Designing case study questions for a mechanic’s job application in 8 steps
During an interview, a technician can easily say that he “troubleshoots” and “works safely”. It is only when you present them with a realistic scenario that you can see whether they carry out the correct checks, set priorities and remain calm under pressure. Good case-based questions for mechanic job interviews help you to reveal that work behaviour, without having to go through a whole […]
Recruitment errors scorecard: common mistakes
Why scorecards still go wrong in practice A scorecard is supposed to make discussions shorter and decisions more justifiable. In practice, however, the opposite often happens: the scorecard becomes a form-filling exercise that gives the impression of objectivity, whilst the assessment is still based on impressions and isolated arguments. When you hear hiring managers say “everything was […]
Interview questions for hiring managers to identify specific job requirements
You’re given a job brief containing words like “proactive”, “hands-on” and “stress-resistant”. Sounds fine, until you have to decide who you *do* and *don’t* approach. A good initial interview with the hiring manager turns broad, vague terms into measurable job requirements, so that you can make fair selections later on and reach decisions more quickly. Why initial interviews often go wrong Many initial interviews get bogged down in […]
Taking good interview notes without using subjective language
You’re having a conversation, nodding at the right moments, and you’re feeling positive. A week later, you’re in the meeting and you realise that what you remember most is who “had energy” and who came across as “a bit flat”. Only then do you realise just how crucial it is to take good interview notes: they are your memory, your evidence for […]
What questions do you ask to assess discipline in sales?
You often see this in sales recruitment: a candidate comes across as charming, speaks fluently and has a good pitch. Yet that says little about discipline. Discipline is the quiet work behind building a sales pipeline, maintaining CRM standards, following up and sticking to routines even when no one is watching. Assessing discipline requires questions that reveal behaviour. Not “are you disciplined?”, but: […]
Weekly recruitment meeting agenda: how do you go about it?
One moment your campaign seems to be going well; the next, the flow of applicants dries up or candidates drop out after the initial contact. If you only make adjustments during a monthly meeting, it’s often too late. A weekly strategic review of recruitment results creates a rhythm: you can spot where the bottleneck is more quickly, make small decisions […]
What sort of social recruitment content works for the tech sector?
You’re looking for technicians, you’re running campaigns, and yet there’s still no response. Not because there’s no demand, but because many social media posts still feel like a job board: job requirements, a logo and “apply now”. In the tech sector, that rarely works, because skilled professionals want to understand first what they’ll be building, with whom, under what conditions and how […]
Which AI applications in recruitment are explainable?
You hear more and more often that AI makes recruitment “faster and smarter”, but many teams get stuck on one point: you don’t want a system that filters candidates without you being able to explain why. Especially in tight markets, you want to move quickly, but you also want to remain fair, be able to correct mistakes, and be able to explain to both hiring managers and candidates how decisions are made.
What disqualification criteria do you set out in advance during the recruitment process?
You’ve probably been there: a hiring manager has already interviewed three candidates, and yet no decision has been made. Not because there aren’t any suitable candidates, but because the bar keeps shifting with every interview. Knock-out criteria in recruitment solve this by determining in advance who is even allowed into the ‘serious’ shortlist. The idea is […]
How long should job application data be retained under the GDPR?
A recruitment process can quickly result in a pile of personal data: CVs, cover letters, notes, test results and sometimes even copies of qualifications. HR teams often wish to retain this information to support the process or to get in touch again at a later date. The GDPR sets clear limits on this, and in practice these limits are often stricter than many organisations realise.