Key takeaways
- Setting up your process so that genuine interest becomes visible.
- Work with short extra questions, a short call and possibly a small assignment.
- Politely wrap up when someone is clearly not a match.
-
Agree clear and equal rules internally.
In Belgium, some jobseekers must be able to show that they are actively looking for work. VDAB monitors their search behaviour and RVA decides on their benefits.
That means there are candidates who respond only because they have to apply for their records.
As an employer, you have no insight into their benefit situation and that is not the intention. Your role is simple, looking for the best match for your job.
“You don't assess benefits, you assess behaviour and evidence in the process.”
Make your process a little “harder” than just pushing a button
You can set up your process to quickly see who is really interested. That's fair for everyone.
1. Short additional questions on application
When responding, always have candidates fill in two or three short questions. For example:
-
Why does this job appeal to you?
-
From when can you start?
-
In which region can you work?
Those applying only for evidence will sometimes answer this very generally. That is a signal, not a conviction.
2. Brief telephone screening
Plan a short call of ten to 15 minutes. Ask things like:
-
What are you looking for in a job in the next six to 12 months?
-
What appealed to you about our vacancy?
-
What days and hours can you work?
You hear quickly whether someone is really interested or not.
3. Small realistic task
For some roles, before you invite, it pays to ask for a very small task that someone can do themselves.
Examples:
-
customer service:
“Write a short email replying to a customer complaining about an error in the invoice.” -
technique:
“In three sentences, describe what job you did last and what tools you used.”
You return this by default after the application:
“Thank you for your application.
Before we schedule an interview, we ask each candidate to do this short assignment.
If you return this by [date], we will look at your application further.”
Those who only apply for a proof often drop out here. This is how you make a selection without wasting much time.
Signs of low motivation
-
CV or mail is clearly copy paste with no link to the job
-
candidate does not know the position and has not read the job posting
-
responds vaguely to simple questions such as start date or region
-
comes to the interview unprepared and does not ask a single question
-
Does not respond to proposals for dates or does not submit anything after an assignment
Make appointments in your team
To avoid discussions, it helps to establish a few things within your team:
-
A short checklist of what you mean by “minimum motivation”
-
vacancy read
-
basic questions answered
-
on time on calls
-
-
a clear working method for assignments
-
everyone starting interview 1 gets the same assignment
-
-
a fixed way to record decisions
-
a few sentences in your ATS or in a shared place
-
This will prevent one recruiter from being very strict and the other very loose. You then decide not on gut feeling but on visible behaviour.
Book a meeting with Tarquin, founder of MediaGuru, to solve your challenges.
