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I have come across something in the international recruitment landscape: the South Korean approach to group interviews. This method, in my opinion, offers valuable insights for you, as a reader. As entrepreneurs. As HR professionals.

The South Korean method

In South Korea, it is common for candidates to participate collectively in the hiring process. This is more than just an efficient recruiting method - it reflects the collectivist culture where harmony and collaboration are central. During these sessions, candidates work together on cases, engage in group discussions, and solve problems collectively.

What stands out to me is how organizations not only look at individual performances but focus on the bigger picture: How does someone function in a team? How does a candidate deal with different personalities? And perhaps more importantly: How does someone contribute to group dynamics?

Valuable insights for the Netherlands

Although our culture is more individualistic, I see several elements that could be valuable for Dutch organizations:

- Authentic team observation: Instead of just asking about collaboration experiences, you directly see how candidates operate in a group

- More efficient selection: You assess multiple aspects simultaneously - from communication skills to stress resilience

- Realistic work situations: The group setting often better approaches the daily work environment than a one-on-one conversation

- Culture fit insight: You immediately see how candidates align with your organizational culture

- Leadership potential: Natural leaders and facilitators become more visible

Application in the Dutch context

Implementing South Korean elements in our recruitment process requires nuance. The Dutch work mentality is characterized by directness, individuality, and a flatter hierarchy. Therefore, I think a hybrid approach works best.

For instance, by supplementing the traditional interview process with a group session where candidates collaborate on a relevant project. Or by organizing group discussions about current challenges within the organization. This provides insight into how candidates handle different perspectives and how they contribute to joint solutions.

Balance between cultures

It is fascinating to see how cultural differences lead to different approaches to recruitment. While the South Korean method is entirely focused on the collective, we can selectively adopt elements that fit our own work culture. This enriches the recruitment process without losing sight of Dutch work values.

The added value

By integrating aspects of group interviews into our recruitment process, we can gain deeper insights into how candidates truly function in a professional environment. It allows us to look beyond the resume and individual performances and focus on how someone contributes to the bigger picture.

Moreover, this approach offers candidates valuable insights themselves. They directly experience the work atmosphere, meet potential colleagues, and gain a more realistic picture of the organizational culture. This can lead to better matches and more sustainable employment relationships.

Future perspective

In a job market increasingly revolving around collaboration, innovation, and adaptive capacity, the South Korean approach offers interesting perspectives. By combining the best of both worlds - Dutch directness and individuality with the Korean focus on harmony and teamwork - we can elevate our recruitment process to a higher level.

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The sources I used:

https://www.rivermate.com/nl/blog/top-landen-voor-remote-werk-2024-voor-en-nadelen

https://www.beroepenonline.nl/welk-land-biedt-volgens-u-de-beste-mogelijkheden-qua-carriere/

https://www.carrieretijger.nl/carriere/internationaal/werken-in-het-buitenland

There are more. Do you have specific questions? Feel free to contact me!

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