated pre-screening by our recruitment software) and create a shortlist of candidates for hiring manager’s review. The key to making to this next round is your profile fit against the job description. We also emphasize on building a diverse team to amalgamate a beautiful mix of culture, background and experience. See here for details on our diversity and inclusion focus.

First Interview

We typically invite the top 5- 10 applicants to a first round of interviews which is mostly face-to-face with HR and the manager of the hiring unit. Phone and video interviews are also employed in some cases. We aim to understand your profile better in this interview as well as assess cultural fit with Telenor. You also get an opportunity to ask questions related to the job and your potential new team. As a start, click here for a glimpse of our business strategy that sets the tone for interview questions.

Testing

Many positions will include a testing phase customized to the job role. You can expect tests from full day assessment centers to take home case studies or online psychometric tests (e.g. SHL or Cut-e) depending on role requirements. You can refer here to review the values we test for.

Second Interview

We would invite 2-3 shortlisted candidates to a second round of interviews usually with a panel comprising of hiring manager, HR and a stakeholder for a deeper exploration of mutual fit. In some cases, there might be more rounds of interviews, where future peers would also be involved.

Background and reference checks

As a responsible employer that observes strict ethical norms, we may run background and reference checks to ensure our new colleagues have a strong record of high integrity and come with solid recommendations.

Final selection

We make our final selection based on consolidated feedback from all interviews, including the stakeholders, by carefully comparing the candidate profile, test and interview performance, reference checks, cultural fit with Telenor and the immediate job requirements. What we look for is someone who has a mindset to work “with” Telenor as opposed to “for” Telenor and demonstrate strong business curiosity with a will to make a difference backed by solid subject matter knowledge.

We usually give the candidates from final interview round feedback on the selection decision.

Offer and contracting

If you make it to the final stage, we will make you an official job offer which you can accept on our central recruitment system. Your acceptance of this offer triggers the final contracting stage.

Onboarding

Based on a shared joining date, we will welcome you to the Telenor family and launch the start of your exciting new career. In the local business units we take you through everything else you need to know and will provide you with the tools, so that you can start doing what you do best in an inspiring, hassle-free innovative environment.