{"id":688,"date":"2020-12-03T07:54:44","date_gmt":"2020-12-03T07:54:44","guid":{"rendered":"https:\/\/stebocopy.be\/upgrade\/?page_id=688"},"modified":"2024-02-02T11:17:09","modified_gmt":"2024-02-02T11:17:09","slug":"tips-werkgever-werving-en-selectie","status":"publish","type":"page","link":"https:\/\/upgrade2work.be\/en\/tips-werkgever-werving-en-selectie\/","title":{"rendered":"Tips-werkgever-werving en selectie"},"content":{"rendered":"

\n\t\tRecruitment and selection\n\t<\/h2>\n

\n\t\tReaching diverse potential\n\t<\/h2>\n\t\t\tDraft your job posting correctly and clearly, with attention to diversity.<\/a>\n\t\t

Voeg een diversiteitsclausule toe om aan te geven dat iedereen welkom is. Bijvoorbeeld: “Wij selecteren kandidaten op basis van hun competenties ongeacht hun leeftijd, geslacht, herkomst,… .” Vermeld ook werkuren, adres, contactgegevens en mogelijkheden om er met het openbaar vervoer te geraken. Lees here<\/a> or follow the step-by-step guidelines<\/a>\u00a0of\u00a0Diversity\u00a0Remix<\/a>.<\/p>\n\t\t\tDraw a accurate description of the position.<\/a>\n\t\t

Welke hard en soft skills\/attitudes heeft een werknemer \u00e9cht nodig voor de job, en welke zijn mooi meegenomen? Maak een onderscheid tussen de ‘must-haves’ en ‘nice-to-haves’ op vlak van taal en competenties. Doe dit door alleen de minimaal vereiste competenties te benadrukken. Hoe meer vereisten, hoe minder kandidaten zich in uw vacature zullen herkennen. Vertrek van een lijst met concrete taken van de functie.<\/p>\n\t\t\tIndicate how you will train a new employee.<\/a>\n\t\t

U kan een werkzoekende over de streep trekken als hij weet wat hij kan verwachten bij de inwerking in uw bedrijf. Vermeld of er interne\/externe opleidingsmogelijkheden zijn, een peter\/meter aangesteld wordt, taalopleidingen voorzien zijn, … Zo kan u kennis en\/of arbeidscultuur sneller aanleren. Hiervoor bestaan er aantrekkelijke formules zoals werkplekleren<\/a>, jobcoaching<\/a>,…<\/p>\n\t\t\tDistribute your job posting through your professional network and organizations that work with a diverse audience.<\/a>\n\t\t

Zo bereikt u kandidaten die anders mogelijk de weg niet vinden naar uw bedrijf. Laat uw eigen medewerkers (met migratieachtergrond) of medewerkers (met migratieachtergrond) van leveranciers of partners uw vacature verspreiden via mail, sociale media,… . Contacteer een VDAB account manager<\/a>, the workplace architects<\/a>, your sector fund<\/a>,… en vraag met welke lokale partners zij samenwerken. Of verspreid uw vacature bij cursisten die een (taal)opleiding volgen bij VDAB, een centrum voor volwassenonderwijs,… .<\/p>\n\t\t\tOrganize a company visit, job day and\/or information session. <\/a>\n\t\t

This offers opportunities for both you and the job applicant. You can introduce your company, explain vacancies and get to know potential candidates. The job seeker will have more opportunities than if he were to only provide a CV. Language problems, for example, may prove to be less insurmountable.<\/p>\n\t\t\tParticipate in job fairs and events.<\/a>\n\t\t

In the VDAB-agenda<\/a> you will find an overview of job fairs and other work-related events. Employer organizations such as VOKA<\/a> and Unizo<\/a> also organize initiatives to introduce you to job seekers (with a migration background).<\/p>\n\t\t\tNeed inspiration on reaching out to people from immigrant backgrounds?<\/a>\n\t\t

Check these tips and tools<\/a>, find here<\/a> tips from VDAB and consult these tips<\/a> on developing a diverse workforce.<\/p>\n

\n\t\tSelect diverse potential\n\t<\/h2>\n\t\t\tProvide simple (alternative) selection procedures.<\/a>\n\t\t

Open hiring is one example. Selection based on CV and cover letter is not common in some cultures, and could be a barrier. It also does not always lead to the best candidate. Keep in mind that a written resume of someone with a migrant background may not be very good, but that doesn't mean that the candidate is less qualified for the position. Invite him to an interview so he can explain his motivation and experience. This will give you a more accurate picture of the language level and competencies present in the candidate. Check here<\/a> how you can adjust your selection procedure.<\/p>\n\t\t\tBe cautious when using written tests as well as personality tests. <\/a>\n\t\t

