Recruitment projects: four developments

Over the past six months, HROffice has worked hard on several recruitment projects for national and international clients. While each of these projects has its own unique recruitment issues, we did notice four developments that they had in common. Want to know what those developments were? Niels Broerse, business unit manager for HROffice Recruitment, looks back.

Dynamic, appealing, and informative career sites

‘The new generation of job-seekers are not looking for a lifelong career. This makes it even more important to convince candidates to work for an organization. This target group is looking for an environment where they can learn and make a real contribution. A career website is the perfect way to show candidates who you are and what you stand for as a company. It’s also the perfect way to combine and communicate all activities in one location. If you’re worried about costs, don’t be! In practice, the actual investment is not so high at all. This is one of the reasons why career websites are gaining in popularity. In addition to contributing to the employer brand, it also significantly improves the application experience. You can convince potential candidates to apply by adding a logical structure, clear call-to-action buttons, and appealing photos.

User-friendly ATS with a good application experience

‘The aforementioned application experience also plays an important role in recruitment systems. Recruitment software offers several solutions to streamline the application process.’

‘But that’s not all! An ATS gives companies an instant overview of all open vacancies, all applicants, and the application phase they are currently in. These days, software is about more than just vacancy and candidate management; several innovative integrations also focus on the quality of candidates. This helps to create an efficient recruitment process that can save recruiters a lot of time and money! Other advantages of a recruitment system include:

The best conversion ads on social media

‘Drafting a vacancy text is one thing – getting the right target group to see it is something else entirely. Job marketing is a common technique that draws on a recruiter’s market knowledge. Successful recruitment campaigns increasingly combine vacancy websites and social media in both active and latent attempts to reach jobseekers. Social media recruitment can be used in different ways, in combination with a recruitment system.’

Identifying your candidates

‘More and more employers are switching to an online application process that includes video vacancies, video pitches, and video applications. This approach injects a bit of personality into the selection process at an early stage. Not leaving the first impression to the on-site job interview means you can make a more informed decision earlier on in the selection process. Clients that currently use video applications still meet candidates in real life, just at the end of the process and with more suitable candidates. Do you have a hard time selecting the right candidate for the job? Do you find the pre-selection process time-consuming? Do you want to lower your recruitment costs, improve your time-to-hire, and give your candidates a better application experience? If so, start using video applications!’