Intropage US

Your professional partner on the crucial recruitment process

Nowadays frictions on the Dutch labor market are felt especially on middle and higher level educated personnel. Although this shortage creates new hurdles in staffing your organization, new opportunities arise. New initiatives on printed media (e.g. 'Intermediair Starters' edition, 'HBO-krant' and 'Carp') are being published. The Internet often offers surprisingly fast, cheap and above all effective possibilities to target your future employees. Also important is the increased mobility in the group of well educated and experienced workers.

In today's labor market you prefer to do the important but hard process of recruiting and selecting personnel within your own organization. You and your Personnel Department are the ultimate insiders after all!

Yet, it can be difficult to get a clear image of the ideal profile of the new employee. Or on what aspects more or less margin could be accepted.

What requirements will and can the candidate bring on the terms on employment and fringe benefits? Training, personal coaching, career opportunities, working part time, sabbatical leaves, leased cars with an anti-skid course, laptops with wireless internet-connection, mobile WAP-phones, all kind of extra-salarial bonuses, employee benefit programs, time for the kids, pick-it-yourself employment terms, leave without pay to do that long wanted journey around the world ...

Can you offer it? Or, even more important, are you willing to offer it? How does 'the market' handle these questions? Can and do you want to be trendsetter in the 'rat-race' the media show us?

Or do you prefer to take up a more moderate position? Because you assume that your future employee is interested in other issues than having one's cake and eat it. Still you want them to be rewarded and facilitated according to today's standard.

Which media are optimal to get in touch with my target group? Also financially optimal! And with what ad-text, lay-out en job name do you inspire them to at least participate in the selection process? What is the most effective way to have them responding and how do you deal with the response in the most effective and efficient way? Do you use a Candidate Monitoring System?

In corporation with recruitment solutions you will ask the questions and find the answers that fit best with your organization, to realize a qualitative outstanding and target aimed recruitment. Besides, as practice has learned, it is not only the case that recruitment this way generates more and better qualified candidates. At the end it even often turns out to be more advantageous on the financial aspects than before.