Recruitment: How to find the best candidate for your vacancy?
by Nancy Bax, on Nov 9, 2020 4:50:53 PM
The way employees are being recruited has changed a lot over the last years. It seems that the digitalized world has taken over the way vacancies are published and how candidates apply to them. As with any change the question is: Is all this an improvement?
What we observe is that when using digital platforms candidates sometimes respond to a vacancy not knowing exactly to what organisation or vacancy they are applying to. They often copy paste standard text modules or old documents. And they focus on themselves instead of making a link to the job profile and the company they apply to. This means that digital letters and CV’s are no guarantee for quality although they have some advantages like arriving quicker and being easier to read and store.
As employer we do not want candidates who are just looking for “a” job. We look for people who have the ambition to work at Krauthammer because they see a fit between their personality, talents and ambitions and our organisation, culture and services.
So what are we doing to find great talents? Here some of our focus points which can help you finding your best fit:
1. Employer Branding
It is key that your brand name is known in the target group you are aiming for. If you want to enlarge your brand name for example within the group of university students and graduates, it seems obvious to make use of digital options as Facebook, LinkedIn and local stars as Xing in Germany. In addition, there are more and more websites focusing on those groups. In the Netherlands and the UK there is the platform Magnet.me which gives the opportunity to companies to connect with them and to create followers. 60% of the students in The Netherlands have such a profile and with that you have a network of potential future colleagues and/or clients.
2. A spot on job profile
Before launching an ad we invest time in building up the job profile. It is based on the core activities and responsibilities of the role, the required educational level, expected years of experience plus the required level of foreign languages, computer skills as well as a further competences needed. Once we have completed the job profile we translate it into an appealing though realistic advertisement.
3. The right digital platform
With open positions in different countries we have to find for each country and position the right platforms for an ad placement. There are professional platforms that have the expertise to advise you on the best fitting websites for every specific vacancy. This helps to finally receive applications from the “right” candidates and saves you time.
4. Stick to your criteria!
Select candidates while sticking to the hard and soft criteria you set in the job profile. Make sure to stay focused on your profile and not to get lost by enthusiastic reactions of candidates who actually do not fit your profile.
5. Alternative tools to recruit
For some positions we ask candidates to send in a video pitch instead of (or next to) a motivation letter. This is a fresh approach and gives a brief insight into the candidates’ personality and professional presentation.
Using assessments as a part of the recruitment process is nothing new. However, assessing all candidates in a group assessment with (team) exercises and/or business cases focusing on the organisation and actual tasks and responsibilities can be of added value. Next to that it is also a great learning experience for the candidates which hopefully leave the Krauthammer assessment with a very good impression.
Answering the question: Is this an improvement? Working with the focus points over the last years has provided us with the new and talented colleagues we were looking for. As with many projects a thorough preparation is everything and gives you a solid basis for the long(er)term. Using the right digitalized tools and platform can indeed be an improvement.