Bureau Voortekst: don't just look at the EVP ( Employer Value Proposition ), but also look at the JVP ( Job Value Proposition ). What makes this specific job so attractive to a new employee?
Grassgreener Europe: the added value of recruitment is in the selection, not (only) in the recruitment. First serious testing and then further in procedure (there is a complete method behind this to get the right man/woman in the right place).
Talent Peaks: research people analytics . Knowing exactly where your target group comes from and how they can move is an important pillar in recruitment.
The Next Crowd (client): look at target groups that graduated in a field of study with few job opportunities and focus your marketing on that.
2. Technique
Fortunately, the development of technical innovations does not stand still in the beautiful landscape of recruitment.
Virtual reality
Various companies are experimenting with virtual reality in recruitment. Sent home in a kit, or looking at a job fair to see what it is like to work on the floor at the employer. For example, Alliander and ING have successfully recruited using VR.
Also read: 10 reasons why your company is not hiring new people
VR is also already being used to train the hiring operation (how do you conduct good conversations for hiring managers?). I expect that VR is still in its infancy for the recruitment world and that augmented reality will also seriously enter our world.
virtual reality
Gamification
In the recruitment world, gamification means using a (mini) game in both the recruitment and selection procedure. With various games, you can appeal to specific target groups particularly well and select potential candidates seriously. For example, developers are often offered a ' crack the code ' game to see what kind of meat a company has in the tub.
Dashboarding
Not really implemented in detail yet, but an korea telegram data idea: share your recruitment data with your target group. Give your applicant an honest dashboard with the most important insights of data that are relevant to him or her.
How many vacancies does the company have (per department)?
How many vacancies were filled this year (per department)?
What is the average turnover (per department)?
How long does the average application process take (per department)?
How many different positions do most people hold within the company?
How quickly do most colleagues who start in your position get promoted?
Of course, that means exposing your buttocks! But: respect if you dare.
Chatbot
I've written about it before and I'm a fan. A good recruitment chatbot on your 'Working at' site. Why? Simple, a chatbot communicates with your target group 7 days a week, 24 hours a day. A flesh and blood recruiter chats live no more than 40 hours a week. That's why! A chatbot demonstrably increases the conversion of the number of applicants.