Category: News and Press Releases

Construction World (Byggvärlden) interviews Talentia – InterSearch Sweden CEO, Klas Karlsson

The biggest concern is that companies do not dare to hire juniors and that we get a “lost generation” and a skills gap in the industry like the one after the real estate crisis of the 1990s.

This is what Klas Karlsson, founder and CEO of the recruitment company Talentia, says, who has noticed changing recruitment patterns during the corona pandemic.

The corona crisis has changed the labour market in several ways. Many employees have been either laid off on a short-term basis or made redundant. According to Arbetsförmedlingen (Swedish Public Employment service) statistics, a total of 97,923 persons have been notified of termination during the period 1 March-6 September 2020. Of these, 4,872 work in construction.

Many companies are waiting to recruit new employees during the crisis.

What worries me is that companies don’t bring in so many beginners, while the most inexperienced, with the shortest employment, who is made redundant first. There is a risk that we will have a skills gap similar to after the property crisis in the 1990s” says Klas Karlsson, CEO and founder of Talentia, which works with executive search in the civil engineering industry.

The crisis has hit the civil engineering industry differently. New construction of housing has had a tougher time than the construction side, which has barely noticed the crisis and with the Swedish Transport Administration as a strong client.

The crisis has also affected the workers’ side. Many employees choose to sit still in the boat when the labour market is uncertain.

Especially on the specialist side, you don’t want to step out in a worse order position. On the managerial side, recruitments are still being made. It’s a slightly lower activity, but managers are still open to listening to the right offers” says Klas Karlsson.

During a crisis period, many companies shy away from letting in rookies.

Many companies would rather spend six months looking for an experienced person than teaching someone less experienced.”

According to Klas Karlsson, the civil engineering industry must dare to become less dependent on the super-professionals.

We need to protect a continuous influx of younger and recent graduates so as not to lose skills to other industries. Another consequence of the situation in the labour market is that when the less experienced employees at a workplace are laid off, the more experienced staff are also allowed to do tasks that require less experience. A political reconnaissance is that the layoff support is wrong. Companies do not have a shortage of jobs – but a lack of paying customers. The support is good in the short term, but in the long term companies are losing development.”

Klas Karlsson also notes that the manager has missed out on an effective tool when the staff is laid off. The overtime tool disappears when the staff have worked their hours according to the layoffs.

This is striking in deadline-driven work. For many smaller companies, it will be a moment 22 when time is needed to win business and push revenues back up and running in order for the layoffs to be released. Instead, that time is spent renovating at home with almost full pay or playing golf.

The corona pandemic has naturally changed the managerial role. The companies have had to spend a lot of time on corona strategies. The managers who have been good at pushing through these strategies remain.

Leadership is incredibly important, and those who show decisiveness are not getting rid of it. A manager who has now acted safely and stably can go from “hanging loose” to getting a second chance.”

A new challenge for many Construction managers during the pandemic has been to lead remotely.

Delivery is easier than business development remotely. When it comes to driving sales and finding new projects, it can be more difficult to be creative remotely and the need to meet becomes greater” says Klas Karlsson.

The crisis has also acted as a catalyst. Corona has made things happen, things that were already underway, such as pushing through changes or laying off staff.

The manager has been able to hide behind the corona, and is not considered as harsh when the decisions are the result of the crisis. Perhaps you take the opportunity to get rid of skills that do not have the future ahead of you.

Klas Karlsson’s advice to companies in times of crisis is to dare to invest in recruitment and training so that you stand strong when it turns around.

During the pandemic, a service and renovation debt has been built up, which means that there will be a lot of pressure on, for example, the installation side.”

Executive Search, InterSearch, InterSearch Sweden, InterSearch Worldwide, Talentia AB

Stronger Together

Charles Aris stands against acts of racism and bigotry toward underrepresented communities as together we demand equality and inclusion.

Too many individuals in our society are failing to see the humanity in each person. Let’s stop, listen and learn from one another. Let’s remember that it is our responsibility to create a better tomorrow together.

As our team strives alongside hiring authorities and candidates to transform businesses and enrich communities, we remain dedicated to diversity and inclusion initiatives within our firm, our client organizations and communities around the nation and beyond.

charles aris, Executive Search, InterSearch, Stronger, Together

Engineering & Operations practice now emphasizes supply chain as well

Charles Aris Executive Search is excited to announce the rebranding of its Engineering & Operations recruiting practice to Engineering, Operations & Supply Chain in 2021.

Why the change? Supply chain is playing a more integral role in the operations of organizations around the world, and the firm’s executive search team thinks it’s time to better recognize and share its expertise in the space.

