Recruit by match between employee and organization

Shaping a future-proof organization starts with the selection process of new employees. At paraDIGMA groep , we believe that employees who are in the right place are less absentee, more productive and experience greater job happiness. And that goes beyond just a suitable job profile. Increasingly, organizations are not only selecting on CV and experience, but also on the match between employee and organization. The match with the organization, the DNA, the culture and the motivation are decisive for someone to come to work or not, or for the organization to hire someone or not.

Getting creative with talent

As an employer, it is becoming increasingly important to look at talent in the job market differently. Where previously selection was based on degree and work experience, there is now a shift to a more skills- and match-oriented job market. What personal qualities does the applicant have and do they fit the available position? What talents and ambitions does he have? Is there a click with the team, and does the purpose of the organization appeal to him or her? This already happens unconsciously on a regular basis in practice: an applicant walks into the office and if he or she does not have a good feeling about the organization, the chances that he or she will work there are a lot smaller. Does the employer have two applicants in front of him or her with both similar profiles? Then chances are that the applicant is chosen with whom there is a click and who fits into the team.

Click and motivation

In some positions, of course, there are requirements; then it is also important to have a recognized diploma, registration or certain skills to be considered. Without BIG registration and diploma it is not possible to start working as a doctor, for example. But practical requirements are no guarantee of a job; if the click doesn't appear to be there, that ultimately weighs more heavily.

Mismatch or not?

The same applies to the labor market mismatch looked at by age. The age group 45 to 60 is often forgotten. While here too there is room to be creative with talent. If someone aged 50 is still full of energy and really wants to work, age should not be the deciding factor. Especially if there is someone opposite who may be a lot younger, but does not match well with the team and the values of the organization.

The same goes for background and experience: isn't someone eager to make the transition and willing to gain knowledge for the position just as valuable as someone who does have an appropriate background? The qualities, ambitions and achievements from previous positions can be translated into the traits needed for the vacancy. It is important to have a clear understanding of what culture the organization wants to create and what qualities are needed to achieve this. This way you will find the right match between organization and employee!

Want to know more about creating a future-proof organization with sustainably employable employees? Then contact us.