The new recruitment

ASBR claims to be “leading and innovative. A concrete example can be found within recruitment, where The new recruitment has taken its definitive place within innovative recruitment and a more decisive and transparent application process.

Job applicants increasingly want to “meet first, apply later.” No longer do they just react to a piece of text or immediately “climb into the pen”. They first want to sample the atmosphere, talk to employees and assess career opportunities before deciding whether to respond to a vacancy.
Low-threshold procedures and a new kind of open days for applicants are gaining ground. ASBR has been deploying this concept for some time and we have been refining it further and further in recent times under The New Recruitment.

Meet first, then apply

The success of The new recruitment has an underlying reason that has to do with an evolution within recruitment. After all, candidates are no longer willing to write a cover letter without knowing what development opportunities there are or what they are really responding to. This is where the formula comes in; low-threshold and informative. First get to know the company, employees and managers. Only then decide whether to apply. This is what people need. Questions from candidates are about the atmosphere, the development opportunities, the projects they are involved in or the work-life balance. No longer about money or promotion opportunities in the wrong sense of the word. Let alone about job titles. But about personal fulfilment, sustainability, meaning and development.

Besides Executive search, as we have been doing since 1991, The New recruitment proves to be a particularly effective method for multiple, sometimes dozens of, vacancies.