Every day, we post plenty of job openings for permanent positions, temporary contracts, and interim assignments in the Netherlands.
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However, a candidate-rich market is not always skills-rich; in fact, the sheer volume of applications being received for job postings at the moment can make it even harder to find the top talent you need with sought-after skills. At PageGroup, we know from speaking to our clients that huge volumes of applicants are applying for jobs - anything from 200-400 just for one role alone. At a time where organisations need top talent to shape their future in a post-pandemic world, finding the right talent among these applications is a critical challenge.
So, how do you process a high volume of applications and find the talent you really need?
The first thing to do is to be prepared. Businesses looking to push ahead for the rest of the year, and into 2021, must be ready to cope with the wave of applications that will come through and have robust systems in place for sifting through applications, shortlisting and then assessing talent. One of the expected legacies of the pandemic is that many interview processes will remain remote, particularly at the early stages. Operating in this way gives the clear advantage of being able to meet more candidates in a shorter amount of time – a clear advantage when weighing up multiple applications.
Run the rule over your advert: Is it targeting the right type of individual and is it posted in the right place? It should not need saying, but if you target incorrectly then you will not receive the response from the right individuals. With a shift in mindset, behind salary candidates now rate flexibility and location amongst the important factors to consider when applying for a job. In addition, posting onto job boards and social media platforms that your target audience do not tend to engage with will be a waste of time.
Quality check: when dealing with such large volumes of applications you may have to be quite strict. Do not be afraid to discard CVs with errors or poor formatting etc.
Have an open mind: The CV will show you a chronological timeline of work experience, but be sympathetic to the unprecedented times we face. Circumstances may dictate that a person has had to temporarily move to a job far removed from the previous roles stated on their CV.
Reduce the risk of unconscious bias: Applicant tracking systems (ATS) are widely available and are able to strip out applicant names and other areas that lead to bias. If such a system is not in place, consider splitting the process amongst different people in the hiring process to gain varying viewpoints
Remember to feedback to unsuccessful candidates if you can and retain that pipeline of communication. They may not be the right fit for the job they have applied for, but they might fit something else in the future.
The skillset of an individual should be more important than the size of the company they have worked for. But ultimately, it depends on the role and the sector.
Alice Plisnier, Customer Engagement Manager, PageGroup said: “It is really individual to different sectors and different companies. For some companies and sectors, it is essential that they have worked in that sector before. However, in my experience, it is becoming less important. The flexibility, and the skills that can be translated across different industries, are widening. More people are being trained in wider skills than just their own particular niche skill set.”
At PageGroup, we believe that the war for top talent will continue. However, whether this presents a bottle-neck effect at the top of the job applicant funnel remains to be seen. No business seeking to hire is immune to the impacts of the pandemic, but the key thing will be how they respond to the crisis.
We recruit positions on behalf of some of the world’s top employers, and our exclusive market data drives both our own and our customers’ hiring strategies to ensure the most efficient processes. We guarantee the visibility of our customers’ vacancies, ensuring they are seen by top talent, and our speed of response and the quality of candidates is second to none. If you are a hiring manager submit a job spec today. We can help you find the top talent you need.
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