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Working method for recruitment and selection procedure

A full procedure takes roughly 8 weeks to carry out and is generally structured as follows (there can be exceptions of course, depending on client-specific situations and wishes).

Analysis of organisation and job role

Meetings with various employees and the management to gain the best possible picture of the environment in which the new employee will be working, the role and the expected results. This is all recorded in a requirements profile.

Recruitment

The recruitment is based on three pillars: media search, database search and executive search. We don’t just make use of job boards – our own candidate portfolio is also an important source. In addition, our recruitment specialists deploy various search methods (incl. via Internet). For the employment market, Heiwegen Consultancy works in conjunction with a specialised and renowned advertising agency.

Selection

  • Orientational discussions between consultant and candidates (incl. verification of qualifications);
  • Presentation of a shortlist to the client;
  • Follow-up discussions with the client;
  • Selection assessment at Heiwegen Consultancy
  • If possible, check on references;
  • Advice on recruitment to client.

Preparation for introduction

Before the new employee starts work, we prepare the direct manager for his or her arrival. We give advice on the training period, the development of knowledge and skills, the right management tools and other relevant aspects.

Follow-up

We monitor the new employee’s progress in the first 6 months via meetings with the new employee and his or her direct manager.

Open application / When a suitable vacancy is released, we will contact you!