Clear communication leads to successful recruitment 

After the initial contact and briefing, the various agencies presented candidates. There was a strict internal selection process involving multiple interviewers. The requirements for these positions were stringent, demanding deep knowledge of software engineering. Not all Java Developers possessed such expertise. Stijn remarked, "The candidates from Spilberg were well-prepared which proved particularly helpful given the rigorous selection process and high standards." 

Not all candidates proposed in the first round were suitable. Here, Stijn noticed a difference between Spilberg and other recruiters: "After the first rejection, my contact Steffanie called and asked me why the candidate was not suitable. I took the time to explain everything thoroughly, providing all the details. Steffanie listened very well, and as a result understood exactly what we were looking for. By incorporating the right information into the continuation of the selection process, she performed significantly better than the other recruiters." 

The developers proposed by Spilberg's were well prepared. They knew who they would be talking to, and what the interview would entail. In-depth questions and live coding requests were not unexpected. As a result, the interviews flowed smoothly, even when critical questions were posed. The success rate was high.

Stijn says: "We did not necessarily want to engage in bidding against employers who seemed to compete solely on compensation. Therefore, we primarily focus on a market competitive salary, substantive growth and the pride that comes with it." Spilberg ensured a thorough pre-selection process, leading those who received an offer to gladly to accept this. This avoided wasting precious time on unnecessary negotiations, benefiting both the candidate and the client. Finally, it helped that the developers from Spilberg were not simultaneously involved in other processes with potential employers or recruiters. They remained committed throughout the process, displaying genuine interest in the team from the very beginning. 

For some employees, Stijn opted for Spilberg secondment: a temp-to-perm arrangement where an employee was first employed by Spilberg for about a year and seconded to the client. After that period, employees were 'taken over' without any costs, with most of them receiving a permanent contract immediately. It was a more flexible solution, reducing the company’s risk and increasing the likelihood of retaining the employee. This way of working has also proven beneficial for Stijn in the long run; almost all the people hired at that time are still employed, even in the current competitive market. By effectively managing expectations throughout the process, they did not leave for an opportunity elsewhere.