Many factors continue to demand more sophisticated supply chain practices: Increasing customer demand for delivery speed and precision; competition from countries new to the arena; COVID-19; and political tensions are all resulting in more dynamic supply chain challenges and opportunities than ever. The residual shift to e-commerce — alongside the impact of tariffs — has led to a greater need for radical-thinking supply chain professionals.

Having the right people in place to meet the growing demands of today’s supply chain requirements is crucial for identifying and addressing the needs of consumers. Business consumers are expecting and demanding that correct product assortments be available at the proper location(s) with prompt delivery times and quick customer service. We expect these trends to grow throughout 2021 and that supply chain needs will continue to be a focus within the consumer and industrial sectors for years to come.

In addition to the 14-step Charles Aris Priority Search Process helping find top talent for hiring authorities across the globe, the executive search firm is doubling down on delivering the latest insights in the space. Subscribers of the Engineering, Operations & Supply Chain Newsletter will be first in line to receive unique content, word of career opportunities we’re looking to fill and what our own experts are reading. Increased knowledge leads to more informed decisions, so make sure you’re subscribed, regularly visit our website and follow us on social media channels to ensure you stay one step ahead of the competition.


by Greg Harper, Sarah Becker, Heather Kivett and Madison Nance
Charles Aris Inc.

charles aris, Engineering & Operations, Executive Search, InterSearch

Is Green the New Black?

InterSearch Worldwide considers the impact of the green revolution – solar-powered by newly elected President of the USA – on the talent market.

by Harris Karaolides, InterSearch Energy & Renewable Energy Practice Leader

Harris Karaolides
Harris Karaolides

Across the globe we are all feeling the effects of climate change and the inaction of world leaders – on our health, finances, and overall quality of life. The coronavirus pandemic, which emerging research suggests is aggravated by air pollution, has shed new light on this reality.

While the Trump administration favoured the oil and gas industry, Biden’s team will also be paying significant attention to renewable energy. Biden’s policies respect the incontrovertible scientific evidence that swift and robust action is required to reduce greenhouse gas emissions to avoid serious socio-economic consequences.  He has pledged to build a more resilient, sustainable, clean energy economy to meet the 2050 Paris Agreement deadline.

Trump described Biden’s focus on climate change as a recipe for economic devastation, accusing him of risking millions of American jobs. However, Biden has promised a clean energy revolution that creates millions of unionised middle-class jobs. His vision requires policy makers and clean-energy companies to replace the number of fossil-fuel jobs that could be lost in the transition from coal and oil.

According to recent data from the U.S. Bureau of Labour Statistics, salary and benefits in the wind and solar power industries, fundamental to a clean energy transition, lag those in oil, gas and coal. Once established, solar and wind energy installations usually require less staff to maintain than oil and gas infrastructure, and both industries rely on imported components to keep costs low, potentially affecting job creation. However, Biden’s $2 trillion climate plan, relatively double the cost to put the first man on the moon, not only envisions a measured transition, it also intends to create jobs across a variety of other sectors, including construction, power transmission, electric vehicle manufacturing, and charging infrastructure.

Commenting specifically on the automotive sector, Malena Juárez, Regional Leader Americas Energy & Renewables Practice Group of InterSearch, says:

Malena Juárez
Malena Juárez

“Biden’s climate and clean energy plan will have a direct impact in different industrial sectors, one of them the automotive industry. His project will include building a strong structure of skilled trades like engineering workers in order to help make the clean energy economy possible. Electric vehicle manufacturing could be particularly attractive to those countries with a currently high dependency on oil imports and a positive electricity trade balance.  Of course, one important factor is both the development and variation in the price of oil vs. electricity in the different countries.”

The Biden administration acknowledges the possibility of initial growing pains as the nation transitions to a cleaner energy infrastructure, but his plan includes retraining and other support for traditional fossil fuel workers who might be affected.

While workers are eager to retrain to escape “black gold’s” boom-and-bust cycles, recently evidenced during the pandemic as people drive and fly less, some are concerned about the lower salaries in the renewable energy industry. However, salaries are likely to increase automatically as the renewable energy sector grows, becomes unionised and is pressured to attract more workers. Jobs such as wind technicians and solar panel installers are the first and third fastest growing positions, according to the US Bureau of Labour Statistics, and electric vehicles and other related industries are powering ahead led by visionaries such as Elon Musk.

