The people — who does what 11
Someone who sources candidates and guides the selection process, from vacancy to hire.
A recruiter on the company's own payroll; recruits solely for their own organisation.
A recruiter at an external recruitment agency, working for several clients at once.
An independent recruiter who works within an organisation temporarily — like Doesburg.biz. When hiring in the Netherlands, mind Dutch DBA law.
A recruiter who directly approaches experienced, often not-actively-looking candidates for specific (senior) roles.
A specialist who finds candidates and makes first contact, but leaves the rest of the process to the recruiter.
A more modern, broader term for recruitment: not just filling vacancies, but attracting talent structurally and building a pipeline. Hence you see both ‘recruiter’ and ‘talent acquisition specialist’.
Often the agency title for a recruiter who advises as well as recruits; ‘consultant’ stresses the advisory role towards the client.
The manager the vacancy is for; ultimately decides on the hire.
Focuses on attracting candidates through marketing: campaigns, content and employer branding.
An external party takes over (part of) your entire hiring process.
Types of service 10
An agency sources and selects candidates; you hire the candidate onto your own payroll, for a placement fee. In the Netherlands this model is known as ‘werving & selectie’.
A specialised, discreet search for board-level and top positions, usually on a retained basis.
No cure, no pay: the agency is only paid on a successful placement.
You pay the agency (partly) up front for an exclusive, in-depth search — common for demanding or scarce roles.
A professional is employed by an agency and works at your company temporarily; the agency invoices for the deployment.
Secondment with the agreement that the professional joins your permanent staff after a period.
Flexible staffing via a temp agency, usually for short-term or less specialised work.
You recruit and manage the person yourself, but legal employership sits with a payroll company.
A self-employed person without staff who works on an assignment basis. When hiring in the Netherlands, Dutch DBA law comes into play.
A party that coordinates all flexible hiring for a larger organisation.
Systems & tools 7
Software to manage vacancies, applications and candidates — the beating heart of recruitment. Hardly any outsider knows the term. Which ATS fits you?
A system to maintain relationships with (future) candidates, even when they aren't applying right now.
Human Resources Information System: the personnel administration, sometimes linked to the ATS.
Posting one vacancy to several job boards at once, in a single action.
A vacancy platform such as Indeed or LinkedIn Jobs.
Targeted searching with operators (AND, OR, NOT) to find exactly the right profiles.
An organisation's ‘work with us’ page, often linked to the ATS.
The process 9
The kick-off conversation with the hiring manager to sharpen the profile and expectations.
Actively finding and approaching candidates, rather than waiting for applications.
The first assessment of CVs and candidates for suitability.
A broad first selection (long) narrowed down to the strongest candidates (short).
A test or exercise to measure skills, knowledge or behaviour.
Checking with previous employers or clients about a candidate.
Getting a new employee up to speed and settled in during the first period.
How a candidate experiences the whole application process — decisive for your reputation.
A collection of potential candidates you keep warm for future roles.
Measuring & KPIs 7
The lead time from a candidate coming into view to the hire.
The time from opening the vacancy to it actually being filled.
The average cost per hire, including advertising, agencies and time.
How well a hire performs and how long they stay — the hardest, but most important measure.
The funnel from applicants to hire, broken down by stage.
The percentage of candidates that move from one stage to the next.
The share of your offers that candidates accept.
Employer branding & marketing 6
Your reputation as an employer — why people want to (keep) working for you.
The core promise to employees: what your organisation offers that another doesn't.
Letting candidates come to you through content, brand and findability.
Actively approaching candidates yourself, through sourcing and headhunting.
The recommendation of a candidate by one of your own employees.
The path a candidate travels, from first contact to hire.
Contract, money & legal 7
The fee for a successful placement, often a percentage of the gross annual salary.
You only pay the agency on a successful placement, not for the effort.
The agreement that (temporarily) one agency works on a vacancy.
The difference between what the client pays and what the professional receives, in secondment or hiring.
The rules around hiring self-employed contractors in the Netherlands and the risk that the tax authority treats the relationship as employment. Explained in detail.
A grounded estimate of what a role is worth on the market. How to set one.
Collective labour agreement: sector-wide arrangements on pay and terms of employment, common in the Netherlands.
No term found. Try another search term or .