17 08, 2023

The Rule of Four: Optimize Your Hiring Process for Success

August 17th, 2023|Categories: Articles, |Tags: , , |

In the world of recruitment and selection, finding the right candidate for an open position is a challenging task. One approach that has been used for some time is known as the "rule of four," which limits the number of rounds of interviews with a candidate to a maximum of four. This rule is based on the idea that after a certain number of conversations, the predictive value does not increase significantly anymore. While this approach has been popular, the practice seems to be taking a different path today. In this article, we'll explore the rule of four, discuss the arguments for and against it, and reflect on how modern companies optimize their hiring process. The Rule of Four: What is it and Why? The 'rule of four' states that the number of interviews with an applicant must be limited to a maximum of four. This approach is based on research that shows that the predictive value of additional rounds of conversation decreases significantly after the fourth round. According to this perspective, putting candidates through multiple rounds is a waste of time and resources because the added information does not significantly contribute to identifying the most suitable person for the position. Lawyers for the 'rule of four' point out that limiting the number of calls allows companies to recruit more efficiently. This is beneficial for both the organization and the candidate. It shortens the recruitment process and prevents talented candidates from dropping out due to the lengthy and time-consuming procedure. The Modern Countermovement Although the 'rule of four' seems a logical starting point, we are now seeing a trend where companies deviate from this pattern and hold more than four rounds of talks. This can

1 05, 2023

New EU rules for pay transparency

May 1st, 2023|Categories: |

The 𝐄𝐮𝐫𝐨𝐩𝐞𝐚𝐧 𝐏𝐚𝐫𝐥𝐢𝐚𝐦𝐞𝐧𝐭 𝐡𝐚𝐬 𝐚𝐩𝐩𝐫𝐨𝐯𝐞𝐝 𝐭𝐡𝐞 "𝐄𝐔 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐃𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞," 𝐰𝐡𝐢𝐜𝐡 𝐚𝐢𝐦𝐬 𝐭𝐨 𝐜𝐥𝐨𝐬𝐞 𝐭𝐡𝐞 𝐠𝐞𝐧𝐝𝐞𝐫 𝐩𝐚𝐲 𝐠𝐚𝐩 by giving employees access to information about their salaries and the necessary tools to claim their right to equal pay. 𝐖𝐡𝐚𝐭 𝐜𝐡𝐚𝐧𝐠𝐞𝐬? 🟢 Employers must know about the initial wage level or pay scale in the job announcement or before the interview. Employers cannot ask future employees about their pay history. 🟢 Employees have the right to request information about their individual salary level and the average salary level, broken down by gender, for categories of employees doing the same work or work of equal value. This right applies to all employees irrespective of company size. 🟢 Obligation to report annually on the gender pay gap for companies with more than 250 employees. Companies with more than 100 employees should report every three years. 🟢 A joint pay gap assessment must be conducted with employee representatives if the gender pay gap exceeds 5%. Companies have three years to comply, and non-compliance can result in fines and compensation for employees who have been victims of gender pay discrimination. 𝐒𝐨𝐮𝐫𝐜𝐞:

17 04, 2023

Healfie Future Fit Vitality Program

April 17th, 2023|Categories: Articles|Tags: , |

Smelt has chosen Healfie   In our search for how we can make an essential contribution to the resilience, mental health and personal growth of employees, we came across the Healfie platform. The platform offers the perfect opportunity to get fitter in complete anonymity. Smelt does not receive any (progress) reports from employees via the platform, so in complete anonymity and according to personal needs. In addition, it is not an obligation but an offer.   How do our seconded, interim professionals and employees benefit from Healfie.   Everyone who is connected to Smelt, either through an assignment at one of the life sciences organizations or through a paid employment contract, is welcome to register on the platform. Here you can contact coaches who will start a process with you according to your own insight and needs. Smelt pays a monthly fee for Healfie and the use of the coaches. You will, therefore, not receive an invoice at the end of the process. All coaching initially focuses on online meetings. This can be deviated from individually. What kind of support can you think of? This varies from sleep coaching, moving more, eating differently, and processing grief. Everything is according to your own insight and needs.   Who is on the platform? On the Healfie platform you will find more than 250 registered coaches for lifestyle interventions. All these coaches are carefully selected for their certificates, the CVs are screened, and a Chamber of Commerce check is done.   "Leuk. Verrassend. Het gaat zeker bijdragen aan een vitale en veilige werkomgeving".  Check the platform here. 