These often give a distorted picture if the candidate does not yet have sufficient command of the Dutch language. A poor score therefore does not mean that the candidate is not qualified. Engage in a discussion about his answers and ask further questions.<\/p>\n\t\t\tSelection takes time, creativity and adaptability.<\/a>\n\t\t

It requires motivation to really get to know the potential employee and assess him properly, being aware of one's own Western frame of reference with its traditional career path. The HR employee has to be able to step away from this standard image and make potential more visible. A training course in appreciative coaching for HR staff<\/a> can be help with this.<\/p>\n\t\t\tIdentify the potential you recognize.<\/a>\n\t\t

Appreciate ability and achievements, look at strengths from across the life course and skills needed to go through a migration process. Appreciation and recognition leads to greater self-confidence. It is crucial that this mindset is present in your HR staff, managers and team from the very beginning. A training course in appreciative coaching for HR staff<\/a> can be help with this.<\/p>\n\t\t\tHaak niet af op “een gat in het cv”.<\/a>\n\t\t

Onstabiele tijden in het land van herkomst (door oorlog, economie,…) maken werk en opleiding vaak moeilijk. De vluchtweg en\/of het emigratieproces neemt tijd in beslag en het vergt heel wat competenties om hierin te slagen. Focus op het aanwezige leervermogen, motivatie, en initiatieven die de kandidaat ondernam in het traject naar en in Belgi\u00eb. Door hierover in gesprek te gaan, haalt u vaak het potentieel naar boven.<\/p>\n\t\t\tBe aware that self-reflection is a Western attitude.<\/a>\n\t\t

Niet iedereen is het gewoon om zijn talenten en positieve eigenschappen te benoemen of uit te leggen waarom hij kiest voor een job of bedrijf. Wanneer u hiernaar vraagt, worden vaak praktische aspecten benoemd zoals een vaste job, kortbij, goed loon, voor mijn gezin zorgen. Interpreteer dit niet als desinteresse voor de job of uw bedrijf. Probeer\u00a0volgende vraagstelling: “Welke taken van deze job zou je het liefste doen.”<\/p>\n\t\t\tFocus op competenties en skills in plaats van kennis en diploma’s.<\/a>\n\t\t

Een diploma is \u00e9\u00e9n manier om nodige ‘kennis en skills’ aan te tonen. Vaak zijn de gevraagde kennis, competenties en (hard en soft) skills in een andere context aanwezig, kunnen ze bijgeschaafd of via een groeitraject geleerd worden. Bijvoorbeeld via advantageous forms of employment<\/a> with training on your work floor.<\/p>\n\t\t\tHaving a driver's license and own transport is not always easy.<\/a>\n\t\t

Often it is not financially possible to take driving lessons and\/or purchase a car (or other mode of transportation) when the applicant does not have a job. Before hiring, map out the costs and agree on a deadline to obtain the driver's license. Follow up and check what the individual will require to take the necessary steps. No time? Engage a jobcoach<\/a> .<\/p>\n\t\t\tEngage in a conversation about values and standards, capabilities and limitations.<\/a>\n\t\t

For example, show products that meet the quality standard and some that don't. Explain why they do or do not meet the required standard.<\/p>\n

Bespreek ook mogelijkheden en beperkingen in verband met vakantieopnames (maximum duurtijd van ver familiebezoek), geloofsrituelen op de werkvloer (bidden, hoofddoek, vasten) en begroeting en omgang (met mannelijke en vrouwelijke collega’s, hi\u00ebrarchisch meerderen, andere culturen. Zo kan er vanuit beide partijen bewust gekozen worden om met elkaar samen te werken.<\/p>\n\t\t\tIdentify and discuss unconventional behaviors.<\/a>\n\t\t

Pay attention to cultural differences during assessments and\/or interviews. Discuss what behavior is expected and why it is important. In our culture, for example, you look at an interlocutor because this is a form of respect. In other cultures however, this may be considered rude. Or for example: Taking the initiative and expressing your opinion, can make a company grow. In other cultures this might be interpreted as criticism or opposition.<\/p>\n\t\t\tAvoid discrimination during the selection process.<\/a>\n\t\t

Here<\/a> you will find tips to counteract (positive and negative) discrimination during the selection process.<\/p>\n\t

\n\t\t\t\tLanguage\n\t\t\t<\/h3>\n\t\t\tDraft your job posting in clear language.<\/a>\n\t\t

