Machiel Kunst

Here are my favorite questions to ask during a reference call: - Create common ground - How do you know the candidate? What was it like to work with her? - Here are four characteristics that may describe a candidate: coachability, curiosity, intelligence and work ethic. Could you please rank those characteristics from strongest to weakest for this candidate? - Why did you rank these characteristics in the order you did? - What advice can you give me to successfully manage the job candidate? What skill should the job candidate develop to reach her full potential? - Major accomplishments? - What else do I need to know about the candidate that I didn't already ask?"

Sift through the resume avalanche efficiently by employing AI-powered tools for initial screening, focusing on key qualifications, and utilizing structured scoring systems to identify top candidates fast.

Crafting irresistible job descriptions for internet recruiting is akin to composing a digital symphony. Begin with an attention-grabbing hook that encapsulates your company's essence. Weave in multimedia elements, like videos or interactive content, to create a multisensory experience that immerses potential candidates in your culture. Enrich the description with personal anecdotes from current team members to humanize the opportunity. Lastly, infuse a sense of adventure by framing the role as a thrilling chapter in your company's ongoing story, and you'll attract top talent eager to be a part of the narrative.

Great people typically look for three things: - Personal and professional development - A great culture/team to be a part of - Good earnings If you ensure that your company excels in these three topics, you will have no issues attracting top talent.

Lengthy, complex application forms can deter potential hires. By simplifying and shortening the application, you make it more accessible and less time-consuming, increasing the likelihood of completion. Communication is key. Regularly update candidates on their application status and provide clear feedback, ensuring they feel engaged and valued throughout the process. Setting clear expectations about the role, responsibilities, and the hiring timeline can help align candidate expectations with reality, reducing drop-off rates.

I believe in radical transparency. Transparency is required to be shockingly different from competitors. Time and time again I see how companies lose candidates throughout the process by not giving them honest feedback.