The core of XCENTOR is built up by experienced engineers and economists working within the Oil & Gas industry. Working close to our clients gives us a head start when it comes to identifying customer needs and finding the right person for our clients.
Engineering Services
Our engineers are highly experienced with diverse engineering backgrounds:
Design Engineers
Lead Engineers
Structural Engineers
Piping Engineers
Project Engineers
System Engineers
Site Engineers
Planning Engineers
Supply Chain and Administrative Services
Nearly half of our employees working at customer sites, are placed within the supply chain.
Buyers
Material Planners
Cost Controllers
Project Controllers
Project Administrators
Specific Position Search Service
Our core team and our employees are our most valuable assets with broad business connections. We use this asset to assist our clients with specific position searches.
XCENTOR Consulting
We are a young and growing consultancy company providing services to the Energy sector in Norway.
As a small company we are able to provide a personal commitment towards our customers and towards our employees.
In Short
We are a young and growing consultancy company providing services to the Energy sector in Norway. XCENTOR was established back in 2006 and has since then been gaining new ground.
Read more...
Company News
02.10.2011 We are now recruting
If you have experience from Oil & Gas
industry please send your CV to
jobs_xcentor.com, for more info go to
vacancies.
01.10.2011 We have a new adress:
Xcentor Consulting
Michelets vei 5
1366 Lysaker
30.09.2011 We are growing
Our Mechanical Engineering team is now one man stronger.
29.09.2011 We are growing
We are looking for several dedicated Mechanical Engineers. If you would like to join our team, please take contact.
15.05.2011 In-house project
Our programers are developing a database application pilot for an important customer within Oil & Gas industry in Oslo.
01.12.2010 We are growing
23.11.2010 New website
A new web site is introduced with improved design and interface. Site is still under construction and we encourage you to come with constructive criticism.
10.09.2010 Translation services
We have extended our services with translation of technical documents. For more info see section Services.
01.09.2010 New head office
XCENTOR Consulting team informs our partners, customers, employees and job candidates that we have moved to new location which is Stortingsgata 10, 5th floor.
Our Services
As a small company we are able to provide a personal commitment towards our customers and towards our employees. This has proven to be the key element to our success. Another important factor is the cost levels.
The company was established back in 2007 in Kongsberg, delivering consultancy services to the main actors within Oil and Gas in that region. In 2008, the company expanded and moved the head office to Oslo.
Over the years XCENTOR has gained ground and become an important partner for our customers. Due to the demand of our customers, we have extended our repertoire of consultants, providing engineers, economists, administrative personnel and others.
We are aware of the fact that our team consists of people with different backgrounds and have managed to take advantage of this fact. Putting our minds and knowledge together we have been able to offer highly acknowledged technical solutions to our customers. More about this, in the services section.
The journey continues. If you feel that you can be a part of our team. If you are creative and have ideas that you wish to develop in a team of experts – don’t hesitate to take contact.
History
After some time working as mechanical engineering consultants for several companies in Auto Industry in Sweden and Oil & Gas Industry in Norway, Darko Leković and Predrag Pikula decided to start XCENTOR DESIGNING.
Passion for Mechanical Design was the reason that XCENTOR DESIGNING was established back in 2007. The first office was in Kongsberg.
Years 2007, 2008 & 2009 was invested in building up internal know-how and gaining the respect from our customers. During those years the company is having a steady positive increase in turnover.
Year 2010 is a breakthrough year for XCENTOR DESIGNING. We signed a frame agreement with one of Norwegians biggest companies within Energy sector.
XCENTOR DESIGNING is also changing the name to XCENTOR CONSULTING as the result of our changed strategy and a growing demand from our costumers on other types of services. We also moved our office to Stortingsgata 10 in the city centre of Oslo.
We deliver people’s knowledge for companies dealing with energy demand problems. This fusion is in fact a key resource for industries, as our employees are self-driven and adaptable to working environments of our clients.
Why XCENTOR:
> because we invest in human capital
> because we deliver reliable solutions
> because we inspire our client
> because we preserve the outcomes and sustain cooperation
How intangible knowledge can be a product?
People differ from each other, however humans have also a lot in common:
> Potential,
> Knowledge,
> Energy.
We build your experience by delivering energy solutions. We do it by XPLORING human potential and our product is peoples knowledge.
We build our future on human capital.
Our Mission Statement
Our mission is to identify the needs and demands of our customers and to be able to respond with solutions that exceed their expectations. To create a win-win situation, where we enhance our clients performance and results with the help of our knowledge and efforts, is our main objective.
