What recruitment process should you look at implementing to ensure you are attracting and retaining the right candidates to help grow and sustain your business?
This question could not be more topical than it is today.
Candidates are seeking quality of life from their employment, no longer accepting the working conditions pre-2020; the “great resignation” is not a myth, but a fast-growing worldwide reality that is being fuelled by the choice available on the open market.
The continuous job vacancy growth over the past six years for the Netherlands market has been recorded across all sectors.
"The number of new vacancies subsequently rose by 400,000 to 1.4 million in 2021, reaching the highest level ever recorded. The increase was visible in all occupational classes. This is evident from new labour market figures which have been released by Statistics Netherlands (CBS)." Source: https://www.cbs.nl/en-gb/news/2022/23/more-new-vacancies-in-2021-for-all-occupations
Candidates in the Dutch market know they are in a strong position to demand a great work-life balance, choosing organisations demonstrating strong ethics and morals, inclusive directives, and clear corporate policies.
Many Netherlands based organisations offer attractive packages with education stipends and reduced hours to ensure they attract the best candidates on the market.
It is imperative for organisations to address these fundamentals, not only to attract the right level candidates, but to develop and retain your workforce to ensure growth and future success.
Do you consider your workforce your strongest asset?
Once you have addressed your internal structure to promote your organisation, you should also consider reviewing your hiring processes. Is it robust, efficient, or even fit for purpose?
Efficiency is key. Long recruitment/interview processes with multiple testing and difficult panel scenarios can hold a negative impact on your next generation workforce. It’s important to keep momentum of the interview process to ensure a successful outcome.
We hear from many candidates who have entered a difficult recruitment process and cited they have felt “stressed”, “under pressure”, “unable to deliver” and “de-valued”.
Competitors with quick, fluid decision-making processes are often the most successful in attracting and identifying the right level talent.
This hiring process is not just about an organisation considering the suitability of a candidate, but also the candidate considering the suitability of the organisation.
Deliver an opportunity that is going to be well received; first impressions really do count:
- Write a job description that accurately reflects your hiring needs. Make it realistic and competitive, not only within the external market, but also with your internal structure.
- Highlight and promote your organisation’s internal policies.
- Define a robust recruitment process, which covers the process from application/interview to offer within a succinct timeframe.
- Provide clear feedback to all engaged with the process, even those you don’t wish to offer; negative feedback can impact the reputation of your organisation for future hiring.
- Make the hiring process enjoyable for all parties.
Growing your reputation in the market will enhance your credibility and attractiveness to invite and retain the future generation workforce you are seeking.
For more support and guidance in streamlining your hiring process, EMEA Recruitment can provide advice on delivering a robust process. If you are interested in finding out more or have any further questions please reach out to Ali Cawley.