Avoid jargon and check that your job posting is clear to people who work outside your industry. Use this checklist and these tips to make your job posting clear, straightforward and readable. Consult these tips for simple language and tips for written language.<\/p>\n\t\t\tHave you rewritten a job posting in clear English?<\/a>\n\t\t

Check with the checklist clear language<\/a>. If you prefer to outsource this, please contact HRwijs<\/a> for a free screening of your vacancy or have it proofread by an expert from the Integration and Inclusion Agency or a language coach<\/a>. Check here<\/a> where you can get job postings rewritten.<\/p>\n\n\t\t\tDetermine what linguistic competencies someone needs. <\/a>\n\t\t

Determine what competencies a person needs in speaking, listening, writing and reading to perform a job. Get inspired by these language profiles<\/a>\u00a0or create your own language profile with the help of the\u00a0Agentschap voor Integratie en Inburgering<\/a>.<\/p>\n\t\t\tProvide a non-language selection process.<\/a>\n\t\t

Someone with limited knowledge of Dutch may score better by doing something, than by having a conversation. Is a test or assessment explained in language? Test whether the assignment is clear or provide assignments using pictograms (e.g. with pictures of the desired result, production steps or working drawings).<\/p>\n\t\t\tDuring a job interview, assess whether someone knows enough Dutch.<\/a>\n\t\t

With these tips<\/a> you can estimate someone's language level. Also check the ERK-bergmodel<\/a> and the communicatiewaaier<\/a> of the Integration and Inclusion Agency. They reflect what someone with a certain language level knows and how you then communicate with them appropriately.<\/p>\n\t\t\tIs your candidate's Dutch not yet perfect?<\/a>\n\t\t

Does your candidate still need to strengthen his Dutch to start working in your company? Consult a\u00a0language coach<\/a>Learning the language, and especially the professional jargon needed to perform the job, then takes place in part on the job.<\/p>\n\t\t\tNeed inspiration on how to select someone with limited knowledge of Dutch?<\/a>\n\t\t

Find more tips and tools here<\/a>. Also use the 10 tips for clear\u00a0oral<\/a> and written<\/a> language use.<\/p>\n\t

\n\t\t\t\tSociaal juridisch & financieel\n\t\t\t<\/h3>\n\t\t\tCheck if your candidate employee, is allowed to work in Belgium. <\/a>\n\t\t

VDAB<\/a> explains how. On the website of Agentschap Integratie en Inburgering<\/a> you will find more information on\u00a0employing people with a migratory background<\/a>. Via this simulator<\/a> if your future employee belongs to a category of foreigners for whom you can apply for a work permit.<\/p>\n\t\t\tAsk to present a valid residency document and work permit to the job interview.<\/a>\n\t\t

Make a copy of these documents so that you can present them to the social inspectorate if necessary. If you are not sure whether the applicant's documents are in order, you can ask for advice from the VDAB<\/a> or the legal helpdesk<\/a> of the Agentschap Integratie en Inburgering or a legal advisor<\/a>.<\/p>\n\t\t\tDe overheid vergelijkt de waarde van buitenlandse diploma’s met Belgische diploma’s.<\/a>\n\t\t

If your candidate submits a certificate of Naric Vlaanderen<\/a>, you can be confident that the value of the diploma has been officially verified. VDAB<\/a> and Agentschap voor Integratie en Inburgering<\/a> can offer you support in this matter.<\/p>\n\t\t\tFind out what financial assistance you can qualify for. <\/a>\n\t\t

These include the\u00a0SME portfolio<\/a>\u00a0for training, advice and the purchase of services that improve the quality of the enterprise, as well as training or coaching grants through your\u00a0sector or training fund.<\/a>\u00a0<\/p>","protected":false},"excerpt":{"rendered":"

WERVING EN SELECTIE Divers potentieel bereiken Stel uw vacature correct en duidelijk op, met oog voor diversiteit. Voeg een diversiteitsclausule toe om aan te geven dat iedereen welkom is. Bijvoorbeeld: “Wij selecteren kandidaten op basis van hun competenties ongeacht hun leeftijd, geslacht, herkomst,… .” Vermeld ook werkuren, adres, contactgegevens en mogelijkheden om er met het…<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"tpl-no-header-footer.php","meta":{"footnotes":""},"class_list":["post-688","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages\/688","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/comments?post=688"}],"version-history":[{"count":1,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages\/688\/revisions"}],"predecessor-version":[{"id":1685,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages\/688\/revisions\/1685"}],"wp:attachment":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/media?parent=688"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}