Labels with one recognisable RGF culture
The strongest distinguishing trait
Sub-analyses on 302 candidates
RGF Staffing is a recruitment organisation itself, which made this question a bit more complicated than it looks at first glance. They wanted to stop hiring their own recruiters and consultants based on CVs, and start hiring on potential instead, exactly what they advise their own clients to do. That sounds straightforward, until you realise a new question appears the moment the CV stops being the guide. What should you look at instead?
Two CVs can look almost identical, yet one person grows into a top performer while the other stays average. Without hard data on what actually explains that difference, selecting on potential still comes down to gut feeling for the most part. RGF wanted to avoid that, and do it across all of their labels, from Start People to Technicum, each with its own culture and its own type of candidate.
Selection Lab had RGF's current recruiters and consultants take the assessment, and matched those results against performance labels that RGF provided itself, strong performers versus average ones. That immediately showed which traits, drivers and culture preferences actually make the difference between a strong and an average recruiter, instead of relying on who looks best on paper.
What came out of it was a profile that differs quite a bit from what RGF expected. Strong recruiters turn out to be doers above all, scoring clearly higher on drive, proactivity and discipline, but lower on precision and structure. They're also driven more by security and appreciation than by pure ambition, and prefer to be rewarded for results in an environment that isn't too static. What stands out is that these aren't the candidates who currently score highest at intake, since the current intake process mostly selects for networking, teamwork and structure, and those are exactly the traits that say little about who ends up performing well.
RGF now has a data-backed recommendation to sharpen its recruiter profile, with more weight on drive, discipline and emotional intelligence, and less on structure and networking. It's also clear which culture values run strong across RGF as a whole, such as collaboration, trust and room to grow, and which accents differ by label. Medi Interim feels warm and close-knit, while Technicum is result-driven and competitive. That makes it possible to build a sharp, recognisable profile per label, instead of one profile for every label at once.
The next step is applying the same approach to the consultant and recruitment specialist roles, so RGF can eventually select across the board on what actually works in practice, not on what looks good on paper.
For any organisation looking to move away from CVs, but not yet sure what to select on instead, this offers a blueprint. Instead of guessing who looks promising, figure out first what your own top performers actually do differently, and use that insight to select the next group.
RGF Staffing wanted to hire recruiters on potential instead of CVs, but ran into the question of what to select on instead. Selection Lab had RGF's own recruiters take the assessment and matched it against performance data, revealing a profile that looks quite different from who gets hired today.
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