Bernd and Daniël introduce recruitment 2.0. This is a more extensive way of staffing where the consultants fulfil an advising role. Daniël says: ‘I think that we are required to have knowledge about the niches because we work with niches. That is the reason for adopting recruitment 2.0 into our company. We noticed that clients and candidates have the need to this.'
Bernd adds: ‘The goal of this is to give a qualitative and consultative functioning through extensive specialisation with more knowledge-driven recruitment.’ The consultants at Altus Staffing serve as sparring partners for clients and candidates through substantive knowledge, a lot of face-to-face meetings and a result-driven approach. ‘By utilising a gap analysis, we get to know whether a company misses a certain expertise because we know about the developments that are happening in the market.’ The consultant points to a certain need, and he immediately offers a solution in the shape of matching expertise. The consultant knows who is ready for the next step to a new possibility because his network is in good order. In this case, the consultant serves a valuable role. I do not believe that this part, the consultative role, will disappear. Many people state that there will come a moment that the interpersonal part of recruitment will become obsolete because it will be covered by an online platform. Part of this is true, but you are covering this as a substantive sparring partner who knows about every market trend’, concludes Bernd.