Our hiring methodology is based on the principle that if a candidate has succeeded at something in the past, they'll be likely to succeed at this at Lifely as well. In other words: has done, can do. This document is quite extensive and we haven't come up with this methodology on our own. We adopted the 'Has done, can do' framework from Procter and Gamble.

In this page you'll find everything you need to:

• Write and distribute a great vacancy.
• Prepare and train yourself for an interview.
• Conduct a successful interview with a candidate.

Recruitment.

• Writing a great job vacancy. Finding a great new colleague starts with an awesome job description. That’s why it’s important that you take the time to write a thoughtful and thorough vacancy. To do, so we’ve created a vacancy template that will help you write a great job description in no time.
• Recruitment Channels we use. It’s our combined responsibility to connect the Lifely job vacancy to as many people as possible. Over the years, asking friends and colleagues to share the vacancy has led to the best applications.
• Managing vacancies at jobs.Lifely.nl. When posting a vacancy, the first thing you need to remember is that a new job might be life changing for someone. A candidate takes the time to and goes through the vulnerable process of applying for a new job. You must always keep this in mind, at any step of the process.
• Selecting candidates (pre-interview). On the closing day of the vacancy, the competence Leads will take up to two hours to go through all the applicants.

Interviewing.

Our people are a very important asset of our company. It all starts with the recruitment of the best people!

• Strategy for interviewing candidates.
• Scorecard and rating manual.
• Interviewing and selection structure.
• What Counts Factors.

What Count Factors example questions.

• Initiative & follow through.
• Leadership.
• Thinking & problem solving.