Launching additional recruitment
Start by making a target group analysis. This will focus on the needs of the target group. You can make this analysis together with Recruitment by using one of the formats below.
On the basis of the information of the target group analysis, a recruitment colleague will advise you on which additional recruitment activities will be most appropriate. Ask your HR advisor to contact the contact person at team Recruitment to start this process and plan a meeting.
Questions before starting the process
Is your experience or estimation that the profile you are looking for is not or insufficiently available in the labour market? Or does what we offer not match the needs of the target group? For example in salary, development or contract form. Then additional recruitment is not or less effective. Does this apply to your vacancy? Discuss it with your HR adviser first.
Additional recruitment versus an external recruitment agency
Sometimes the target group analysis reveals that it would be wise to outsource the additional recruitment to a specialised external recruitment agency. This could be an issue, for example, when it comes to scarce and highly specialised profiles. The information from the target group analysis will help you to get the appropriate agency to start working for you quickly and effectively. Your HR advisor can advise you in choosing an external recruitment agency.
Investing in additional recruitment
We do not charge for the time and energy that we invest in the development of your job advertisement campaign. However, availability is limited and we will exploit it as efficiently as possible. The costs for the additional investments that have been made for the production, use and purchase of media and resources, which have been agreed and approved by the vacancy holder, shall be borne by the relevant faculty or unit.