Sanne is an account manager at Qreer.com who has sound knowledge and awareness of the industry, customer motivation and competitive environment. She formulates strategies to achieve success by translating company strategic direction into local plans.
By understanding a client needs and by considering the objective from different perspectives she supports international businesses to move forward and become more efficient in their recruitment activities.
1. What are your expectations on the recruitment industry in 2020-2025?
The pace of technological change is fast and getting faster. This brings along jobs that do not yet exist. I expect an increasing number of jobs created in technologies such as Big Data analytics, mobile internet (developments), the Internet of Things and robotics, that will come available in the coming years.
In addition, I notice that more candidates use personal network/communities or other social media/network sites to search for job openings.
Thereafter, there has been a major shift from “where” job seekers search for jobs to “how” they search for them. Today’s technology simplifies having personal meetings without actually having to be in the same room. I can’t imagine virtual reality not taking part in this development on the short-term. Also, international recruitment has increased the need for job seekers, recruiter, and companies to broadcast themselves. A complete experience is expected where you can look, feel, hear, and smell.
2. What will be the biggest change in recruitment in the coming years?
Big data, we see that even the most traditional organisations, small businesses and start-ups, start seeing the benefits of Big Data. As the internet provides us with loads of information, going through it all is time (and money) consuming. Big data will support recruiters in fast growing companies to finding perfect candidates, and access to Big Data is just a click away with all public profiles available on the internet. Thereafter, Applicant Tracking systems (ATS) will additionally become a more important tool to mine through the data. Read more about ATS’s here >> http://bit.ly/29JtWgE
3. How will you still be able to reach job seekers in a competitive market, such as the recruitment market?
The centuries old quote “knowledge is power” is still true today. At one point it will be depending on how and with who you are connected. Looking at Social Media/Networks becoming increasingly important. At one point we’ll be looking 24/7 to who’s connected with who and how we could benefit from this.
In addition, I believe Qreer.com entered the market at the right time. As a European Technical Job Board it has contact with many European organisations of which many sense a shortage in specific applicant profiles. When it comes to finding candidates on a local and national basis, the decision to attract and accept candidates from abroad with the use of Qreer.com’s international sourcing strategy helps to find candidates. I think that in today’s fierce competition and internationalized civilization, you have to look across borders.
4. What makes Qreer.com’s recruitment strategy different than that of other suppliers within this industry?
Qreer.com receives a lot of feedback from applicants about how they would like to be approached for job offers or how or when they search for job openings. Qreer.com uses this feedback in its daily activities. Where other Job boards use a single source to communicate with users, Qreer.com applies many. Qreer.com combines multiple tools to reach and communicate with job seekers from all over Europe.
Qreer.com highlights and exposes job advertisements via different marketing channels in either specific or in all European countries. Channels used include social media/network sites, local job sites, communities, university networks, forums etc. Via this approach, a job seeker views the positions that Qreer.com shares on multiple platforms/sites, hereafter the candidate is able to apply directly.
Secondly, Qreer.com applies a direct personal approach. Candidates are approached by expert sourcers from the Qreer.com sourcing department. By visiting European fairs and mining through European (and local) CV databases, they use Key words that our customers supply to find candidates that fit the profile. Qreer.com applies individual sourcers per educational background, and search for candidates that are willing to relocate and are a match with a particular profile.
Nevertheless, 99% of the times, Qreer.com applies a combination of both strategies to create an optimal outcome which always generate exposure and will support in a company’s branding strategy.
5. What do you do to be found better in Search Engines?
The activities conducted by Qreer.com to be found better in search engines also takes into account the jobs from our customers that are visible on the platform and need to be found better.
By having a content based platform, blogs, backlinks, we continuously optimize the visibility of the jobs on the website. In addition, every new job advertisement is being screened on Keyword Density in order to increase its potential visibility by job seekers. We use the term Keyword Combination Optimization for this activity, and see that in some cases changing just a few words (combinations) can increase visibility significantly.
Finally, we apply our internally developed keyword search tool which is used to track what keywords Job seekers use to search for jobs. Using these keywords or phrases while creating content in a consistent matter supports Qreer.com’s overall SEO.
6. What possible growth plans does Qreer have?
We see that a nice Job Board works. There is focus for the candidates and they are not distracted by job advertisements outside their industry, which creates trust. On the long term we would like to extent Qreer.com into different markets and gain knowledge on how to approach candidates in different industries, and investigate what challenges companies face.
On the other hand, Qreer.com has the potential to extend its audience on a global scale. Many companies start seeing the additional value of the brand exposure and reach that Qreer.com has on a European level. To extent the model on a global scale is the next step for Qreer.com.
7. Based on the information you provided earlier, what advice would you give a recruiter who’s reading this interview?
Candidates are fed up with traditional job descriptions. Today’s job advertisements should be story-based and tell the job seeker what (s)he can do, learn and become. In addition, get involved and grow knowledge on Employee Referral Programs (ERP) and Virtual Talent Communities (VTC). With VTCs’ you are connected to all of your employees’ first degree connections, hiring can become much easier when making use of these.
Finally, my advice would be not to get glued to your chair. If not done so already, talk to your marketing, communication, branding or design department and look over the job description together from a different perspective.
One of my favourite quotes …”If you always do what you’ve always done- you’ll always get what you you’ve always got”. That is why Qreer.com has the slogan “Face The Future”.
Qreer.com was founded in 2010 and its fast growing team have many years of experience in international (technical) recruitment. The teams in Netherlands and UK are responsible for the current growth the company experiences and will continue to expand their services. For more information and inquiries please contact +31 40 700 9709 or via info@Qreer.com
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