Recruiting in augmented reality
Posted: Tue Feb 18, 2025 5:47 am
The 'cautious conclusions' are definitely worth sharing, because many vacancy holders have very different ideas and therefore often miss the mark!
Every employee recruiter
Guido Nieuwkamp from SocialReferral starts by explaining why recruiting via employees is such a good strategy. In fact, he repeats what Nicole from Philips said earlier; high quality, high speed and low costs. What is especially interesting is that with his tool he provides an answer to the question of how you can actually do something with the enormous potential that the network of all those employees has.
The process starts with an invitation to employees to link their social networks to the tool. The employee can then see exactly which vacancies match which contacts from his/her network and take action on them, such as forwarding the vacancy to the contact or tipping off a recruiter. The great thing is that as an employee you can follow exactly what happens next and you therefore remain involved in the procedure.
As a recruiter you can see which colleague has matches for which vacancy. For privacy reasons you cannot see who the matches are, but if the colleague in question does not do anything with this, it is of course a small effort to approach him/her.
Gordon Lokenberg starts by explaining what augmented reality netherlands phone number list is, because many people don't know that yet. He indicates that you can present yourself well as a company via Layar. For example, via the Companyspot Layar, candidates can now see what kind of company it is, who works there and what kind of vacancies they have when they are at an office building. He indicates that there are all kinds of creative ways to bind your target group to you, for example by offering something that people have to come in for first. He advises corporates to stimulate creative agencies to come up with more creative concepts. When people appear to be very interested in what you do as a company, it is of course great if you can also get them to apply for an open vacancy in this way!
Conclusion
Besides inspiring you to improve the return on your current recruitment activities, Successful Recruitment was definitely also a seminar that inspired you to do things 'differently': think about who your target group is, what kind of behavior they show, where you can reach them and how you can best address, bind and convert them. And don't forget to look at what you have to offer! Underestimating the potential of databases and networks as a vacancy holder is unforgivable in the Dutch market.
If you want to delve deeper into certain topics, it is definitely worth watching all the presentations on Successful Recruitment .
Every employee recruiter
Guido Nieuwkamp from SocialReferral starts by explaining why recruiting via employees is such a good strategy. In fact, he repeats what Nicole from Philips said earlier; high quality, high speed and low costs. What is especially interesting is that with his tool he provides an answer to the question of how you can actually do something with the enormous potential that the network of all those employees has.
The process starts with an invitation to employees to link their social networks to the tool. The employee can then see exactly which vacancies match which contacts from his/her network and take action on them, such as forwarding the vacancy to the contact or tipping off a recruiter. The great thing is that as an employee you can follow exactly what happens next and you therefore remain involved in the procedure.
As a recruiter you can see which colleague has matches for which vacancy. For privacy reasons you cannot see who the matches are, but if the colleague in question does not do anything with this, it is of course a small effort to approach him/her.
Gordon Lokenberg starts by explaining what augmented reality netherlands phone number list is, because many people don't know that yet. He indicates that you can present yourself well as a company via Layar. For example, via the Companyspot Layar, candidates can now see what kind of company it is, who works there and what kind of vacancies they have when they are at an office building. He indicates that there are all kinds of creative ways to bind your target group to you, for example by offering something that people have to come in for first. He advises corporates to stimulate creative agencies to come up with more creative concepts. When people appear to be very interested in what you do as a company, it is of course great if you can also get them to apply for an open vacancy in this way!
Conclusion
Besides inspiring you to improve the return on your current recruitment activities, Successful Recruitment was definitely also a seminar that inspired you to do things 'differently': think about who your target group is, what kind of behavior they show, where you can reach them and how you can best address, bind and convert them. And don't forget to look at what you have to offer! Underestimating the potential of databases and networks as a vacancy holder is unforgivable in the Dutch market.
If you want to delve deeper into certain topics, it is definitely worth watching all the presentations on Successful Recruitment .