Exciting! You are going on a talent hunt and taking the first steps to hire a new employee. This depends on a good recruitment process. Super fun and we also understand that it can be overwhelming. To get you started, we've listed the most important stages for you. The key is to first get the recruitment process straight and then zoom in on the recruitment profile you're looking for. 

The three steps for a good recruitment process

The first step: preparing the job posting

Because, of course, you don't want the person applying to have to then wait for you to get your act together.

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The most important step is to decide who will be involved in the recruitment process and when: who will be on the hiring team, or in other words, who will do the selection and interviews? Also check to see if similar vacancies have been open before. Perhaps there were people who applied who did not fit (well enough) at that time, but did fit in this vacancy. Especially throw a ball around in the teams, because you never know if someone will make a switch. In this phase, you will also look at where you want to place the vacancy. It is useful to do a (small) market research on which platform your target group can be found. And throw it into your network, via via works very well (and fast). If it does not immediately storm when the vacancy is online, you can always actively approach people. This can be done side by side, depending on the urgency of the position. 

Need help finding people? Feel free to contact one of our recruiters. Or read the blog here: 'Avoid bias and embrace a structured interview process for successful recruitment'

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The second step: applicants! Now what?

You can start with a short telephone conversation to check whether there is indeed a click. If someone really has a perfect profile you can skip this step, but our experience shows that such a conversation gives a lot of information whether there is a click on core values/culture (Want to know more about your own core values? Find out what your core values are in 3 steps ). Then it is time for the first interview with the hiring team. Here it is important that they assess as objectively as possible. You can prepare this well. (For inspiration, we wrote a LinkedIn post about this earlier). After this interview, a second interview can follow. In this interview you can introduce the candidate to a team member (if all goes well, you already discussed this in the first phase). Another common option is to have the candidate take an assessment or personality test, depending on the position and the needs in the team.

Listen to the Werkprofessor podcast with recruitment expert Aaltje Vincent 'Masterful job posting' here and find out what the power of a unique job posting is.

The third step: making an offer

This is an important step in the recruitment process, as it is the beginning of the onboarding process and thus creates someone's first (real) impression of the company (for inspiration: see our blog on engaging and captivating your talent). If the onboarding is sloppy, it is more likely that your new talent will not stay very long.

Read the blog here: 'Onboarding: a flying start for your new employee'.

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What should a recruitment process do without a recruitment profile

A recruitment process stands or falls with a good recruitment profile. What belongs in a good profile and when is the profile 'good'? We have some tips and tricks for you! Want to know more? Then take a look here!

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‍What you can pay attention to anyway when writing and a good recruitment profile are the following points:

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• Use 3-5 skills that boost productivity
• Be creative in design - so that people with different backgrounds or education also apply.
• Don't get too hung up on experience and knowledge, because you can build that.
• See if you can automate something in the current function that might require 1 person instead of 2.

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But what does a good profile say. The tasks are often easy to describe, which is nice and concrete and visible. The personal elements you are looking for are often more difficult to describe. Because what do you really need? Before you start talking to candidates, it is important that you know what your team currently needs. Watch a short clip from Wendy van Ierschot's Masterclass Scale-ups & Downs here. 

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Common personal elements within scale-ups are learning ability, adaptive, connection, feedback and learning attitude. These elements drive action and growth for your company. You can question candidates on these during the recruitment process, but you can also have them take a personality test, which gives you insight into the potential employee's character and preferences. That way, you can see if someone fits into the team composition (complements it) and if they would live up to the core values. 

These are the most important parts of writing a profile. Would you like to spar about a good profile or are you not getting there. Then contact us soon. We are happy to think along with you.