Recruitment outsourcing
Why and how

There are strong reasons to consider recruitment outsouring

Outsourced recruitment solutions transform the way organisations recruit and manage their permanent and temporary workforce. 

Access to talent, a better handle on laws and regulations, cost saving, innovation and more efficient processes are frequent reasons to opt for an MSP, RPO or a blended recruitment solution.

You're looking for a trusted partner and a tailor-made solution. Recognising the most important motivation to outsource, a carefully managed preparatory phase and tender process and adequate implementation are crucial for successfully adopting the solution.

Why outsource your recruitment?

Why would outsourcing your recruitment process be a good idea and in which phase of the process is your organisation at the moment? 

Click the phase you would like to learn more about below

 
  1. ORIENTATION
     
    What is your long-term strategy?

  2. PREPARATORY PHASE
    Which strategic choices are you making?

  3. IMPLEMENTATION
    What does the implementation look like?

  4. OPERATIONS
    The right people in the right place

Step 1: Orientation

An organisation grows by attracting the right talent. But the demand for certain skills and the supply from the Dutch labour market do not always match. This leads to problems for companies that want to innovate and progress, but are unable to do so with the talent available on the labour market. 

It is important to have a long-term recruitment strategy. Start thinking now about how you will be structured as an organization in five years: what about your flexible workforce? How much young talent do you want to attract? What about the challenges that come with the aging population? What percentage of your workforce is going to leave the organisation within the next five years? How to accommodate that? 

On the one hand, it is important to have a strategy for attracting the right talent, but it’s just as to retain the right talent. Organizations need a sustainable solution for this, including for flexible staff. Companies often put a lot of time and energy into retaining permanent staff, But for flexible staff, that is often not the case. However, your flexible workforce also contains a great deal of knowledge and expertise. 
 

Step 2: Preparatory phase

Recruitment outsourcing is a strategic choice. It is a long-term solution, so it is crucial to think about what exactly you want to achieve. 

There are three reasons why organisations contact us. One is laws and regulations: getting a better handle on risks that come with changes in laws and regulations, both on a national and an international level. The second reason is to understand and gain insight into the expenditure of external hiring. And the third, and most important, is more access to or advice on how to get the right talent out of the market. 

Be sure to set aside enough time for the preliminary process. Our advice? Six months to a year. After all, the preparatory phase will ultimately determine success. 

At some point, you will summarize the preparatory phase in a business case. This is a way to win over decision makers within the organisation to address the problem. In the scope you have determined, you have also named issues that are critical to your organisation. What are the key requirements? What do I need 100 percent? And what are my wishes? 

Step 3: Implementation

We are closely involved from the beginning of the tender process and in cooperation with sales and operations to work out a good solution from the client's demand. 

Next, we will draw up a clear implementation plan so that we can also make it clear to the client what we are going to do and when we are going to do it. We will develop a project initiation, which will be the starting point of the implementation. Our approach is always the same. We always start from the client's demand, meaning that every solution we provide is always tailor-made. The client is always at the centre.

The end result of the implementation is the solution we chose and put together with the client. And then it’s over to our colleagues in operations.

Step 4: Operations

Once implementation is complete, we move on to rolling out the solution in practice. On the front end we will set up a couple of things with the client, and on the back end, we are ensuring a number of things, such as compliance, cost controlling and setting up our vendor management system. 

We always define a number of foundations that will be reflected in our services. For example, there is a customer satisfaction survey, and based on those results we try to continually improve our services. In addition, we believe it is important to work with reporting. We want to back up our decisions and the steps we take with facts. Lastly, we work with a vendor management system, allowing us to have a record of how our suppliers are performing. 

Most important of all are the people who will be executing the work. Our employees become a real part of our client’s organisation. They must fit its culture, so they get to do what makes them happy. Because only then can they get the best out of themselves and achieve the best possible results.

Streamline your hiring process with outsourced recruitment
 

Are you struggling to find the right talent for your business? Our outsourced recruitment services can help you save time and resources. We'll get you the best candidates, while you can focus on what you do best.
 

Get in touch for a free consultation

















 
 
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