Our Vision Statement
To be the base of technical solutions for all businesses in Norway.
> Design Engineers
> Lead Engineers
> Structural Engineers
> Piping Engineers
> Project Engineers
> System Engineers
> Site Engineers
> Planning Engineers
Nearly half of our employees working at customer sites, are placed within the supply chain:
> Buyers
> Material Planners
> Cost Controllers
> Project Controllers
> Project Administrators
In-house Services
Our company offers in-house engineering projects both of a small and big size executed at our office in Oslo. We have experienced personnel that can handle mechanical / structural / piping design according to the specification of requirements. Utilizing modern communication tools we can work using customers or our own systems. Our project leaders have 5 or more years of experience from oil & gas industry and are ready to handle the responsibility and execute the project according to our customers needs and expectations.
Technical Document Translation Services
Our aim, right from day one, has been to offer our customers valued translation services in terms of cost, quality and quick delivery. We have always stood apart from our competitors due to our capacity to integrate technology into the translation process.
This, as well as our total respect for the confidentiality of customer's documents, has allowed us to quickly win the trust of our customers.
We translate documents of following languages:
French - English
German - English
Norwegian - English
Polish - English
Portuguese - English
Russian - English
Serbian - English
Spanish - English
Recruitment Process
1. CA - Candidates application
We prefer online application as in nowadays world it became the easiest for both sides method. We use Norwegian public service offered by NAV state owned corporation for labour and welfare, so-called Norwegian Labour and Welfare Administration (NAV Den norske Arbeids- og Velferdsforvaltningen) to advertise vacant positions either at our customers place or our company. We choose an option to publish this internationally, so motivated people from all-over the world can reach us if they only actively search for job in Norway.
We prioritize our customers requirements so if our partner decides about some conditions, we do not discuss them and transfer it to our advertisement. This means for example, that if large company requires person with 2 years of experience, we do not offer the job for people who have less experience, even if they can have other valuable skills. However, we can keep in touch with that person as our potential candidate in the future helping him/her with preparations for further applications. Besides we try to be open for people of different sort, so we care about broadening the range for candidates.
A potential candidate can find our advertisement on the website of NAV or on ours. Then only he/she decides to send a message to us or not. For further advice how to write a good application, please visit the section here.
After receiving an application, the autoreply message is sent and it says that we have received the letter and we will come back to this.
2. AE - Applications evaluation
After the deadline for applications we start evaluation process. We reserve the right not to read all the details as we know from experience that many of them are not relevant. We basically try to investigate if a candidate meets criteria mentioned in advertisement. We sincerely assure that this process goes with all the respect to people who trust XCENTOR as their work-giver and we try to appreciate effort put in preparation of letter with attachments and general trust.
From among all the received applications we select those which meet hard criteria. Then we derive a vacant list. On the basis of added advantages of presented by our candidates skills we select people who in our assessment would become best employees. We also come back to applications which for some reasons cannot be further taken into consideration, however we assume that this person can be a good candidate in the nearest future. If that person allows us, we can keep his/her application in our portfolio in case of further recruitment.
Thus, the candidate on this stage can expect from us three different messages: not accepted, possible to consider or accepted for the next stage. The last message informs about the fact, that next instructions will be given.
2a. AC - Assessment Centre
This phase does not occurs always, in general in some sporadic cases. It is only under condition that we have enough time to organize it and there is a strong tie between candidates and only few (or one) vacant.
The Assessment Centre has to investigate the level of soft skills about which our candidates assure us. In general it means that we want to check for example ability to work in team, control of stress and unexpected events or simply IT skills. People who were noticed during assessment centre are invited for interview, whereas other have to be refused. However, as in many cases there is no time or/and will to organize assessment centre, we go straight to the first stage, which is an Interview.
3. IV - Interview
The interview allows both sides to get to know each other better. Our purpose is to make it courteous, but constructive meeting, so we do not use any complicated psychological methods in order not to put any pressure on our candidates or make them feel undergone.
The interview does need to take place in our office in Oslo, Norway. If the candidate leaves in other city or abroad, we contact him by telephone.
Failing during recruitment process causes a lot of troubles for both sides - the company and the potential candidate. In case of recruitee it is mostly loss of valuable time, unnecessary stress and nerves, however for the company it often means also loss of financial capital as it invests in training new employee and this training period takes place almost always. It need not mean that the company or recruitee was is not professional in his/her work. It rather indicates differences in personalities and we know that it is both covered beauty and reason of difficulties if match fallacy occurs.