In fact, some analysts and economists believe that Wall Street’s increasing investment in the renewable energy sector has the potential to provide more jobs than any fossil fuel industry. Says Ana Ber, Regional Leader Central & Eastern Europe Energy & Renewables Practice Group of InterSearch:

Ana Ber
Ana Ber

“Jobs in renewable energy can be created directly and indirectly along the entire value chain, including in the manufacturing and distribution of equipment; the production of inputs such as chemicals; or even in services like project management and operation. We all should be aware that the success of implementing green policies is dependent on the availability of skilled people. With the green revolution just starting, upskilling and reskilling are indispensable and companies as well as governments must take responsibility for this. To implement such a program you need a clear strategy and answering key questions, such how to finance it. In Europe we already see some initiatives, for example Enel in Romania including upskilling in their CSR program, and the CSR Europe/JP Morgan initiative ‘Upskill 4 Future’ which launched pilot projects in Spain, Italy, France and Poland.“

The agricultural sector will also likely benefit from jobs through the increased harvesting of feedstock and other biomass, and roles related to natural pesticides, efficient land management and aquaculture.

Improved energy supply through renewable sources, as opposed to diminishing traditional fuels, will contribute to the expansion of existing economic activities in other sectors, and jobs in renewable energy production involve less hazardous working conditions. This not only means additional jobs, but better quality jobs.

Indraneel Dass
Indraneel Dass

“Biden will be keen to push for exports of energy as USA is largely self-sufficient in energy, and this will augur well for fighting climate change at a global level, this is the need of the hour and he will lead from the front on this aspect,”

comments Indraneel Dass, Regional Leader Asia Energy & Renewables Practice Group of InterSearch.

The executive search & recruitment industry is observing the rise of new training programmes and roles pertaining to energy efficiency, carbon capture and storage, energy trading, green manufacturing and construction, environmental specialities, public transportation and recycling. Just as the digital revolution created brand new jobs such as Data Analyst, Scrum Master, and Digital Strategist, so too is the green revolution sprouting job titles such as Soil Planning Specialist and Environmental Protection Manager. And, of course, there is the question of corporate leadership:


Jan Oinaes
Jan Oinaes

“How do you recruit senior people for an industry that hasn’t been around long enough to have enough senior people in it? This is what our clients are asking” Jan Oinaes, Regional Leader North & Western Europe Energy & Renewables Practice Group of InterSearch.“ That’s where an executive search firm with a proven deep understanding of the sector can really add value.”

Amid a devastating pandemic and economic calamity, the 2020 U.S. election is the first in history with climate change playing a role; a trend that will no doubt permeate the rest of the world. While some may continue to argue the expense of addressing global warming; the devastating costs of leaving climate change unchecked can be considered much more so.

InterSearch Worldwide is a leading global executive search organization. Established in 1989, InterSearch ranks as one of the top international executive search organizations in the world, with more than 90 offices in over 50 countries. Through a network of partner firms and their breadth of knowledge and expertise, InterSearch provides clients with access to exceptional candidates anywhere across the globe, with experienced locally based consultants in each individual market.


Are you facing challenges recruiting top-notch talent for the Renewable Energy sector anywhere in the world? Please contact Harris Karaolides on +971 50 5502701 for more information on how InterSearch Worldwide can help.

Energy, Energy and renewable energies, Oil & Gas and Renewables Practice Group

Promotion of inclusion and labour diversity in Chile: “Open the mind” and “build spaces that embrace talent”

HK Human Capital – InterSearch Chile signs an alliance with InclusivApp to promote the inclusion of people with disabilities in the executive labour market.


The agreement “stems from the concern to reach professionals with some degree of disability so that we can include them in our searches,” explains Leslie Cooper, CEO and founder of HK.

The co-founder of InclusivApp, Karla Araya, emphasized that she seeks to encourage companies to promote “the effective visibility and appreciation of the talents of people with disabilities, presenting themselves as an opportunity for the business ecosystem.”

InclusivApp is a mobile application that facilitates the movements of people with disabilities in the cities and also certifies companies suitable to hire them. HK Human Capital signed the alliance with them to promote the professional inclusion of this sector of population in the labour market of executives.

“This alliance was born out of the concern to reach professionals with some degree of disability in order to include them in our searches” explains Leslie Cooper, CEO and founder of HK, who adds: Since some years we have set out to be more inclusive and diverse in our shortlist of candidates. However, there was a group – professionals with disabilities – we were not reaching. We got in touch with various people and organizations and finally we reached Karla Araya, a tremendous professional with dreams and concerns similar to ours”.

The co-founder of InclusivApp, Karla Araya, highlighted that “our alliance allows us to generate a collaborative bond whose purpose is to transform the non-inclusive organizational culture, towards the effective visibility and valuation of the talents of people with disabilities, presenting itself as an opportunity for the business ecosystem”.

She also highlighted that “people with disabilities have already participated in the headhunting processes led by HK and from the very beginning the alliance was developed quickly. The main engine has been the passion that both teams have for inclusion, materializing in the creation of scenarios that promote equal opportunities”. 

Please find here the original article in Spanish:

Executive Search, HumanCapital Chile, Inclusion, InterSearch, Open minded

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