Five steps for a successful recruitment process | Undutchables

Five steps for a successful recruitment process

Categorie: Business

Five steps for a successful recruitment process

A recruitment process requires a lot of resources; both in time and money, and there are many steps that need to be right. As a recruitment partner for international and national recruitment, we are happy to share some of our recruitment tips!

Define what you need before you start recruiting

The first thing you need to do to get a good recruitment process is to make a clear planning. Define what you need for a person based on what the role, team, and organization look like. What does it take to be the right person for the job and what skills are needed? Also decide whether the person should be a senior, a junior, or what knowledge is needed, but above all, what the person it should be to be a fit in the team. Think about what skills and personality you need to complement to achieve your long-term goals.

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Include your organization's strategy in the recruitment process

The organization's long-term strategy is relevant for all recruitments made. It is important to think about what it looks like several years in the future and how your business will develop. Who will retire, are there any planned parental leaves or any planned mergers?

Work with search the right way

To find the right kind of candidates, you need to think about where your target group is. What skills are you looking for and in what channels are those people to be found? Remember that having many candidates in the selection process does not mean that you have a better chance of finding the right one. Quality is more important than quantity when it comes to recruitment processes. How you formulate the requirement profile and what tonality and language are used in the job description will also affect who applies on the job advertisement.

Invest in an objective selection process

In order to find the right person for the job, it is important to make a neutral and conscious selection. Feel free to let more than one person review the applications. In the first screening, you can check on relevant education, experience, possible language skills, and practicalities as a place of residence if it is important. The second selection should be more about personality, skills, abilities, and development potential.

Make everyone in the recruitment process aware of what they call unconscious bias, i.e. preconceptions, so as not to let it stand in the way of attracting the right talent. During the recruitment process, it can be a good idea to let the candidate meet several colleagues – for example, a person from HR, the nearest manager, and a colleague. This gives you a more diverse picture of what the candidate is like as a person. Depending on the role, you can choose to do one or more interviews – many people do the first interview on the phone and then a more in-depth interview in a personal meeting (if possible due to Covid etc)

Always reconnect

Feedback is important, including to the candidates being screened. Keep in mind that there is always one person behind each application, who has chosen to apply for a position at your company. The worst thing a candidate can hear from a recruiter or company is not hearing anything at all. So, always inform the applicants about what the recruitment process looks like, and reconnect with everyone, even those who do not move forward. Then you as a company gain credibility in the long run! Remember, calling a candidate back to tell them there is no news (or a rejection) IS news to the candidate.

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