Unique vision of recruitment 

'We help GWW companies grow'

The biggest challenge for companies in construction and civil engineering is not so much obtaining new orders, but rather recruiting good employees. The labor market has changed completely, and that requires a different vision on recruitment. These are the words of Jeffrey Jaeger who with his company Fullhouse demonstrably makes the difference in construction and infrastructure. Of course we want to know more about that.

Recruiting is a profession in its own right, according to Jaeger. "Companies no longer make it with a reactive approach, prompted by a specific vacancy. You pay a factor of 2 and it remains to be seen what you bring in this way. If you really want to make an impact, you have to invest in your recruitment process in a consistent way. You have to stand out as an employer with your vacancies, and the recruiter is on top of it: with short lines of communication, quick follow-up and lots of personal attention for each candidate."

Standing out as an employer

Fullhouse does things differently. "We facilitate the whole process and are not only the recruitment department, but sometimes also the marketing department of your company. You don't blindly outsource it to us, but together we divide the roles, tasks and responsibilities. First we map out the DNA and culture of our clients," Jaeger explains. "Who are you as an organization and what makes you unique? By delving into the job profiles, we get a sharp picture of where potential candidates are and what motivates them to make the move to your organization. We then go to market with smart campaigns and bring you as an employer to the attention of the ideal candidates. This immediately creates a flow of applicants and greater brand awareness among potential employees."

An experienced project team with an (interim) recruiter

Potential candidates are approached directly by Fullhouse. "Office staff in particular are also approached directly, especially via LinkedIn. Then our recruiter provides an initial telephone screening on behalf of our client. He does this based on hard and soft requirements, competencies, culture, behavior and ambition. If it suits our client, they take over. With a team of thirty people, we do our utmost to both put the company on the map and find the right people. We join forces all the way to the job interview. This is appreciated and, more importantly, those efforts pay off. Our brand promise is therefore: whether you are looking for one, ten or a hundred employees, we will find them. Because we make real work of recruitment, in a sustainable and consistent way."