Let’s be honest. It feels great to kick off 2024 with ambitious goals—resolutions to do things right, and a little better than before. And isn’t that what we want for our organization too? With these 5 resolutions, you can set the stage for an inclusive 2024.

1 Make job profiles focused on competencies

Forget old-fashioned profiles with rigid requirements. In 2024, job profiles should be based solely on competencies. Competencies show what someone can do and how they do it. By focusing on competencies instead of strict requirements, you create room for diverse individuals with different backgrounds. This fosters an inclusive work environment. Competency-based profiles give candidates the chance to demonstrate their abilities, even if they don’t meet the traditional job requirements.

2 Use objective selection methods

If you choose competency-based profiles, it might also be time to review your selection methods. Are you still recruiting with an old-fashioned CV and cover letter? Time for innovation! Could open hiring be something for you? Open hiring means a recruitment process without a traditional application procedure. It works on a first-come, first-served basis. The organization sets no requirements for candidates; instead, the candidate determines whether they are suitable. The Municipality of Zoetermeer recently became the first municipality to pilot open hiring for office positions. A playful experiment that not only attracts potential talent but also positions them as an attractive employer.

Still find open hiring a bit too daring? Or do some positions in your organization simply require specific degrees or competencies? Then start smaller. With Recrout’s software, we determine the best match(es) based on your input.

3 Invest in your (future) employees

You can learn to invest. You’ve spoken with an interesting candidate or had a great conversation with an employee about an open position. There’s just one catch: they lack the necessary certificate or required degree. Think outside the box and invest in your employees. Today’s job market demands creativity. Retain talent and engage them with your organization—or even better, turn them into ambassadors.

By offering a course or training, you convey a clear message. You show your (future) employee that you value them and are willing to invest in their future. This greatly increases the likelihood that the employee will want to invest in a long-term relationship with you as an employer—or even better, share with their friends or on social media why you’re such an awesome employer. 

4 Make mistakes. Dare to evaluate and reflect.

Where work is done, chips will fall—especially when you take risks and dare to try. Making a (judgment) mistake is not a big deal. What matters much more is how you handle it afterward. The same applies to your competency-based selection process. Engage in conversations with employees and managers: does the chosen candidate lack the right competencies, or do the required competencies need adjusting? Keep the dialogue going and make adjustments where necessary. This way, you continuously fine-tune your selection process. 

5 Look for candidates off the beaten path.

Nowadays, almost every (medium to large) organization has a “careers” website, and recruiters scour LinkedIn profiles and job boards. Is the need truly urgent and immediate? Then agencies are brought in to provide (temporary) support. But what if that doesn’t work? Dare to think outside the box. Look for candidates in places you might not immediately consider. For example, have conversations with people who face barriers to the labor market. You might meet someone who, with a little support, becomes a top performer—regardless of their background. Or focus on a referral program, encouraging colleagues to recommend potential new hires. If they identify a suitable candidate, there’s a nice reward waiting. Be willing to take risks and invest, and trust your employees’ judgment.

Looking for more creativity? We love that! At Recrout, we’re happy to brainstorm with you. Feel free to get in touch for a no-obligation meeting.