Knowledge base

Je herkent het moment: iedereen knikt mee De kandidaat is de deur uit, iemand zegt iets stelligs (“dit is ’m”),

You often only realise it when things go wrong: a candidate performs well in terms of subject knowledge, but drops out during the probationary period or

Why reference checks often remain too general Many reference checks end with vague confirmations such as: “yes, a great colleague” and “always on time”. That

You can set up a structured interview properly, award marks, and still find yourself thinking afterwards: “Why did that 4 for problem-solving skills turn out to be…”

Why weighting often goes wrong in a scorecard: You can have a scorecard with clear criteria and still end up with a debate

You’ll recognise the problem: just one job vacancy goes live and your inbox is flooded. Yet you end up with too many interviews that

Two interviewers can conduct the same interview and yet come away with different opinions. Usually, this is not down to

You can often shorten the application process by a few days without it becoming “faster = sloppier”. The secret isn’t to work harder,

You’ve got a scorecard, you’ve got several interviewers, and yet the scores vary. One interviewer gives a 4

Why interviews become subjective so quickly You can sit two interviewers side by side, have the same candidate speak, and yet end up with two

You use the STAR method to make conversations more objective, but afterwards you’re still left with the same frustration: great

Why a recruitment scorecard makes all the difference You know the moment: a candidate walks out of the room and someone says, “I