{"id":2335,"date":"2013-07-17T07:30:23","date_gmt":"2013-07-17T05:30:23","guid":{"rendered":"https:\/\/recruit2.com\/nl\/?p=2335"},"modified":"2024-12-19T12:44:32","modified_gmt":"2024-12-19T11:44:32","slug":"verdeling-van-het-recruitmentbudget-in-de-toekomst","status":"publish","type":"post","link":"https:\/\/recruit2.com\/nl\/nieuws\/verdeling-van-het-recruitmentbudget-in-de-toekomst\/","title":{"rendered":"Visie: verdeling van het recruitmentbudget in de toekomst"},"content":{"rendered":"<p><strong><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-2345 alignright\" src=\"https:\/\/recruit2.com\/nl\/files\/2013\/07\/Boek-Recruitmentkengetallen.jpg\" alt=\"Boek Recruitmentkengetallen\" width=\"140\" height=\"210\" \/>Voor het komend jaar verwacht men meer geld uit te gaan geven aan social media\/sourcing, employer branding en referral bonussen en juist minder aan externen\/adviseurs, interimmers en bureaus. <strong>Dit blijkt uit <em>Recruitmentkengetallen 2013 <a title=\"\" href=\"#_ftnref1\">[1]<\/a><\/em>.\u00a0 <\/strong>Zijn dit logische keuzes?<\/strong><\/p>\n<h2>Meer referral bonussen<\/h2>\n<p>Het is geen geheim dat via-via werving sneller kwalitatief betere en meer tevreden nieuwe medewerkers oplevert die bovendien langer voor een organisatie blijven werken. Goed gebruik maken van online sociale netwerken van eigen medewerkers (social media), ondersteund door een goed authentiek verhaal (het employer brand) en meer aandacht voor interne communicatie (referral recruitment), zijn succesvolle tactieken die elkaar versterken. Logisch dat organisaties hier meer focus op leggen als ze recruitment gaan professionaliseren.<\/p>\n<h2>Tijdelijke dip inzet van externen<\/h2>\n<p>De dip met betrekking tot de inzet van externen\/adviseurs, interimmers en bureaus, in vergelijking met 2007*, zal slechts tijdelijk van aard zijn. Zodra de arbeidsmarkt kantelt zijn deze specialisten keihard nodig om het verschil te maken. Immers: deze specialistische kennis en ervaring op het gebied van arbeidsmarktcommunicatie en recruitment wordt wegbezuinigd of tot een minimum beperkt in economisch slechtere tijden.<\/p>\n<h2>Aandacht voor sourcing<\/h2>\n<p>De verhoogde aandacht voor sourcing is een trend die al langer zichtbaar was. Als klein landje met een enorme concurrentie op de arbeidsmarkt, met \u00e9\u00e9n van de laagste werkloosheidscijfers in Europa, hebben we de schroom achter ons gelaten om, onder de naam van de eigen organisatie, potenti\u00eble kandidaten bij concurrenten rechtstreeks te benaderen. Dit Angelsaksische model wordt steeds meer omarmd, mede vanwege de oude recruiting-wijsheid \u201cAls je er niet om hoeft te vechten, zijn ze niet de beste\u201d.<\/p>\n<p>Met de opkomst van openbare profielen op online netwerken als LinkedIn is het tevens nog nooit zo makkelijk geweest voor organisaties om potentieel toptalent te identificeren. Een specialisme dat tot voor kort voorbehouden was aan gespecialiseerde headhunters.<\/p>\n<h2>Meten is weten<\/h2>\n<p>De organisaties die de kwaliteit van nieuwe medewerkers meten, weten ook dat het percentage <a href=\"http:\/\/www.slideshare.net\/Jacco\/deep-dive-into-linkedin-solutions-and-applications\" target=\"_blank\" rel=\"noopener\"><i>outperformers<\/i> onder kandidaten die via direct sourcing<\/a> (of headhunting technieken) zijn geworven uitermate hoog is. Deze toegenomen kennis op basis van harde data, en gewoon gezond boerenverstand, leidt tot de trend om van sourcing een topprioriteit te maken en deze expertise in huis te halen.<\/p>\n<p>De opkomst van social media\/sourcing, employer branding en referral bonussen zal verder doorzetten en ontwikkelen. Ik zie hierin het bewijs dat recruiting steeds meer vakvolwassen begint te worden. Beslissingen worden genomen op basis van objectieve gegevens die ervoor zorgen dat het wervingsproces meer consistente, betrouwbare en kwalitatief hoogwaardige resultaten produceert.<\/p>\n<h2>Visie op ontwikkelingen<\/h2>\n<p>De tendens die we in de cijfers zien met betrekking tot de verwachtte lagere inzet van externen\/adviseurs, interimmers en bureaus zal slechts tijdelijk van aard zijn (in vergelijking met 2007). Het is immers een flexibele schil die minder ingezet wordt zodra er minder wervingsproblemen zijn. Op dit moment is er tijdelijk minder werk en de expertise is niet nodig. Zodra de arbeidsmarkt kantelt zijn deze specialisten echter keihard nodig om het verschil te maken, immers deze specialistische kennis en ervaring op het gebied van arbeidsmarktcommunicatie en recruitment werd (of wordt) wegbezuinigd of tot een minimum beperkt in economische slechtere tijden.<\/p>\n<p>Het sterk cyclische karakter van recruitment zal nooit veranderen en dat is de enige zekerheid die we hebben.<\/p>\n<p>[1] Werf&amp; Media, Recruitment Kengetallen 2013<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Voor het komend jaar verwachten bedrijven meer geld uit te gaan geven aan social media\/sourcing, employer branding en referral bonussen en juist minder aan externen\/adviseurs, interimmers en bureaus. Dit blijkt uit Recruitmentkengetallen 2013. Zijn dit logische keuzes?<\/p>\n","protected":false},"author":4,"featured_media":2330,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[6],"tags":[264,265,30,266],"class_list":["post-2335","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nieuws","tag-budget","tag-kengetallen","tag-recruitment","tag-visie"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Visie: verdeling van het recruitmentbudget in de toekomst<\/title>\n<meta name=\"description\" content=\"Bedrijven geven meer geld uit aan social media\/sourcing, employer branding en referral bonussen, en minder aan interimmers en bureaus. 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