Made in Heaven

24/03/2023

ENJOY THE WEEKEND

17/03/2023

02/02/2023

02/01/2023

and

22/12/2022

Beste ,

Je huidige opdracht bijna ten einde?
Nog geen zicht op een nieuwe opdracht?
ZIN IN EEN OPDRACHT TOT EIND 2023? 🔥

Lees dan beslist verder. We zoeken DRINGEND naar jou ⁉

AZURE, AWS, ITIL, AGILE Development zijn je niet vreemd. Meer nog, je KENT er niet alleen iets van, je KAN er ook iets van.
Je stuurt al eens een team aan, met product management en marketing kan je goed overweg.

Is bovenstaand geheel of gedeeltelijk op jou van toepassing, neem dan asap contact op. We zijn DRINGEND naar jou op zoek! Reageer beter vandaag dan morgen.

21/12/2022

WANTED – DIGITAL MARKETEER

⌧ Available full year 2023
⌧ Experience with google analytics, FB Creator, hotjar …
⌧Experience social media planning
⌧ Experience with low involvement products and services
⌧ Experience in dealing with agencies

Are you ticking all the boxes above? Let’s talk.

15/12/2022

Waarom krijg je niet de CV's die je verdient?

Wij zoeken het voor je uit! Gratis🥳

Hoe? Simpel. Laat je company url achter in een comment. Of stuur je url via een DM. Wij doen de rest.

Je krijgt van ons een compleet rapport met de staat van je employer brand en branding.

Golden opportunity dus. Mis ze niet, reageer nu. It's free.

03/03/2022

🤔 HOW TO BE ATTRACTIVE TO CANDIDATES? 🤔

Many companies see their growth potential jeopardized by a lack of people.

What can one do?

Well, plenty 🤔

For ad hoc hiring’s,
♢ Keep your HIRING PROCEDURES as SHORT as possible
♢ Be honest, reliable, and TRANSPARENT on topics like salary and bonus schemes, but also on your points to improve
♢ Let candidates know and demonstrate that they can and will have IMPACT
♢ Avoid too much jargon or slang in your job ad
♢ Focus on the career journey
♢ Talk about the people in your company and what they achieve
♢ Play-up to the company’s ideals and purpose
♢ Install proper campaign management
♢ Look and test for small improvements:
o Is your location a USP?
o What is the best day to publish?
(note: research shows that most applications are done on Monday and Tuesday, and with people often taking some time to let it sink in Thursdays and Fridays seem to be the better days)?
o Experiment with putting an ‘end-date’ on your vacancy?

Always,
♢ Invest in EMPLOYEE AMBASSADORSHIP. Find out how they feel? What they regard as USP’s? Websites like Glassdoor can be a useful tool.
♢ Make RECRUITING A CONTINUOUS ACTIVITY, not ad hoc. That way, you will continuously improve your process and skills, you can build a TALENT POOL, your brand as a potential employer improves and you stay ahead of competition. Recruiting has become more and more a marketing function.
♢ GROW TALENT from within by offering mentoring and development opportunities
♢ Work out candidate or EMPLOYEE PERSONAS. Find out what makes them tick.
♢ Invest in your working environment and culture – do not underestimate the power of culture!
♢ Check out what competition is doing.

24/02/2022

💪 IMPROVE YOUR CANDIDATE JOURNEY TO WIN CANDIDATES 💪

Early on in my career as a salesperson and marketeer, we were trained and coached into several methods of finding and attracting prospects and customers - acronyms like AIDA (Attention, Interest, Desire, Attention) and SPIN (Situation, Problem, Implication, Need) helped us to identify different steps in the thought process of a potential buyer.

Nowadays, a lot of focus in sales and certainly marketing goes to the CUSTOMER JOURNEY. A potential customer buys your product or services usually after a – sometimes – lengthy process of thinking, evaluating, getting to know you and your product. On this journey he touches upon your product/service and company in different manners and environments. Each of those touchpoints can make the difference between a sale or not.

Recruiting, in fact, isn’t all that different from sales and marketing. Certainly today, in this candidate driven market. And like finding and attracting customers, techniques to do that should be applied in finding and attracting candidates.

If you're having trouble attracting the right candidates; if you feel the inflow of high caliber candidates is too low, it is worthwhile looking into your CANDIDATE JOURNEY. 🤔

As with a customer journey, start by mapping out all the different touchpoints a potential candidate can have with your company. Think off things like your website, social media posts and pages, a career fair, contact as a customer.user of your product or service. Try to find out which one of these are most valuable to candidates. You can start by asking it to current candidates or interviewing employees that recently started. Try to map out how you perform on these points, how others perform, figure out what candidates might be missing. Again, current candidates or recent joiners can help you. Look at what others are doing.

It is obvious that if your performance is regarded as poor on a touchpoint which is regarded as valuable, you should invest in this one.

Investing time to improve your candidate journey will pay off. You’ll quickly notice that it is worthwhile and leads to several improvement in the long run.
👉 The overall CANDIDATE EXPERIENCE goes up
👉 In the long run, it will help you to LOWER your COST and TIME of hiring
👉 in the long run, it will improve your overall EMPLOYER BRAND

The action to take isn't always the most expensive one, isn't always the most obvious one. Transparency and communication throughout the application process (what’s next, where are we, …) , for instance, is often cited by candidates as valuable and poorly managed by recruiters. These are not expensive, might be a bit time consuming but certainly worthwhile.

16/02/2022

03/02/2022

One-way video interviews: DO or DON'T?

!Meta-trend: One-way video interviews aka automated video interview aka asynchronous interview!

They are popping up, left and right, the automated video interviews in recruiting procedures.

How do you feel about them? We are interested to know your opinion and thoughts about them. Thanks🤙

👍 for a 'Yeah, why not' vote
😡 for a 'Hell no!!' vote.

A one-way video interview is a recorded interview. Usually at the start of the hiring process. Candidates get preselected interview questions, follow a prompt to answer and record. Once done, the video is send to the recruiter or employer for review.

👉A number of advantages are cited - both for the employer/recruiter as well as the candidate.
It saves time, no need for interview planning, it speeds up the initial recruiting process, it facilitates structured and like for like comparable interviews, it helps screening for deal breakers (such as language skills, presentation and communication skills, …). Candidates can rehearse, review their answers before sending, they can do it at ease, in their own time and place, it could eliminate stress.

👉However, quite a number of drawbacks are cited also. Also for both employer/recruiter as well as candidate. Hence this poll of course 🤪
Not all candidates like talking to a machine, risk of loosing the spontaneity and the added value of a question and answer session, it is regarded as impersonal, 'if they even want to spend 20min talking to me … i don't want to work there', could lead to more stress as candidates are focussed how they appear on screen rahter then on what they are saying.

So, do the advantages outweigh the disadvantages? Let's us know

Thanks for your vote!
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Thanks for your thoughts and comments below!
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