The goal of XCENTOR is to prevent those situations by doing possibly best recruitment and later to polish soft skills in order to prevent negative outcomes. This is why we select highly motivated and well performing candidates with capabilities and match them with our customers needs. We take care of our employees and try to provide them with competative wages.
The recruitment process and eventual delivery of human capital are comprised of three stages. Here we present how it works:
1.CA Candidate’s application Read more...
2. AE Applications’ evaluation Read more...
2a. AC Assessment Centre Read more...
3. IV Interview Read more...
When assessing the candidate, our core team uses few key dimensions to obtain the best possible candidate. They can be grouped into:
1. External criteria
In most cases they are given by our customer and involve hard requirements like:
2. Internal criteria
a. Motivation
What pushes that person into unknown? To which extent is the person concerned only about his/her own gains?
b. Personality
Is it possible to cooperate further with that candidate? What kind of values coming out of the unit contribute to company’s performance?
c. Self-organization
Can that person take control over his/her own actions and also common duties or should he/she be always given instructions? Does this person really care about details or is for him/her just minimal outcome the most important? Can we really rely on that unit if it comes to common responsibility and quick decision making?
We use methods which were proven to work over many years of experience both in XCENTOR or another firms. However we always want to innovate our contact with customer and as different people are our most valuable assets we also want to customize our relations to candidates, the same as with gained customers.
If we allowed for prejudice, discrimination or mobbing, it would contradict as company’s well-established until now image, as public savoir vivre and principles of co-existence. We prevent situations which can show disrespect to people. This is accompanied by creating one of our values - "JW -– Joy of Diversity / Joy of Work”."
XCENTOR Consulting Solutions
CLOSE THE TAB |X|
PORTFOLIO
In standard case candidates prepare documents of three kinds to apply for a particular position:
CURRICULUM VITAE
The goal of CV is to present in a structuralized way what person the candidate is. There are plenty of CV templates available online, however those who have longer experience with applying for the job will notice, that they are so different and often advices given by different recruiters contradict each other. XCENTOR's opinion about this is: Nothing like perfect CV exists. They always have to be customized to given work position so it is always useful and profitable to customize our template to a situation given. We have perennial experience in checking and applying for jobs or for gaining something else, like a new client or grants. As we perceive the situation of our company as stable and we are sure about our good image, so this is nothing immodest to give our readers tips in XCENTOR style. We use a standard customized to Norway as a local market. Here we present some hints and tips how good CV to apply for XCENTOR should look:
1. Personal details
Give your contact information including full name and surname, address, working telephone number and e-mail. You are not required to include names of your parents or family details. You can write your age or birthday and place where you were born. It is also needed to write country of origin or nationality.
REMEMBER: keep it short and simple! Your contact information should be working (telephone, e-mail). If your residential address is different than place where you are present now (where you can receive letters), also highlight this. Remember about your picture. You should write the name which you use in filling documents, so there is no need to translate your name, if you write CV in another language, because this can make you being remembered in quite opposite way. Also make sure about the way how do you write names of countries, cities, nationalities and addresses (if your address is not English, then you do not need to write this like people in Britain do, beginning with home number and then street).
Here you can also write which languages you speak, otherwise you can put them at the end of your CV as the last point, especially in case you want to explain more levels of wielding them.
2. Education overview
Start with the latest achieved education and list your steps in reverse turn. Write the name of the institution and name of studied field (s). When it comes to civil lawyer or doctor-urologist, then it is obvious what kind of prophecy a person gained, but explain a bit more if you specialized in a narrow field. You can type few sentences describing gained abilities and how you used your time as student. Remember about writing achieved degree. Do not hesitate to mention international exchange as a positive tip in your resumé.
REMEMBER:
2. Work experience
Work experience, or career overview in different words, is presented in very similar way to gained education. Remember to specify jobs that you did. And what is very useful to do is to divide experience into relevant and irrelevant. Relevant experience has to prove that you are the right candidate for the position. If you apply for engineering position with 3 years of operational experience required, write briefly where you gained operational experience and prove that it has already been three or more years.
Irrelevant experience often does not need to mean bad. If you apply for Cost Controller position and also worked for very long time in catering, your relevant skill gained in this irrelevant job can be for example invoicing the customer.
Also remember that you are not asked how much money you earned. This means if you worked long voluntarily, it still counts to your work experience, even though you did not earned for life by this.
