Finding a rare profile without wasting time
Van Dievel is a transport company that relies daily on a well-run team of drivers CE. For such positions, it is essential that employees be able to go straight onto the track independently, be reliable and suit the company.
Yet for years, Van Dievel struggled with a limited influx of candidates. CVs hardly came in, traditional recruitment channels offered little relief and the team was busy enough with day-to-day operations.
When every vacancy feels like a gamble
The problem became painfully obvious: despite own initiatives - from word-of-mouth to coffee mornings on the shop floor - hardly any suitable candidates came in.
"It is difficult to find candidates who are not only suitable, but also genuinely motivated and available," says Van Dievel.
For positions such as driver CE, the influx of candidates is limited anyway. The result? A lot of time spent following up candidates who end up not fitting in, without the team being able to do much about it.
The vicious circle of limited inflows
The recruitment process was becoming increasingly burdensome. The team did not have time to follow up applicants extensively, making it difficult to quickly see who was actually interested and suitable.
This caused frustration and delays, while the open position remained crucial for day-to-day operations.
A different approach
Van Dievel opted for a new strategy: a targeted job campaign combined with efficient follow-up.
The campaign asked targeted questions of candidates, for example:
Do you have a CE driving licence?
Are you available in these working hours?
That way, only candidates who met the basic requirements could progress further in the process.
In addition, candidates were invited to schedule a short telephone conversation. This allowed the team to immediately see who was really interested, and avoided time-consuming voicemails and unnecessary follow-ups. The result: a much more efficient process, with focus on the right candidates.
From frustration to results
This approach allowed Van Dievel:
Quickly gaining visibility of candidates who were actually suitable
Spend less time following up unqualified candidates
Making a better match between candidate and job
What first felt like a lengthy and frustrating search for drivers CE became a manageable process with clear results.
What used to be a daily struggle now became a manageable process: getting the right people "on the bus" and getting them to stay.
What every company can learn from Van Dievel
Van Dievel's case shows that simply collecting applicants is not enough. For scarce and specialised positions, it is crucial to:
Pre-qualifying candidates through targeted questions
Smartly plan contact moments yourself to save time
Setting up the process so that only the right people remain
With a strategic approach, even for difficult positions, companies can quickly find and track the right candidates, without the team losing time unnecessarily.
👉 Want to know how MediaGuru set this up concretely for Van Dievel? Book a meeting with our founder.
