Assessing profiles — what to look for?

What do you see in a profile, how do you compare candidates, and when do you request a trial day?

What's in a profile?

Every FlexHero profile follows a fixed structure so you can compare candidates 1-to-1. We leave out subjective characteristics (name, photo, age) — the focus is on skills, experience and fit.

How do you assess a profile?

1. Do the skills match?

Compare the requested certificates/processes with what has been ticked. If 80% matches, this is a candidate. A 100% match is rare — and not always necessary (we also offer coaching/induction).

2. Recent experience?

Has the candidate worked in a comparable type of company in the past 2 years? That shortens the induction period enormously. If in doubt: ask for references or a more detailed explanation from the recruiter.

3. Language & communication

For independent roles or customer contact, NL/EN level B1+ is often needed. For operational roles, A2/basic English is usually sufficient. Our recruiters always state the language level (CEFR scale).

4. Logistics

Start date, willingness to travel, available shifts, length of assignment. A 100% skills match who can only start in 6 weeks is in many cases less useful than a 80% match who starts on Monday.

When should you request a trial day?

If in doubt, or for specialised roles (welders, CNC operators), we offer a paid trial day as standard. The skilled worker works 4–8 hours on site; you assess their skills and cultural fit. Not satisfied? No further obligation — we arrange a replacement.

Several candidates?

Always give our recruiter feedback within 48 hours — including a "no" and why. That helps us tailor the next batch better. No feedback = we present more broadly, which costs time for you and the candidate.