Choose on evidence, not gut feeling.
A choice based on gut feeling costs good hires, time and the hiring manager's trust. This training turns your recruiters' judgement into a consistent method — so they put forward the right candidate first time.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Candidates the recruiter thought were a perfect fit get rejected by the hiring manager
- A new employee leaves within a few months because it just didn't work out
- Every recruiter interviews candidates in their own way
- Rejected candidates hear little or nothing back from your organisation
What the Successful selection training delivers for your team
Better quality of hire
Fewer mismatches, better hires
Your recruiters select on criteria agreed upfront instead of on instinct. Candidates they put forward fit better, and new employees stay longer.
Shorter time to hire
Right first time
When it's clear from the start who the hiring manager is looking for, there's no searching blind or sending candidate after candidate. Vacancies get filled faster.
Satisfied hiring managers
A hiring manager who trusts your judgement
The hiring manager helps decide the criteria and sees for each candidate why they are being put forward. That builds trust in recruitment's judgement.
Better candidate experience
Candidates who feel taken seriously
A structured interview and prompt, substantive feedback leave candidates with a good feeling, even when they don't get the job.
Lower cost per hire
Lower cost per hire
Every mismatch means recruiting and onboarding all over again. Choosing the right candidate first time prevents those costs.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
Do your managers take part in selection? With Selection for Managers they learn to do it well: four tutorials in your own house style, always available to watch again. About Selection for Managers →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 Preparing the intakePin down exactly who the hiring manager is looking for
What your recruiters learn
- Prepare every intake properly, whether it's for a specific vacancy or for building a talent pool
- Explore the same six criteria with both hiring manager and candidate: culture, team, thinking level, knowledge and skills, competencies and the drive to perform
- Deliberately limit the requirements to what really matters
- Check practical conditions such as salary, start date, commute, working hours and contract type on both sides, so a match doesn't fall through on the details
- Screen incoming profiles in a targeted way and prepare questions for each requirement
The result
A sharp profile agreed with the hiring manager, and recruiters who only start selecting once they know what to look for.
02 The selection interviewAn interview that reliably shows what a candidate can do
What your recruiters learn
- Structure the interview in fixed phases, with most of the time spent on targeted questioning, and match its length to the complexity of the role
- Put a candidate at ease quickly, so the conversation becomes open and honest
- Probe concrete examples from the past: what was the situation, what did the candidate do and what was the outcome
- Avoid closed and leading questions that give a distorted picture
- Sell the role and the organisation honestly and record the outcomes so they're useful for future vacancies too
The result
A reliable picture of every candidate, recorded in a way that makes the next match easier as well.
03 Matching candidatesChoose who to put forward, with evidence to back it up
What your recruiters learn
- Recognise how a matching decision can go wrong, and how a consistent approach reduces that risk
- Assess each candidate on the six criteria, each time backed by a short note
- Agree upfront, together with the hiring manager, who will and won't be put forward
- Compare candidates fairly, leaving room for their own judgement where the criteria don't tell the whole story
The result
Recommendations the hiring manager can follow and trust, with less risk of a mismatch.
04 Feedback and introductionFrom the right choice to a conversation with the hiring manager
What your recruiters learn
- Why prompt, substantive feedback to candidates pays off for your employer brand
- Give feedback as advice rather than judgement, backed by the outcomes of the selection
- Respond within 24 to 48 hours, through the channel that suits how far the candidate got in the process
- Write a short, specific introduction that shows why the candidate fits the hiring manager's request — including honest points of attention
- Use AI to help draft that introduction
The result
A better chance the hiring manager wants to meet the candidate, and feedback that gives candidates a good impression of your organisation.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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03
Candidate management
Guide candidates through the process without losing them
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04
Writing job ads
Job ads that attract the right talent
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05
Sourcing
Actively find the right candidates yourself
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06
Job marketing
Get your vacancies seen by the right people
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07
Talent pooling
Keep candidates warm for the next vacancy
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08
Successful selection
This training