What is successful recruitment? Well, it's simply finding new recruits, new talent who adhere to the vision, the mission but also the values of the organisation and their new teams.

Their personal values match the values of the organisation. They believe in it and really want to contribute.

As you can imagine, the benefits of successful recruitment will be more than worthwhile for a company. Here are some examples of this:

  • Employees who feel connected to the company's values are often happy in their work and will therefore put in more effort.
  • You hire people because they have a certain talent, personality or attitude, not because they have a certain skill or degree.
  • You hire people for the long term: they are not only good for a particular vacancy, but for a long career with your company and for adding value for many years.

So, now that you have a better view of the benefits, here are some tips to help you improve your recruitment process😉

1. Make sure your company values are clear

To attract the right people for your company, you need to be able to see if your organisation's values will align with those of your candidates.

You should also not be afraid to reflect on your values after a certain period so that they do not remain fixed in time. Instead, they need to be able to evolve to reflect the culture of the company in the reality of a constantly changing world.

In this way, you can really use them as a powerful tool for your recruitment. "At Protime, we obviously take this subject seriously," explains Hanna Tits, Recruitment Specialist in the Protime HR team.

"So much so that we are even conducting a scientific study to find out what the 'Protime DNA' really is. We are looking forward to the results as this will undoubtedly be an interesting angle for our recruitment.”

2. Have an excellent knowledge of the daily life and reality of the teams within your organisation

Of course, this takes time, but it is definitely worth it. How do you do it? Here are some examples:

  • Participate in company events,
  • Have a preliminary interview with the recruitment manager for each vacancy to find out what is going on in the team,
  • Listen to other employees to find out why they like working for your company,
  • Find out how the company's values, missions and vision are lived within the organisation,
“After an interview, I like it when candidates tell me that I have succeeded in sharing my enthusiasm about Protime and that it seems sincere.

I am convinced that I can only do this because I myself stand for our values and am proud to be a Protime employee. As we say at Protime: the best way to recruit a Protimer is a Protimer.”
Hanna Tits
Recruitment Specialist in the HR team at Protime.

3. Try to really get to know the candidate during the interview, instead of focusing on certain work experience or diplomas

You can do this in different ways, for example:

  • Ask questions about the candidate's behaviour in certain situations. Ask them to describe past situations as an example.
  • Ask them about their own values, what they find important. You can then see together whether this fits in with your company's values.
  • Don't hesitate to talk about yourself as well. This can create a bond with the candidate, make them feel more comfortable and allow them to be more themselves during the interview.

Then it is up to the recruiter's intuition to make the connection. Does it fit or not? You can ask yourself simple but effective questions such as: would he or she be my first employee if I were to start my own business? Would I want to continue the discussion with this candidate over a coffee for example?

These are harmless questions, but they will allow you to quickly put into words your feelings about a candidate.

Written by: Protime
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