{"id":981,"date":"2022-04-14T10:09:20","date_gmt":"2022-04-14T09:09:20","guid":{"rendered":"https:\/\/www.dev.kazi.be\/?p=981"},"modified":"2022-04-14T10:09:21","modified_gmt":"2022-04-14T09:09:21","slug":"iedereen-aangenomen","status":"publish","type":"post","link":"https:\/\/www.dev.kazi.be\/nl\/2022\/04\/14\/iedereen-aangenomen\/","title":{"rendered":"iedereen aangenomen"},"content":{"rendered":"\n

\u201cWe willen onze kandidaten niet overladen met te veel testen en assessments.\u201d Rekening proberen te houden met gevoeligheden is nooit fout. Maar hoeveel is te veel? Zelden komt er een duidelijk antwoord op die vraag.<\/p>\n\n\n\n

De grondgedachte en beweegredenen die hierachter schuilgaan, zijn vaak schrik. Schrik om een extra horde te introduceren. Mensen vinden is aartsmoeilijk, waarom het nog moeilijker maken?<\/p>\n\n\n\n

Stellingen in HR die vandaag schering en inslag zijn; wie wil werken bij ons, mag direct beginnen. We nemen ze aan op basis van attitude. De training volgt wel tijdens de tewerkstelling.<\/p>\n\n\n\n

\u201cWelkom, je bent aangenomen\u201d zei Dirck Slabbekoorn<\/a> van Jumbo Supermarkten<\/a> pas nog in een interview met RTL<\/a>.<\/p>\n\n\n\n

Op zich een goede aanpak. Niet per se makkelijk door te vertalen naar de hele arbeidsmarkt. Want zonder attitudes in kaart te brengen, hoe weet je dan dat de kandida(a)te uiteindelijk zal floreren?<\/p>\n\n\n\n

Breng de attitude die de job vereist, en die van de mensen in kaart met Kazi, om zo mismatches te vermijden.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u201cWe willen onze kandidaten niet overladen met te veel testen en assessments.\u201d Rekening proberen te houden met gevoeligheden is nooit fout. Maar hoeveel is te veel? Zelden komt er een duidelijk antwoord op die vraag. De grondgedachte en beweegredenen die hierachter schuilgaan, zijn vaak schrik. Schrik om een extra horde te introduceren. Mensen vinden is aartsmoeilijk, waarom het nog moeilijker … Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":982,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[62,63],"tags":[],"yoast_head":"\niedereen aangenomen - kazi<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.dev.kazi.be\/nl\/2022\/04\/14\/iedereen-aangenomen\/\" \/>\n<meta property=\"og:locale\" content=\"nl_NL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"iedereen aangenomen - kazi\" \/>\n<meta property=\"og:description\" content=\"\u201cWe willen onze kandidaten niet overladen met te veel testen en assessments.\u201d Rekening proberen te houden met gevoeligheden is nooit fout. Maar hoeveel is te veel? Zelden komt er een duidelijk antwoord op die vraag. De grondgedachte en beweegredenen die hierachter schuilgaan, zijn vaak schrik. Schrik om een extra horde te introduceren. Mensen vinden is aartsmoeilijk, waarom het nog moeilijker ... 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