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4 Tips for finding the right candidate

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Find the perfect match

Finding the perfect match is a time consuming process. That is why you want this process to runas  efficiently, quickly and smoothly as possible. But how do you make sure you find the perfect match? In this article, we’ll give you four tips for finding and seducing the best candidate.

Determine your target group and gain (better) insight

If you think from the perspective of the target group’s wishes, it is much easier to attract the right candidate. With a clear analysis of your target group, you focus on what your ideal candidate finds important in a job. Think of education level, job title and desired work experience. To address the right people, you must also focus on your predefined target group. Where you can find your target group often strongly depends on the sector in which you are looking. You can easily specify your target group in three steps:

Specify:
While this step makes sense, it is often skipped. It is important that you specify who you want to target. After all, you cannot be of service to everyone. Your chance of success grows when you focus on a specific target group.

Segment:
You can segment the market on the basis of four pillars. This means that you divide the market into clear groups. You can segment your target group based on the following pillars:

  • Geographic: where are my candidates?
  • Demographic: What is the average age and gender of my candidates?
  • Socio-economic: what education did my candidates have, what is their income, desired profession?
  • Psychographic: what is the behavior of my candidates?

Analyze:
When analyzing the target group, you answer the following questions:

  • Who? Who are my potential candidates?
  • What? What do my potential candidates want to achieve?
  • Where? Where are my potential candidates located? Is that regional or spread across the country?
  • When? When do potential candidates apply?
  • Why? Why are potential candidates applying? Or why not?

Spend time on a good vacancy text

Be clear with your communication and provide a suitable vacancy text. Address the reader directly and use the language of your target group. When writing, keep in mind the ideal candidate from the target group that you determined in step 1.

A good vacancy starts with a good job title. Do not just copy the job title from the job profile, but consider carefully which job name your ideal candidate is looking for. For example, with Google Trends you can map various trends in the labor market. Based on these trends, you can see how popular the job title you are looking for is. Follow up your vacancy with a catchy intro. With this you immediately have and keep the reader’s attention. Also mention in the intro what makes this position unique for the candidate.

The job content is also important to articulate clearly. Do not use too many bullet points for this, but make it an ongoing story. State clearly what the candidate will do on a daily basis and what his or her responsibilities are. Do not forget to mention the working atmosphere in your vacancy text, but avoid the standard terms such as “nice” or “dynamic.”

Information about salary and fringe benefits should not be missing in your vacancy text. Many jobseekers drop out when this information is missing. So always state the salary, not only because it is one of the most important terms of employment, but also because it helps you attract the right candidates.

Collect relevant data

The labor market is constantly changing: whether it is the popularity of certain social media, Google for Jobs or changes in the economy. As a recruiter you always want to be able to respond to this as effectively as possible. By using relevant labor market data you gain insight into who the best candidate is, where you can find them and what they find important in a job. Once you have collected the data relevant to you, you can then respond to trends and developments in the labor market.

Labor market data answers questions such as “where in the Netherlands are the most marketers?” Or “in which job profiles are the greatest growth?”. But when it comes to labor market data, don’t just think of data relating to the potential candidate. For example, also research equivalent positions at your main competitors. What do they call the position, what words do they use and most importantly: what do they ask and offer the applicants. These insights make it possible for you to be as distinctive as possible from the competition.

Use video in your recruitment process

Although the use of video vacancies is nothing new, it is not very often used to recruit new employees. A shame, because video is a good way to convince your potential candidates. After all, an applicant gets an idea more quickly what kind of employer he or she has in front of him via a vacancy video.

By giving a look at the workplace, letting colleagues speak and conveying the atmosphere, the candidate can feel well whether or not he is a suitable match for your vacancy. On the other hand, it is also a good way for the recruiter to get to know the applicant well. For example, you could have the candidate send a short motivation by means of a video pitch. You can then make a better first selection.

And after that? Evaluate!

In order to find the best candidate, there are a number of points that you can take into account. With the help of various tools you can organize the recruitment process better and easier. This saves you time, helps you work more efficiently and increases the chance of success in a match. Have you finally found the ideal candidate? Then carefully evaluate how this process went. What about the number of registrations and who applied? Did the candidates all fit the requested profiles? All kinds of points that you can take with you to perhaps complete the next application even faster.

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