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5 things not to forget in recruitment and selection
Do not set too high requirements in the job description, so that you do not exclude candidates in advance who could be a good fit for your organisation.

5 things not to forget in recruitment and selection

Recruitment and selection

Do you handle recruitment and selection yourself? Especially in times of labour market shortages, it can take a lot of time and effort to find that one perfect candidate. Nedflex, an HR service provider with more than 30 years of experience in staffing, offers some smart tips to make recruitment and selection go more smoothly.

TIP 1. Reject = don't forget

When recruiting and selecting, there are of course times when candidates have to be rejected. In doing so, remember: rejecting does not mean you can forget about someone afterwards. There were probably candidates who made a very good impression, but were not the right match for the vacant position. Should you later have a vacancy where you do see a good match, you can always contact them again to ask if the candidate is interested and still available.

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Has the contract been signed? Then stay in touch with the future employee.

TIP 2. Take charge and sit back 

After reading dozens of cover letters, phone interviews, and job interviews with very different candidates, you have finally found the right match. The contract has been signed and the start date is known - which is still 2 months away due to a notice period - so now it's countdown and waiting. Not so. Because the perfect candidate may have been found, but a lot can happen in two months. Of course, you don't want the candidate to opt for another employer later on, because the terms of employment were just that little bit better there. It is therefore important to connect with the future employee now. Send an invitation for the upcoming staff party, ask him or her to join a knowledge workshop or send a welcome package. Make sure the employee is looking forward to starting as much as you are. 

TIP 3. Test skills 

How do you determine whether a candidate is suitable for a vacancy? Lots of different test methods have been developed for that. You can use them to identify applicants' motivations, talents, ambitions and competences as well as their skills. This can help you make the right decision. 

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If you reject applicants, as an employer you can use that moment to ask for feedback from the applicants who went for an interview.

TIP 4. Ask for feedback 

When you reject applicants, they often ask for feedback afterwards. Why didn't I make it? They can then take that into account at their next job interview. As an employer, you can also use that moment to ask for feedback from the applicants who have been to an interview. That can give you valuable tips, for instance on how to organise the application process. 

TIP 5. Set realistic requirements 

When reading some job ads, it is actually already clear that the search for a needle in a haystack is going to be difficult. Recruiters often have years of experience in the field of recruitment and selection, and your company's HR officer often also knows exactly who is wanted for which position. As a result, a suitable candidate can be found for every vacancy - even if a candidate may not initially fit the job description exactly. A good match with the company itself is often already step one. Remember that many skills can be learned. Therefore, make sure you do not set too high requirements in the vacancy text so that you do not exclude candidates beforehand.

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