How Tusenfryd (Parques Reunidos) scales young talent

"When 70% of cover letters are generated by artificial intelligence, traditional applications lose their value. Thanks to one-way video interviews in Mojob, we get to see the candidates' true personality, smiles, and engagement instead—qualities that are absolutely critical when interacting with our guests."
- Silje Myrseth, HR Manager, Tusenfryd & Bø Sommarland

Background

Tusenfryd and Bø Sommarland are leading Norwegian theme parks owned by Parques Reunidos, one of the world’s largest global amusement park operators. While the parks operate with a lean core team of just 39 and 10 permanent year-round employees, the organization scales up massively every spring to onboard a total of 1,000 seasonal staff members. HR Manager Silje Myrseth manages this entire operation with only one HR Coordinator in each park.

The Vision: Empowering Young Talents

The partnership, which began in 2020, is built on a shared core philosophy: Empowering young people in the workforce. Tusenfryd is a pioneer in giving young talents their very first start in their careers, providing a safe environment where they quickly climb the ranks and take on leadership responsibilities. Mojob delivers the technology that makes the company relevant, attractive, and accessible to this demographic, allowing the brand to reach and communicate with them seamlessly on their own terms.

The Challenge

Ahead of the season, a minimal HR team was faced with 300 vacant positions and a massive logistical challenge:

• Volume Chaos: The need to funnel thousands of applications into ten different departments through a single, controlled recruitment funnel.

• Lack of Experience: The applicants are young (often 15–18 years old) and lack a traditional CV or real-world work experience.

• Robot Applications: A staggering 70% of this year’s application texts were AI-generated. The traditional cover letter was therefore rendered completely useless as a screening tool.

The Solution

Instead of wasting time reading robotic AI texts, Tusenfryd adapted the process to the digital daily life of younger generations using a mobile-friendly Mojob recruitment funnel.

• Communication on the Candidates' Terms: Each candidate has an average of 10 digital interactions. By utilizing Mojob, the candidate’s first name is automatically merged into all updates, and the message templates are fully optimized for the demographic. The applicants experience the process as a close, personal, and informal chat.

• Smart Screening Saves Human Errors: All positions are consolidated into a single job listing. Through a simple screening questionnaire, practical factors like summer availability are verified. Instead of automatically rejecting negative responses, a smart follow-up question is triggered. This revealed that 80% of those who answered negatively had simply misclicked on their phones.

• Low-Threshold One-Way Video Interviews: To keep the entry barrier low and inclusive, video is never required in the initial application phase. Instead, 90% of applicants advance to a one-way video interview consisting of three scenario-based questions. A single HR Coordinator reviewed and quality-assured 2,600 submitted video responses directly within the Mojob interface.

• The Interview Hub & Internal Coaching: The top 600 candidates are invited to live interviews over a 6-week period. Tusenfryd establishes a digital "hub" where the park's own young seasonal supervisors conduct the interviews, while an experienced HR professional acts as their coach.

The Results

The close collaboration between Tusenfryd and Mojob delivered outstanding results for the 2026 season:

• 📈 Record-High Re-engagement: Over 50% of the seasonal staff returned from the previous year. These young employees thrive so much that they become Tusenfryd’s primary brand ambassadors for attracting new talents.

• ⭐ Exceptional Candidate Satisfaction: The Net Promoter Score (NPS) for the entire recruitment journey ended at a strong 23 overall—an impressive feat considering half of the 173 respondents were candidates who received rejections. Among those who received job offers, the score was an incredible 90.

• 💬 A Trusted Recruitment Journey: Due to structured communication and tailored, rapid rejection templates, the process is perceived as highly dignified and organized. As a result, Tusenfryd did not receive a single complaint from curious or anxious parents.

Q&A with Silje:

Q: How do you manage to evaluate as many as 2,600 video answers consistently? Do you use a strict checklist?

Silje: We chose to have one and the same HR Coordinator watch absolutely all of the 2,600 submitted video answers this year. This makes the evaluation extremely consistent. The overall skill level of applicants varies quite a bit from year to year, and by letting the same person see everything, we get an immediate feel for where the benchmark sits this particular season before advancing candidates further. We use a few core internal milestones to evaluate their presentations, which we also carry forward into their performance reviews during the active season.

Q: Do you notice that this great candidate experience leads to young people recommending their friends to apply?

Silje: Yes, absolutely! Those who have worked with us before, and who have been through this exact recruitment journey, are without a doubt our absolute best ambassadors. They actively share their positive experiences of having their very first summer job with us, and we clearly see the impact of that through direct peer recommendations and high applicant numbers the following year.