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Recruitment Agency & Consultancy
Xentys searches, finds and selects candidates for procurement, logistics, operations and engineering personnel. We actively search for people on sources such as LinkedIn, Indeed and so on, actually mainly where people leave their resumes hoping to be found. From a long list of search results, we create a short list of people that we manually extract from that list. This way we can approach people with precision, leave alone someone who does not want to be disturbed, and inform someone who is looking (actively or not) about a great opportunity. This allows us to distinguish ourselves with quality, but it takes time. Even if we only use about 30 seconds per long list candidate, and that’s already long.
We often look for someone with several years of experience in a position for certain assignments. For example, for a quality planner, we are looking for someone who has several years of experience in quality control. That one we can offer a next step and so that one is an interesting candidate for us. So we look at someone’s ability and knowledge and try to offer them a nice next step.
We can do the same for candidates with a lot of experience. But then we need to know what will be welcome. For example, if you are available: show that, and especially what you are available for. One time you call someone who has been looking for a while with a proposal that means a demotion but permanent work and they respond very positively to it, the next time you are told icily what you can do with that same proposal. The work ethic generally runs deep, especially among the 50 plus generation, and that makes some prefer not to let people know they are available. Note: Being available on linked In is the beginning of a new career!
If you have any questions based on this blog, please contact:
maarten.smitsvanoyen@xentys.nl
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