21 03, 2023

10 benefits of job searching with a recruiter

March 21st, 2023|Categories: Articles|

In the digital era of today, many of us are capable of hopping online to search for career opportunities, send CVs, and set up interview meetings. This communication ease is wonderful considering the lack of obstacles for those in need of a job, but there are some serious benefits of using a recruiter that you may be missing if you search and apply solo.  10 reasons why you should use a recruiter during your next job search  Reason 1: Your success is our success  At the end of the day, recruiters are rooting for you. By successfully placing candidates we are providing professionals with exciting career steps and filling important vacancies for our clients. Your success is a win-win for us. We have the persistence and motivation it takes to get you hired.   Reason 2: We know what our clients want  Recruiters engage in regular communication with hiring companies, we understand the vacancies inside out. We know exactly what our clients are looking for and can help you communicate your value. We know the company culture & values; we can help you determine a match.     Reason 3: We will know if you are a good fit or not  If we approach you or suggest a job opportunity, we see potential in you. If you were job searching solo, you might have overlooked a position with an unfamiliar title or a company you have never heard of. Using a recruiter provides more opportunities with a higher success rate.    Reason 4: Some of our vacancies are not found online  Companies that are looking to hire specific professionals might not place their vacancies on the world-wide web. The task of looking through candidates and

7 03, 2023

What is Diversity, Equity and Inclusion (DE&I) and why it matters

March 7th, 2023|Categories: Articles, |Tags: , , , |

  Diversity, equity, and inclusion or DEI, is any practice that ensures candidates and employees from different backgrounds feel included and have opportunities to develop their careers in an organisation. DEI has become a core value of many organisations that work towards an inclusive workforce. But what does it mean to be diverse, fair, and inclusive in a professional setting? How can you tell if a company is really implementing DEI as part of its values or simply checking off a box?   Keep reading to learn the what, how, and why of DEI.  Understanding the terminology  What do diversity, equity, and inclusion mean? It might be easy to understand the general concept, but it can be challenging to understand what DEI looks like when successfully implemented.   Diversity   Diversity simply means the presence of many different things, people, or opinions. In the workplace, that usually refers to a variety of people’s age, socio-economic status, gender identity, ethnicity, race, etc.   Diversity occurs when companies make a conscious effort to practice unbiased hiring (read our blog) or if they prioritize finding candidates and leaders that will bring different perspectives /voices to the table. Other signs of diversity include companies that partner with under-represented groups.   Do you want to experience the hiring process with an unbiased assessment? Click here to view Smelt’s opportunities in the Life Sciences & Healthcare – we utilize unbiased assessments (created by Equalture) during the recruitment process to ensure a fair hire.  Equalture is a game-based assessment introduced at the beginning of the hiring process to see the true potential of your candidates. Based on science, not bias. Equalture’s games are non-trainable, non-manipulable, free from biases and very enjoyable, which ensures equal treatment

15 02, 2023

How you can stay motivated while working and studying

February 15th, 2023|Categories: Articles, Smelt Academy|

Finding the time and energy to prioritise learning is a challenge for anyone, but especially for those who are also working full-time. Despite these obstacles, upskilling and reskilling have become necessary for many employees. This requires life-long learning, which is all about self-initiation and self-motivation. Motivation to study while working can be found externally, but it is more often the personal factors of development that are most encouraging. This article will explore what motivates learners, how your employer can help, and tips & tricks to stay engaged!  Read more: Lifelong Learning: What It Is, Benefits and Habits |  10 top factors that inspire people to learn  Lifelong learning is the "ongoing, voluntary, and self-motivated" pursuit of knowledge for either personal or professional reasons. Where do life-long learners find their motivation to study while working?  Expanding knowledge for personal development A passion for the subject, and they want to explore Preparation for the future Feeling accomplished  Self-reflection  Setting goals  Inspiring trainers  Connecting with others  Fun challenges and interactive activities  Accreditation and incentives  Read more: What Motivates Lifelong Learners (  What motivates you to continue learning? Let us know in the comments!  How your employer can help with your development goals  The role of the employer is an important one; they can be supportive by helping you realize your professional development goals. Your employer can also help you understand the trajectory of your career path and how you can reach your full potential. This is a big motivator that brings purpose and value to your development. Their support can bring motivation to study while working. Regarding financial support and allowances, your employer can grant you the following options if you apply and attend courses related to

