The structural scarcity in the job market over the past years has shown that employee retention and recruiting both permanent and temporary staff are top priorities for organisations. Furthermore, in the coming years, a large group of baby boomers will reach retirement age, affecting the size of the workforce. Organisations must now develop strategies to […]
Unsure about investing in recruitment technology? Read More »
During these times of scarcity, the focus on workforce development increases and organisations invest more time and money in improving in this area. But what is workforce development in essence, what are important prerequisites, what does it look like and what is the impact on your recruitment? Workforce development refers to the process of enhancing
Workforce development: Investments pay off! Read More »
The increasing importance of marketing tactics in recruitment has had a significant impact on the role of recruiters. Next to the more traditional elements like sourcing, interviewing, assessing, contract negotiations and last but not least administration, marketing is becoming more and more core business. Below a number of marketing related elements in today’s recruitment: Building
7 key elements of marketing in a recruiter’s role! Read More »
Good quality employees are the company’s core asset. Many business leaders experience this on a daily basis. That’s why it is crucial to have the best people. Hiring high-quality employees increases the likelihood of overall better growth and a solid foundation. With a solid foundation the organisation can deal better with setbacks and headwinds than
10 reasons to outsource recruitment Read More »
HR and Procurement often demonstrate the best intentions and efforts to facilitate, manage and structure the hiring of talent. Despite this, getting the buy-in from hiring managers can be a struggle. The designed solutions to attract, identify and recruit talent aren’t always the way hiring managers like or expect them to be. We often see
How to engage hiring managers in your recruitment solution; 7 considerations Read More »
The classification of workers in today’s ever-changing employment landscape is no easy task. It can often be difficult to identify the difference between the legal classification of a sole trader and a gig or an independent worker, for example. Knowing who in the supply chain is responsible for what when it comes to determining the
External worker classification key for your talent strategy! Read More »
Only a couple of decades ago, a job was clearly defined, both in terms of expectations and the skill set that was required to fulfil the role. In recent years, technology and accelerating innovation have led to changes that require a more flexible approach to the way we work and more specifically to employment. This
Lose job profiles, choose flexible skills sets Read More »
In the past and still today organisations separate their activities, selection processes, their value propositions and their investments in talent engagement by the different types of contractual relationships they have with their workers. A temporary worker may have a different experience of their introduction, perceived value and reward from a company than a permanent worker
Talent is Talent – so why treat them differently? Read More »
Attracting and retaining employees with a Target Group Value Proposition (TGVP) approach. The shortage in the labour market continues and the recruitment world is upside down. There have never been so many vacancies for recruiters. And attracting and retaining talent is a high priority on many HR agenda’s. The workload is large and the active
Is your Employee Value Proposition already target group specific? Read More »
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