Managing the recruitment process

There is no perfect recruitment process but a good one will ensure that companies and candidates find the right fit with each other


With the market picking up again, we, at Undutchables are noticing that it is no longer just candidates who are getting disappointed, but companies. Candidates are getting more opportunities and therefore have more choices. However, there is one question that needs careful attention – what is a successful recruitment process?

When it comes to recruiting there is no one correct way. It is important to try and get the most out of it whether you are a company or a candidate. Every company does it differently – some hire a candidate after one interview, another after three interviews and a personality test, while others require the candidate to provide a video that presents their motivation for the position. If a company hires a candidate after just one interview it might seem that either they are desperate or they could not really find other possibilities.

Conducting one interview is also too easy – candidates could get the impression that they do not get a fair chance to present themselves and it does not give enough opportunity for the company and candidate to get a “feel” whether they would be a good match for each other.

Alternatively, for companies who are doing three or four interviews before making an offer, it is important to be aware that this can result in a missed opportunity. Candidates tend to have multiple interviews running simultaneously. Let us say for an example, one company makes an offer to a candidate after the second interview while you are planning the fourth interview with the same candidate, then you may have just lost your chance. In fact, after the second interview, you had already decided this is the candidate for your organisation. So, what is the best option?

For every recruitment process you will have a different target audience, therefore it is useful to consider this. One generation’s desire is not like the other – Millennials for instance crave interactivity while Baby Boomers prefer a more standard Q&A interview. While there is indeed no one best way, there are some points you can consider when entering into a recruitment process.

Personality match – generally the first interview is more of an acquaintance meeting, so it is good to provide space to connect with the candidate, not just professionally. The Added Value – during the second round a discussion of expectations from both sides will take place, and the different possibilities within the company, if relevant, are presented. In this case, it is interesting for the company to find out what the added value of the candidate will be. Personnel involvement – it is good to involve the department of the company, or at least to involve the team wherein the candidate may come to work. This is positive for both the company as employee engagement is key for job satisfaction and for the candidate to get a “feel” about the team that he or she will be joining.

Michaela Hudig joined Undutchables Recruitment Agency in 2014. As a bilingual brought up in four different countries and an International Communication graduate, she can truly identify with the international candidates that Undutchables deals with daily. Michaela foresees many changes in the recruitment process beyond the advances of technology, as different generations keep incorporating