One team, one mission: recruitment and selection in the cultural sector

A strong team doesn’t just happen on its own. Especially in the cultural sector, where budgets are often tight and roles vary widely, it’s important to make deliberate choices in recruitment and selection. Effective human resources policies directly contribute to job satisfaction, continuity, and sustainable collaborations. In this article, you’ll learn how to build a well-balanced team step by step, with a focus on fair pay, inclusivity, diversity, and being a good employer.

Conscious hiring starts with your starting point

Before you write a job posting, it’s a good idea to ask yourself: What does your organization really need right now? That goes beyond just a job title. Take a look at your current team and determine where you need to fill in the gaps. Don’t just fill the position left vacant by someone else in the same way. Are you missing certain skills, perspectives, or experiences? Has anything changed within the organization or the environment?

There are various organizational models, such as Mintzberg’s, that can help you take a closer look at this. For example, you can determine whether there are gaps in areas such as management, execution, or specialized knowledge—or, conversely, in flexibility and project-based work. This helps you make more targeted decisions about the type of candidate you’re looking for.

In the cultural sector, one’s position in the labor market also plays an important role. Many professionals work as self-employed individuals or take on a variety of assignments. This requires clear expectations and fair terms from the outset.

💡Tip: In our knowledge base, under the topic“Labor Market Position,”you’ll find all kinds of useful tools and information to help you get started!

From Job Posting to Reach

A good job posting is more than just text. It’s an opportunity to attract new talent. These tips will help you expand your reach and attract a wider pool of candidates:

• Write in a concrete and accessible way
  Use clear language and be specific about the role. What will you be doing, what is expected of you, and what do you offer? That way, people can tell more quickly whether the position is a good fit for them.
• Limit the number of requirements
  Long lists can be off-putting. Focus on what is truly necessary to perform the job well. Many skills can also be developed on the job. Describe the required competencies as inclusively as possible. 
• Think about your channels
  Don’t just share your job posting on your own website and social media—that often reaches the same audience. Also explore other networks, platforms, and partners to expand your reach, such as Culturele Vacatures and Werken voor Cultuur. Social media, such as LinkedIn, can also be a good channel.
• Collaborate with others
  Ask fellow organizations, creators, or networks to share your job posting. This will help you connect with people outside your immediate circle.
• Look beyond the standard profile
  Diverse and inclusive hiring means looking beyond just education or work experience. Also consider perspective, background, skills, and life experience. Platforms like Colourful Jobs are a good starting point. They can also help you draft an inviting, inclusive job posting.

Selecting with Care and Structure

A good selection process helps you make fair and informed decisions. Use a standardized interview format so that every candidate has an equal opportunity. This prevents personal preferences or first impressions from having too much influence. For example, use predetermined questions and, if necessary, a simple scoring sheet so you can better compare candidates. To do this, use the job requirements and competencies you’ve included in the job posting and job description.

Take a critical look at what you truly value. A “click” can be nice, but it doesn’t always indicate suitability. Base your decision primarily on predetermined criteria and competencies. Ask for specific examples from past situations so you can better assess the candidate’s behavior and experience. It’s advisable to conduct the interviews with at least two, but preferably three, people. This allows the candidate to be evaluated from multiple perspectives and also gives them the opportunity to get to know several people within the organization. Be sure to form your own opinion first before discussing it with others, so you don’t unconsciously influence one another.

💡 Tip: Use the STAR method when asking questions. By phrasing questions this way, you encourage candidates to describe how they’ve acted in past situations. This helps prevent candidates from focusing primarily on describing how they think they would tackle a work challenge. Also, be aware of the so-called halo effect during interviews.

Guidelines and Agreements

A strong team starts with fair terms. Whether someone is hired as an employee or works as a freelancer, transparency about compensation and expectations is essential.

Guidelines
Guidelines from, for example, labor unions and professional organizations regarding employment conditions can be helpful or inspiring. Initiatives such as the Fair Practice Code also provide guidance. This code is centered on five core values: solidarity, diversity, sustainability, trust, and transparency. Together, they form the foundation for a healthy sector.

Industry Roundtables
Within the sector, employment conditions are increasingly being discussed at so-called “chain roundtables,” including through Platform ACCT. You can use the outcomes of these discussions as a reference during negotiations or when setting rates.

Collective Bargaining Agreements
If you employ salaried staff, collective bargaining agreements (CBAs) may play a role—for example, if you are party to a CBA or use it as a benchmark. When hiring, pay close attention to the starting salary and opportunities for advancement. If you are unable to offer a competitive salary, consider providing non-monetary benefits such as flexibility, training, or opportunities for professional development.

Codes
In addition to Fair Pay, the Cultural Governance Code and the Diversity & Inclusion Code also play an important role. These codes reinforce one another and help organizations make informed choices in policy and practice. They are not only relevant for grant applications but also serve as a guide for how you collaborate.

💡 Tip: Use resources such as the Kunstenbond’s Rate Checker, the tools from Platform ACCT, and information from the Chamber of Commerce to make informed decisions about compensation and contracts.

Reading tips

• Checklist for Your Cultural Job Posting
  A practical checklist for writing a compelling job posting in the cultural sector.
• 10 Tips from an HR Professional for Job Hunting in the Cultural Sector
  Insights into how HR professionals view job applications and what they look for.
• How to Conduct an Effective Job Interview as an Employer
  Tips for conducting structured and fair job interviews.
• Industry-wide tables and agreements (Platform ACCT)
  Overview of current agreements on rates and terms of employment.
• 
  Fair Practice Code: An explanation of the code of conduct and how to apply it in your organization.
• Diverse and Inclusive Recruitment
  Tips and insights for an inclusive approach to recruitment and selection.