Key takeaways
- If you only start looking when it gets busy you choose too quickly and quality drops.
- People who already know your business are more likely to say yes once you start.
- Small fixed signals work better than one big late campaign.
What do we mean by “busy period”?
In every business, there come times when you need people quickly. Not just in Brussels or Antwerp everywhere. The mistake is waiting until it is really urgent to start looking. Then many companies search at the same time and you have to decide quickly and correctly. That rarely works out.
A recognisable example
Say you are looking for someone who speaks Dutch and French in Brussels. Preferably with experience in HVAC and electricity. You hear that a major project is starting in a few weeks. On paper, there seems to be time. In real life, no. Candidates with this profile are already talking to other employers. They have already seen them pass over the past few months. You haven't yet. You are starting from behind.
Being visible is not a great post
By being visible, we don't mean a fancy photo. It's about simple repetition with the right people. Think about:
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a brief explanation “a day in this job”
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a quote from a colleague
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a mini-story of a finished project
This answers three questions every scarcity talent has: what am I doing, who am I working with and what am I learning here. If people have already seen that, decision-making later on goes much faster.
Post your vacancies on time and in the right places
Set a steady rhythm.
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Website: make sure your job page is up-to-date with clear title tasks requirements and what someone gets.
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Social media: share the job posting at least twice. Once with the core info and once with a short video or photo of the workplace.
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Job websites: Publish on your favourite job boards at the same time.
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Timing: Publish as soon as the roll gets the green light. Don't wait until the peak rush. The earlier online the more likely candidates will see and save your post.
Why timing is more important than budget
If you start your search late, you bump into several problems: notice periods holidays busy schedules and competitors. Those who come into the picture earlier need less convincing. You then immediately talk about the job instead of explaining your company first.
What is really at stake?
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Time: if people already know you plan initial interviews within days rather than weeks.
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Quality: under pressure, you quickly choose “available” instead of “suitable”.
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Rest and margin: less rush work and fewer errors on projects.
Simple plan that works everywhere
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Week 1-2: write on one sheet what the role entails. Must haves nice to haves and what someone must achieve in the first 90 days.
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Week 3-4: put three short cues online. One mini case one colleague quote and one “day in the role”.
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Week 5-6: show those posts more often to the same kind of people. Those who look will see you again.
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Week 7-8: record your selection. Quick response fixed interview blocks and a small 60- to 90-minute trial assignment.
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Any live vacancy: Publish simultaneously on website social media and job sites. Schedule a reposting time in your calendar right away.
That way, you can decide within 10 working days when needed.
How do you notice that you are ahead?
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Candidates refer in the interview to something they saw from you.
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Their questions are about fit and expectations not basic info.
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Your shortlist includes profiles that already understand your job and way of working.
Applicable everywhere
Replace Brussels with your region and HVAC and electricity with your profession. The principle remains: those who build recognition in quiet weeks and post vacancies on time decide faster and better in busy weeks.
Book a meeting with Tarquin, founder of MediaGuru, to solve your challenges.
