During real conversations, you often find that rare, exceptional candidate. Yet too often, that meeting fades into obscurity — and that’s the end of it. A shame, because it’s precisely those informal conversations that form the foundation of a sustainable, long-term match.
A team may look perfectly balanced on paper, but in practice, it just doesn’t click. As a recruiter, you are expected to know which levers to pull… but how do you actually do that?
An objective and efficient recruitment process with the help of a competency-driven ATS. Sounds good, right? Every recruiter knows it: the search for “the perfect candidate” often gets stuck in endless meetings.
Hoewel we erg fan zijn van serieuze business games of de situationele games die bijvoorbeeld door de Politie en Brandweer worden ingezet om hun kandidaten te testen in het omgaan met allerlei “echte” werksituaties, worden we niet vrolijk van het idee om professionals op te zadelen met ballonnetjes opblazen.
In the dynamic world of recruitment, companies are constantly looking for effective ways to attract the right talent. In the past, businesses often relied on CVs and recruiters’ intuition when selecting candidates. Increasingly, there is a shift toward competency-based recruitment. Not convinced yet? Here are five reasons why competency-based recruitment is a valuable addition to your hiring process.
