Care organisations fill vacancies in a market where the candidate chooses. The question is rarely who can do the most, but who keeps going and fits the team. A short measurement up front shows attitude, drives and resilience before someone starts.
hrmforce delivers that measurement online, in the candidate's language, with a report a team leader can read without a background in psychology.
In healthcare, selection is about behaviour under pressure and about dealing with residents, patients and families. These roles come up most often.
Early turnover costs a care organisation more than the recruitment fee. A support worker who leaves after four months leaves a team filling the gaps with overtime. That rarely surfaces in interviews, because a candidate who wants the work will not volunteer that night shifts drain him. Measuring resilience and work attitude does show it, before the roster depends on it.
These instruments are used most often in this sector. Every assessment has its own page with the evidence base and example questions.
Shows how someone handles workload, emotional strain and recovery after a hard shift.
View the assessment →Gives the personality picture behind conscientiousness, stability and cooperation.
View the assessment →Translates competencies into the roles healthcare already uses, from care provider to collaborator.
View the assessment →Maps whether someone can still do this work in five years, and what that takes.
View the assessment →You decide per job family which questionnaires go out. For a nurse that is usually resilience and personality, for a team leader the leadership test is added.
The candidate gets an email invitation and completes it online, usually within half an hour. Other languages are available for candidates still learning Dutch.
Recruiter and line manager see the same report, with interview questions per point of attention. That keeps the second conversation concrete.
A care organisation with around 180 staff added personality and resilience testing as a fixed step in selection. Early turnover dropped, and interviews moved from the CV to how someone approaches the work.
You can make an assessment part of the procedure, as long as the candidate knows what is measured and receives the outcome. hrmforce sends the report to the candidate by default.
Yes. With career changers previous experience says little. The measurement looks at attitude, learning ability and resilience, and those predict more than a CV from another sector.
Organisations that went before you
Van overheid en banken tot zorg, onderwijs en industrie, 1.200+ organisaties kiezen hrmforce.
Education · Manufacturing · Public sector · Professional services · Retail and e-commerce · IT and technology
In a half hour demo we show what the measurement looks like for your roles, and what a report tells you.