16 01, 2023

Bias-free recruitment: what it is and how to implement in your organization

January 16th, 2023|Categories: , Talent Sourcing|

Humans are all subject to inclinations or opinions for or against someone or something, which is called bias. These biases can be conscious or operate on a conscious or unconscious level. However, as recruiters, if we don't investigate our prejudices and assumptions, they can interfere in the hiring process, as reported in a survey conducted by Unique in 2020. Accordingly to a study with 1,130 Dutch workers, 25% of job seekers with an ethnically diverse background suffered rejection in the Dutch job market due to age, gender or ethnicity. These forms of discrimination are forbidden under Dutch law and others. In this blog post, you will learn what strategies your organization can adopt to fight biases and the benefits of bias-free recruitment. The advantages of a bias-free hiring process for an organization Did you know that implementing a bias-free hiring process can benefit an organization's growth? Adopting bias-free recruitment ensures that all candidates are assessed similarly and based on the same criteria. The recruiters or hiring managers will consider their qualities, education and skills rather than external factors such as appearance or background. Consequently, candidates who are a proper fit with the company will be selected, contributing to a longer tenure. It is all about finding the right people for your organization! Additionally, this practice enables the recruitment of individuals from different backgrounds who can contribute with their unique experiences to a more diverse and inclusive workforce. Recommendations to make your hiring process equal and bias-free Designing a bias-free recruitment process doesn't have to be lengthy and challenging. Your team and organization can take a few steps to get started. 1. Team up with the DEI specialists. Does your organization have a DEI (Diversity, Equity

10 01, 2023

Is your organisation prepared to attract and maintain talent in 2023?

January 10th, 2023|Categories: , Talent Sourcing|

According to a Forbes report, recruitment and retention activities will take centre stage as workers continue to have leverage in a tight job market. This can affect industries such as life sciences and healthcare. Is your organisation prepared to attract and maintain talent in 2023? Connecting with our exclusive network of candidates and experts, Smelt quickly presents precisely the people you need to complete your team and organisation. Discover our workforce solutions for life sciences and healthcare: 📰 Source:

7 12, 2022

How businesses can make end-of-year performance reviews more meaningful

December 7th, 2022|Categories: Articles|

In a Forbes article, managers shared their best advice on how businesses can make end-of-year performance reviews more meaningful. We highlight a few: ➕ Actionable feedback: The feedback process should review the strengths and areas of improvement in the new year. Make sure to point out how your team can perform better by giving them actionable tips that they can use to improve their performance. ➕ Recap the past but focus on the future. Ask your employees what their aspirations are and learn what fuels your team. ➕ Two-way conversation: Do end-of-year performance reviews more like two-way conversations where both parties can share, discuss and find clear pathways to engage in the future. ➕ Ask your employees what they would like to learn in the year ahead. With this question, you can learn a lot about whether someone is interested in a promotion or moving to a new department. Need help training or upgrading your team? Discover Smelt solutions for education in Life Sciences and Healthcare > Source: 📷 Freepik

5 12, 2022

4 Benefits of hiring a recruitment partner focused on the life sciences industry

December 5th, 2022|Categories: Articles, Interim management, Talent Sourcing|

Partnering with a recruitment agency can be very advantageous for organizations in the Life Sciences industry, not only hiring managers. Keep reading to understand what you can expect from a recruitment partner specialized in the life sciences industry.     Benefit 1: Specialized recruiters  An agency like Smelt has specialized staff dedicated to recruiting in a specific sector, for example, life science and healthcare positions. As a result, we have better knowledge of technical or complex open positions that your organization may need.   At Smelt, our recruiters are dedicated to finding qualified candidates or interim professionals in the life sciences and healthcare industries located in the Netherlands.  Besides recruitment, we offer a full range of services for your organization. You can check our services here.    Benefit 2: Fast service   A recruitment agency can find the perfect candidate to fill your position much faster than your team. Why?   A recruitment agency like Smelt has a large network of experienced candidates active in our database. Our recruiters and consultants are trained to find the right candidate with the hard and soft skills you are looking for.  We will always present candidates that match your search criteria, speeding up the hiring process and saving you time.  If your organization is looking for an interim professional to join the team, we offer access to our interim database, where your hiring manager can select specific criteria and find the candidates that match their search. This tool will accelerate your hiring process.  You can check our interim talent pool here.    Benefit 3: Knowledge of the market   Understanding the market we are recruiting for is essential to a recruitment agency specialized in the life science industry.  When partnering with a