REMEMBER: writing about your working experience use one main principle: to prove that you are experienced candidate, proper one for that certain vacant position. Do not write details which are completely not contributing, but take space. On the other hand, similarly to presentation of your education, do not hide your breaks if there are any. It is definitely better to write that you used the time to learn new language instead of leaving unexplained gap.
4. Personality attributes and Achievements
In this part you can present other features which can uplift your value as a potential worker in recruiters assessment. There should be mentioned your hard and soft skills, but also awards that you have been granted, social activity including membership in organizations and other information which you think can be useful to mention, like for example developed workshops according to your personal interests. And at the end should come languages that you speak, if you did not decide to put them in personal details (a). Advantage is also to mention what is the level of language that you speak on three different communication levels: speaking, reading and writing, alternatively you can distinguish also understanding, for example if you feel that you understand spoken language very well, however you have never learnt its grammar and communicate with native speakers in your language, which they understand pretty well. Good examples of such situations are for example Swedish people understanding Norwegian, or Czechs understanding Slovaks. Use not more that 3-levels scale: basic knowledge, communicative and fluent.
MOTIVATION LETTER
In this letter you introduce yourself briefly and show what is your motivation and objective. Explain why it is right you who is a proper candidate for the given position. Think about your motivation letter in the category of ad of ego present your value with a lot of contents, but in very few words. Standard letter begins with place and date (right upper corner), name and address of sending person (adjusted to the left), name and surname of addressee (adjusted to the left). Following is the text consisting of introduction, main body and ending. Remember to keep it simple! Try not to be very self-confident, however do not hesitate to mention your strong pros for increasing your chances. Finally, bullet all the appendices. Not the contents, but the quality will let the recruiter to remember you.
APPENDICES
They can be: your diplomas, certificates, licenses, samples of projects, portfolio with required documents, photography of whole body, the list of key words (if necessary). Do not send things which are not necessary.
SENDING AN APPLICATION & POSSIBLE ANSWERS
Thus, the candidate on this stage can expect from us three different messages:
The last message informs about the fact, that next instructions will be given.
1. Rejection
Not everyone is suitable for certain position. For some people change of professional profile would be required and this basically means education and then again gaining new work experience in another branch. As in many cases it is not feasible, we do not encourage everyone to apply as often as possible. This is why we send rejection message informing that an individual is not relevant for the position.
2. Further consideration
If an individual is not a proper candidate for chosen position, but presents values which are considered by XCENTOR as contributive, we ask the candidate for allowance to keep his/her application in our portfolio. This is due to legal procedures in Norway about personal data.
In case of further need from our customer, where we see that such a person would fill the lack, we come first with proposal of cooperation.
3. Approval
We employ selected people and try to provide them with possibly best working environment, including fare salary.
***
Whole the process is with all the respect to our candidates. We wish everyone to find relevant job, but we cannot satisfy everyone. However if we notice someones potential and possibility for further cooperation, we let the candidate know about this.
We are not recruiting company and finding job is not our mission. We match human capital with companys lacking it to some certain tasks and we target energy sector. We act as bank and funnel bank of accomplished human capital and funnel where the best solutions passed through.
INTERVIEW (with ASSESMENT CENTRE before, if decided)
The interview is organized to let us get to know you better as our potential candidate. Therefore we have no behavioral hints excepting one: BE YOURSELF! It is likely that as always in life the situations at work can become hectic, so we care about not causing any additional stress, even on interview. We care about building the positive impression with good relationship and creating positive atmosphere, however we do not guarantee employment. All the factors are important when it comes to making final decision interview, real competences and also chances of other candidates.
We are going to ask you some questions: motivational, behavioral, about experience and knowledge. We are ready to hear your questions as well.
Sometimes the interview is accompanied by assessment center which takes place before. It has to investigate the level of candidates soft skills. Nevertheless it is organized only if there is enough time, there are plenty of candidates and we cannot interview them all.
BECOMING PART OF XCENTOR'S TEAM
The interview went well? Our customer or XCENTOR itself approved application? Now you became our human resource! Welcome to XCENTOR! You enlarged our potential, your knowledge contributes to our product and we will definitely make an effort to derive positive energy together with you.
Here is what we expect then from you:
We are open to hear what you expect from us.
Download our internal CV template:
Internal CV Template - XCENTOR.docx
We are a young and growing consultancy company providing services to the oil and gas industry in Norway. XCENTOR was established back in 2006 and has since then been gaining new ground.
Our Strength
