Creating opportunities in Omega 365

In the past year alone, 11 candidates have joined Omega 365 through NAV programs, and both Berge and Granberg are pleased with that progress. Berge brings 18 years of experience to her role, while Granberg is newer to the team, having joined at the beginning of the year. 

“We usually don’t have direct contact with the employees initially,” explains Berge. “NAV either reaches out to one of our offices, or one of our managers is looking for specific skills they haven’t found elsewhere.” 

“There have been so many success stories over the years; I can’t remember a time when we gave up on anyone. Things usually work out,” she adds. 

Helping people succeed at work 

Most of the cases they work on involve young people, often in their 20s, who haven’t quite found their path yet. While they may not know how to break into the workforce, they still have valuable skills to offer. Omega 365 also partners with NAV to provide job training for refugees. Berge and Granberg highlight the work being done by Department Manager Lars Kjebekk at the Stjørdal office, where basic programming training is provided to refugees and immigrants.

They also mention instances where Omega 365’s managers, or others, have recommended candidates they believe in, and even cases where people have come directly to Omega 365 looking for opportunities. 

“These initiatives have delivered great results and are something we can be proud of,” says Berge. 

“It’s really fulfilling to see candidates improve their lives through work. It’s especially rewarding to see young people who have been stuck at home really thrive when given a chance. At Omega 365, we don’t focus too much on CVs or formal qualifications; there’s plenty of potential even without that,” Granberg adds. 

A crucial toolkit

The process often starts with a meeting between Omega 365, the candidate, and the local NAV office. NAV has a variety of programs and resources that Berge and Granberg can use to guide the process. 

“NAV typically meets the candidate first, and we, as the employer, come in afterward. The aim is to find a solution that works for everyone, whether that’s job training, a placement, or another arrangement,” Granberg explains. 

During job training, it’s important to assess whether the candidate fits within Omega 365’s culture and whether their skills match the company’s needs. Equally important is ensuring that the candidate feels like they are progressing and contributing. 

“We have a wide range of fields, so candidates can work in areas like Omega 365 Solutions, Omega 365 Areal, or even the cafeteria,” says Berge. 

Recruitment requires time and consistent follow-up, and Berge and Granberg are committed to being strong partners and support systems for managers managing both the financial and human aspects of the company. 

“Our managers are talented and focused on helping employees succeed. It’s important to remember that NAV provides wage subsidies and also offers a mentor program to help follow up with candidates,” adds Berge. 

Strong collaboration with NAV 

Kristin Tofte, who manages the local NAV offices in Vindafjord and Etne, near Omega 365’s headquarters, highlights that many people who are out of work have a strong desire for someone to give them a chance to show what they can do.

“It feels great to have a job to go to, and with the demand for workers, it’s wonderful to include people with diverse backgrounds and experiences. We need that diversity in the workforce,” she says, noting that NAV depends on employers that are willing to support those who are struggling to find their way. 

“There’s so much value in the experience these individuals bring, and employers can really benefit from it. It’s fantastic when companies are open, generous, and give people a chance to contribute. It’s important not just for the individuals, but for society as a whole.” 

Tofte emphasizes that NAV has strong partnerships with local businesses and aims to be a visible, accessible partner. 

“We’re always open to collaborating with more local businesses because it’s particularly rewarding to provide opportunities locally and help retain talent in the district,” she says.