Recruitment Process & FAQ

Here are the typical steps in Telenor’s recruitment process1:

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.

We hire people who are passionate about our Purpose and Strategy and find that Telenor’s Behaviours and Culture are aligned with their own professional values. Therefore, we put high emphasis on finding the right culture-fit to our team.

We hire people for their competence and potential 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 and/or structured interviewing techniques.

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 (the link is not working).

Our ambition is that all candidates who get in touch with Telenor have a good experience, whether 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 hiring manager or recruitment advisor 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 job description, 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 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. All applications are handled by our central recruitment system 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 that recommended you for a certain job.

Screening

Recruitment team and/or hiring managers 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 of different backgrounds and experiences.

First interview

We typically invite the top 5- 10 applicants to a first round of interviews with the hiring manager. 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.

Testing

Depending on the role requirements, you may be asked to complete online psychometric tests as part of the recruitment process.

Second interview

We typically invite 2-3 shortlisted candidates to a second round of interviews, which is usually conducted by a panel consisting of the hiring manager, HR and a relevant stakeholder. This round allows for a deeper exploration of mutual fit. In some cases, additional interview rounds may be conducted, where future team members or peers may also participate.

Background and reference checks

As a responsible employer committed to upholding high ethical standards, we may conduct background and reference checks to ensure that our new colleagues have a proven track record of integrity and come with solid recommendations.

Final selection

Our final selection is based on consolidated feedback from all interviews, including input from stakeholders. We carefully assess the candidate’s profile, interview and test performance, reference checks, cultural fit with Telenor, and alignment with the immediate job requirements. What we seek is someone who approaches the role with a mindset of working with Telenor, rather than for Telenor, and demonstrates strong business curiosity, a drive to make impact, and solid expertise in their field. All candidates from final interview round will receive feedback on the selection decision.

Offer and contracting

If you reach the final stage, you will receive an official job offer, which will be sent to you for digital signature. As part of this process, you may also be asked to undergo a background check.

Onboarding

Once we agree on a shared start date, we will officially welcome you to the Telenor family and launch the start of your new career. During your onboarding at the local business units, we will guide you through everything you need to know and provide you with the necessary tools, allowing you to get started, get to know the people, the culture, and Telenor’s societal mission.