1. Niche Recruiters
Talent is becoming increasingly scarce, but unusual professions are also on the rise. This has to do with automation and the emergence of new technologies. Think, for example, of a Drone pilot, Cyber Security Specialist, or a Blockchain Developer. Have you heard about any of these five years ago? This is the ultimate challenge for the niche recruiter of the future in the Netherlands.
Chatbots are slowly and increasingly conquering our recruitment world. Do not panic, this is going to bring many benefits. Chatbots on your website are available 24/7 to offer help. They can help a visitor who clicks around to ask specific questions about a suitable vacancy, which can mean a huge improvement in the customer experience. Chatbots take nasty administrative chores out of the hands of the recruiter so that there is time left for what really matters: personal contact.
3. Social Recruiting
The millennials will take the first steps towards the labour market. A generation that grew up with all the comforts of the internet and where social life mainly plays online. Cliché: as a company you have to be present at the...
How to Be Wanted by Recruiters
In the stressful business of applying for jobs, recruiters are often the primary gateway to getting the position. Winning them over has many elements, and each one takes some unpacking before you have a strategy that will work. A good CV is an essential part of that strategy, but it is not the only one. Your personal brand, your education, your work experience and even your values all factor into how recruiters view you as a potential candidate.
Recruiters are people too. They are there to find candidates for jobs, not jobs for candidates. This distinction means recruiters are put under pressure to deliver high-quality candidates for their clients. Their credibility rests essentially on being very selective, as their choice should be worth the risk of putting the relationship between client and recruiter on the line.
All this means recruiters are looking for particular skills or industry experience that a business does not have the resources to find on its own. Which, in turn, means that appealing to recruiters requires paying attention to the following criteria. These include, but are not limited to, specific industry experience, current and demonstrated technical and/or other relevant skills,...
SPOUSE | PARTNER CAREER SUPPORT in the Netherlands
Why Partner Employment is a Key Issue for Company's Hiring Expats
Why should partner| Spouse employment be a key issue for international employers looking to hire overseas applicants into their business? Well, according to a unique study by the Permits Foundation, titled the International Survey of Expatriate Spouses and Partners, 60% of the global workforce would be 'unlikely to relocate to a country where it is difficult for their partner or spouse to find work'. This was a very expansive study, which took in the views of 3,300 expatriate spouses and partners from 122 nationalities working in 117 host countries.
Therefore, this study deserves to be taken very seriously by international employers and recruiters, because if employers can somehow make it easier for partners to get employment, then their company will become more attractive to international jobseekers. This means you may have an edge over your competition and may find it easier to attract top international talent for your hardest to fill roles.
Partners of expats want to work but struggle to find work
The study also highlighted the extent to which partners of expatriates were failing to find employment when in...
In business, diversity management is finding the best practice to create and maintain a diverse and inclusive workplace that, in turn, can benefit from a wide range of experiences and talents. Benefitting from diversity is especially important for corporations that wish to succeed in a global market. As Malcolm Forbes said: “diversity is the art of thinking independently together.”
Diversity is not merely about being inclusive of different races and genders within a business, but about making the most of a team with different cultural backgrounds, beliefs, experiences and business methods. Successful diversity management should embrace the individuality of a business team, rather than merely tolerate it. One trap that some businesses tend to fall into is to focus too much on the HR initiative of diversity, instead of making a genuine effort to embrace diversity within a company’s working culture. Rohini Anand, chief diversity officer of Sodexo, a French food and facilities management company, claims that diversity is all about talent and responding to customer needs in a more holistic way.
Creating an environment that makes way for unique ideas also paves the way for better innovation. This is something that many technology companies...
Human resource strategy is about the HR department having a proactive role in the organization’s employees, so that the employees have the necessary tools and attitudes to help them align with the organization’s vision.
The modern organization cannot work without HR Management. And good HR Management is always based on the underlying HR Strategy. Generally, HR Strategy is a roadmap of HR, as it allows the HR department to find the right strategies to adopt, and so assures top management that employees are on the right path with the direction they have laid out. Essentially, HR Strategy is groundwork for an organization’s success.
HR strategies set out what the organization intends to do about the different aspects of its human resource management policies and practices. Dyer and Reeves (1995) describes HR strategy as “internally consistent bundles of human resource practices.” In other words they are the practices that the HR expects employees to follow to achieve the results that top management desires. And Boxall (1996) explains that they provide a framework of critical ends and means. It is clear that HR strategy acts as a roadmap by HR for employees to function smoothly within the organization, all working towards certain...
Talent acquisition has always been a big challenge for companies. Deciding on the best method to recruit the right people has been a major headache for HR departments around the world. From making use of networks to verifying references, all on a budget and with deadlines, recruitment efficiency has always been at a premium. Software companies have tried to adjust their products, including recruitment software, for these markets. SelectHub provides a comprehensive guide for HRM (Human Resources Management) software. Examples include...
With the rising competition due to globalization and the necessity to cut down costs in order to get a competitive advantage, a key to a successful business is the ability to find a balance between short-term and long-term employees. This might be essential for surviving, and at the same time, for satisfying employees’ needs.
Even though the Dutch economy is very stable and strong compared to other countries, companies have to be aware of possible changes in the market. Businesses have an obligation to their employees to take into consideration what would happen if a situation changes: can the company have many workers with long-term or permanent contracts, or would the business crash as a result?
Why is it beneficial to give a short-term contract?
Short-term contacts can come in handy especially for small businesses or companies that are dependent on seasonal demand. For example, if the company is selling strawberries, they need extra people during the period of strawberry picking. Having a worker with a permanent contract would mean that they have to pay a salary to him/her for the whole year instead of a few months. Likewise, when there is a need of an extra employee for one...
Some advantages of using HR analytics include:
Increasing accuracy of hiring decisions - Better decisions can be made based on the historical data used in HR analytics. If the HR analytics tool works effectively, an organisation can decide on the best candidate to hire using the historical data. Mistakes are easily prevented especially with regards to hiring or firing, since recruiters can learn more about candidates through online resume databases, applications, social media profiles and so on, to see if they are a good fit or if they are no longer useful to the...
Linda is a professional with whom you’ll have the right click from the start. She is conscientious about delivering based on your expectations. With her guidance you’ll be able to look at yourself from a bird’s eye view and discover with precision what is most valuable from your past experience for your future career.
I would like to thank you for your great job to make my CV presentable and truly reflecting my knowledge and experience.
With your highly professional advices and support I felt more confident and eventually I got a job.