The combination of a strong employer brand, the right channels, and a people-oriented approach ensures the best result.
Recruiting staff can be quite a challenge. Good candidates are off the market, competition is high, and job seekers' expectations are rapidly changing. However, with the right approach, you can make a difference as an employer. In this blog, we share practical tips, clever strategies, and inspiring examples to strengthen your recruitment process.
What is staffing and why is it particularly challenging now?
Recruiting staff means finding, attracting, and selecting suitable candidates for open positions. That sounds simple, but nowadays it is becoming increasingly complex. Candidates have higher demands regarding work-life balance, employers are competing for the same talent, and legislation and regulations are continuously changing. This requires a thoughtful and people-oriented approach.
The basics of effective recruitment
Determine your staffing needs and job profile
Successful recruitment starts with a clear understanding of what you're looking for in a candidate. Create a job profile that not only describes the required skills and experience but also fits your organisational culture. Ensure the job description is clear, attractive, inclusive, and realistic.
Strategic manpower planning
Look beyond today. By thinking ahead about future staffing needs, you can recruit more purposefully and prevent mismatches. Strategic planning helps you link recruitment to your business goals.
Your employer brand (employer branding)
A strong employer brand attracts talent. Show who you are, what you care about, and what you have to offer. Think about your culture, values, growth opportunities, and secondary employment conditions. Authentic communication is essential here.
Different ways to recruit staff
Internal recruitment: bring in talent
Look internally first. Consider promotions, horizontal transfers, or referrals. The benefits? Employees know your organisation, often stay longer, save time, and are cost-effective.
External recruitment: the world outside your organisation
When internal recruitment isn't an option, you can recruit externally through job boards, social media, networks, or agencies. Make sure your message stands out and resonates with your target audience.
Direct and indirect recruitment strategies
- Direct: actively approaching candidates (e.g., via LinkedIn).
- Indirect: ensuring candidates find you (e.g., through employer branding or events).
The most effective recruitment channels and tactics
Online recruitment channels
- Careers page: attractive and user-friendly.
- LinkedIn: active and passive sourcing.
- Social media: reach younger audiences via Instagram, TikTok, Facebook.
- Job boards: general and niche platforms.
Creative and original recruitment techniques
- Open hiring: without CV or interview.
- Referral programmes: employees as ambassadors.
- Open days & events: get to know each other in real life.
- Collaboration with education: internships and graduation projects.
- Video: job videos and vlogs.
- Gamification: game elements like escape rooms.
Offline recruitment actions
- Career fairs, such as the National Career Fair.
- Local advertisements.
- Networking events.
- Collaborations with local organisations.
Reaching special target groups
- Over 50s.
- Career switchers.
- People distanced from the labour market.
- International talent.
- Diverse & inclusive staff (e.g., via UWV Employer Service Point).
Help from external parties
Consider recruitment and selection agencies, employment agencies, RPOs, or headhunters. Particularly useful for specialist roles or when you need to act quickly.
The recruitment and selection process: from application to appointment
Writing a compelling job description
Make it concrete and attractive. Mention not only requirements but also what you have to offer. Let your culture and values shine through. A clear and engaging job description is important, whether recruiting for payroll staff or interim professionals.
The interview and selection
Use various methods such as interviews, case studies, or tests. Be transparent and honest in your assessment.
Engaging and retaining the candidate
A good onboarding and engagement from day one are crucial. Ensure a positive experience and invest in retaining talent.
Trends and the future of recruitment
The role of technology (AI, ATS)
AI and smart systems assist in finding, screening, and selecting candidates. They make the process faster and more objective.
Flexibility and hybrid working
Candidates expect flexibility. Consider home working, flexible hours, and hybrid models. Keep this in mind in your recruitment strategy.
What are the most effective strategies for recruiting staff?
How can I quickly find staff in the current job market?
Use referral programmes, collaborate with agencies and focus on speed and clarity in your process.
What is the average cost of recruitment?
That varies per job vacancy and depends on the resources you use.
Conclusion: Successful recruitment is an ongoing process
Recruitment doesn't stop with posting a job vacancy. It is an ongoing process of planning, communicating, selecting, and retaining. Those who continue to develop and adapt to the market remain attractive to talent.
Need help with recruiting staff?
Curious about how you can still attract the right people in the current job market? We've done the research for you. In our latest blog, we share insights, trends, and practical tips to find staff effectively, even when supply is limited.