Your Gateway to EU Job Opportunities
Connecting talent with top employers in
The Netherlands and Germany
About Spanje Werkt
The long road
Spanje Werkt and its sister company quierotrabajarenholanda.eu came into existence in 2017. The business is the brainchild of Ton Fitsch, who spent 30 years in professional football in the Netherlands. Post retirement, Fitsch decided to try something new; the recruitment business. Among other things, his sole aim was to get Spanish job seekers to the Netherlands.
Along with his wife, who did bookkeeping, Fitsch built a reputable business over the years. The USP of Spanje Werkt, which is finding good and affordable housing to its workers, helped cement the company’s reputation in Germany as well as the Netherlands.
The core strengths of the company lies in placing people from all over Europe for positions such as cooks, orderpickers, cleaners, welders, drivers and butchers. The company also specialises in warehousing jobs, which is a huge market.
The mission of Spanje Werkt is to connect talented individuals with reputable employers across the European Union. The company strives to facilitate a seamless recruitment process that benefits both job seekers and businesses.
Interviews and Questions
For HRs
Interviews allow you to get to know a candidate beyond what they’ve shared with you in an application. Everyone can present well on paper. So it is critical to evaluate talent with powerful questions. Certain behavioural questions will help identify how a candidate can add value to your team and where they may fall short in day-to-day work. The interview process should not be limited to one face-to-face meeting. You should view the entire recruitment process as an opportunity to interview at multiple stages; asking different questions at various times
Behavioural interview questions help HR teams and hiring managers to asses which candidates possess strengths that are relevant to the role they’re interviewing for. Rather than resorting to generic questions which fail to uncover much about a candidate’s abilities, the most successful interviews include questions that focus on behaviours.
The interview process should not be limited to one face-to-face meeting. You should view the entire recruitment process as an opportunity to interview at multiple stages; asking different questions at various times.
For candidates
Here are some of the most relevant questions that can be part of average interviews.
Describe three things about communication within an organisation that must be present for you to work most effectively?
How do you adapt your communication style when communicating with people of different cultures, backgrounds and languages?
Tell me about a time where a project you managed faced serious roadblocks and how you resolved them.
Tell me about a time where you had to develop a long-term plan for a department or organisation.
In a role with many competing priorities, how do you structure your day to best complete your duties?
Can you give me an example of a time where you’ve had to rapidly change your priorities in the middle of a work day or project?
What steps do you take when you’re assigned work on top of an already full workload?
Describe the most difficult client problem you’ve had to face and how you resolved it in order to keep the client happy?
Describe the worst decision you ever made and how you corrected it.
How would you describe your ideal workplace culture? Tell me about your greatest professional achievement, and the challenges you faced in achieving it?
How do you define success and how will you make our company more successful?
Tell me about a time where a new process has been implemented that’s impacted your work and how you integrated it within your workflow?
Give an example of positive mentoring