{"id":101095,"date":"2026-10-26T12:39:41","date_gmt":"2026-10-26T12:39:41","guid":{"rendered":"https:\/\/www.knower.pt\/?p=101095"},"modified":"2026-10-28T12:48:21","modified_gmt":"2026-10-28T12:48:21","slug":"the-best-value-propositions-in-recruitment","status":"publish","type":"post","link":"https:\/\/www.knower.pt\/en\/the-best-value-propositions-in-recruitment\/","title":{"rendered":"The best value propositions in recruitment"},"content":{"rendered":"

A Recruiter should not limit themselves to interviewing people and finding them jobs<\/strong>, there is much more to it. In my experience, recruiting is, above all, about building relationships, understanding people, and finding a balance between what a candidate is looking for and what a company needs.<\/p>\n

When I think about the role of a Recruiter, I believe they should \u201cexude\u201d the passion that drives them to be there. Our purpose is to add value to the candidate, and in a more \u201cpure\u201d expression, to give them and give ourselves a sense of purpose, because our work is done alongside the candidate and, in truth, never ends.<\/p>\n

From the first contact, we seek to create closeness, communicate, listen, and establish a connection that makes sense for both parties. It\u2019s not just about discussing compensation or presenting a role; it\u2019s also about explaining the project, linking it to our brand, values, culture, and how we work, creating a sense of belonging.<\/p>\n

For this, it is essential to know how to listen to the candidate, understand their experiences, motivations, and goals, but also what went less well and what they are looking for in the job market<\/strong>. This way, we can get to know who is on the other side and allocate the right people to the right clients. And the work doesn\u2019t end with the hiring. Once integrated with the client, it is equally important to follow up, gather feedback<\/em>, and understand if the person identifies with what they do and if the opportunity meets their expectations.<\/p>\n

I recall a challenge I faced about a year ago when we acquired a new client<\/strong>, with massive and ambitious recruitment needs, integrating 40 resources in two weeks. These were intense days of interviews, searching for talent that could complement and add value to the business. Often, experience or technical skills were not the main focus; we were looking for people with ambition, motivation, and the right soft skills<\/em>.<\/p>\n

At Knower, as an outsourcing<\/em> company, we work with different clients and sectors, we have to be quick, but not rushed, because finding someone for a role can be simple, but finding someone who matches the project, the company culture, and adds value is the real challenge.<\/h3>\n

The use of technology helps us gain efficiency in the recruitment process as a whole, but I believe it should be an enabler and not a substitute for human relationships. It can help us capture a profile, but it will hardly replace the ability to listen, understand motivations, recognize potential, and build trusting relationships.<\/p>\n

This is also why I see recruiting as an increasingly consultative activity, where we need to understand the client\u2019s business, know the market, anticipate difficulties, and support the candidate.<\/p>\n

In the end, I believe the best value proposition in recruiting is one that creates value for everyone.<\/strong> For the company, which finds the competence it needs, for the candidate who finds a meaningful opportunity, and for the partner who builds a trusting, long-term relationship. Because despite all the technological advancements, we continue to recruit people to work with people, and that will remain the most important part of our work.<\/p>\n<\/blockquote>\n

Andreia Martins<\/strong>
\nBusiness Consultant, Knower Contact<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

A Recruiter should not limit themselves to interviewing people and finding them jobs, there is much more to it. In my experience, recruiting is, above all, about building relationships, understanding people, and finding a balance between what a candidate is looking for and what a company needs. When I think about the role of a […]<\/p>\n","protected":false},"author":22143,"featured_media":98798,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_llm_markdown_disabled":false},"categories":[1],"tags":[],"class_list":["post-101095","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-no-category"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t