In this introductory phase, we look together at all facets of your real estate organisation: activity, department, function, strategy. The softer elements are also discussed: what is the company's mission? How would you describe your organisation's culture? What exactly does your brand and your reputation entail?

I compile all this information into an attractive Employer Value Proposition, the profile of your company for your future employee. Then I make a competence analysis, a wish list of all the competences your ideal candidate must have. With this, we can fine-tune the strategy together: with which concrete steps do we start the search for the dream employee?

We translate the information from our in-depth analysis into a job posting. From my knowledge of the real estate market, market trends and what resonates with candidates, I can advise your organisation on which accents and nuances should definitely be included.  The vacancy is published on the website (www.rees.be) and on social media, for example via Advanced LinkedIn searches. In addition, I obviously dive into my own Rees database and Rees network. Both seeking and non-seeking candidates are scrutinised. Do I see a potential worker for your company in them? Then I give them a call.

I invite suitable candidates for an interview. This takes place in a casual, open atmosphere. A mutual dialogue unfolds, in which the competences, experiences and ambition of the candidates are tested against the expectations of your organisation. In doing so, I use the STARR technique (situation, task, actions, results, reflection), a structured way of questioning the candidate about behaviour and competences. I look for the candidate's talents, but the weaker points don't escape me either!

In this phase, I critically evaluate all the information on the table. I prepare a comprehensive written report with my analysis of the profiles and their CVs. Only when I am sufficiently convinced do I introduce the candidates to you. High time to now meet and interview the candidate yourself. Does it also click with you and your company?

For me, signing the contract definitely does not mean that my mission is accomplished. I like to monitor closely how the onboarding of your new employee went. I set up a feedback moment after one and after two months. A six-month guarantee also applies.