Recruitment, selection, and hiring

Which steps should you take as a supervisor or vacancy holder when you are searching for a new colleague? This page contains information via a practical step-by-step plan.

Find out about the platforms on which the job advertisement will customarily be published. You’ll also find tips on how to spread the word about the job advertisement within your own network.

If you expect that the standard recruitment approach won’t result in enough candidates, you can engage the services of the Additional Recruitment Department. Read more about additional recruitment on this page.

This checklist contains information about the steps that need to be followed when selecting a new colleague. 

Do you know who the new staff member will be? Click here to find out about which steps you will consequently need to take. 

As a supervisor, it’s your job to ensure that a new colleague is warmly welcomed and onboarded. More information about this can be found here. 

Sometimes there is a need to hire temporary staff in scale 1 to 9. The university has a framework agreement with Driessen for this purpose.

As part of integrated security, (new) employees in higher (management) positions, are given a screening. Read what this means here.

You can hire a self-employed person if you have an occasional job within your department that cannot be done by your own staff and is not directly part of the university's core activities. 

Read here how you can make room within your team for someone distant from the labour market.