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5 Tips for Recruitment During a Recession

Is it easier to find good employees during a recession? Expert Jolanda Salari doesn't think so. Recruitment and selection have become almost an art because of the enormous range. Five tips for finding that suitable candidate.

1. Write a catchy but realistic vacancy text

Provide a catchy job description and put a realistic job title above it. You don't call an administrative employee a controller. That creates the wrong expectations and leads to unnecessary reactions that you can't do much with.

2. Spread the vacancy through the right channels

Then post the vacancy through job sites, social networks or print media. The first two options are fast and relatively cheap, but mainly reach the actively seeking candidate. If you also want to appeal to people who aren't actively looking for a job, go for an advertisement in a trade journal or newspaper. A small advertisement with a reference to the online vacancy is sufficient.

3. Clearly formulate your requirements and wishes

Clearly state your requirements and wishes for the position. This not only saves time in the first selection round, but also helps if you have to reject candidates. You give a business card with a good and well-founded rejection. A good example is Movacolor from Sneek. Just look at the rejection email that this company sent to applicants. Many companies can take an example of this.

4. Use the STAR method

The real work actually only starts afterwards. A good job interview requires thorough preparation of all involved. So make sure you have the questions ready in advance and hold the interview based on the STAR method. That means that during the interview you ask for concrete examples of behavior. You get a balanced picture of the applicant.

5. Allow plenty of time for a good first impression

Count on one hour per conversation, which is often sufficient for a good first impression. Please note that well-prepared candidates will not mislead you. Selecting a training objectively on competencies can help you with this. An assessment is also useful if you want to know for sure what kind of meat you have in the tub. This also gives you a good picture of the development opportunities of your candidates.

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