United we grow: The collaboration with ProUnity

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On 14 July 2022, HeadFirst Group and ProUnity joined forces. As market leader in the professional organisation of external hiring and the largest platform for professionals in the Netherlands, HeadFirst Group, of which Staffing MS is a part, takes an important step with the addition of ProUnity. Thus, HeadFirst Group grows towards an international platform organisation.

Strengthening tech & touch
By joining forces with ProUnity, HeadFirst Group is expanding its HR-tech portfolio, which already consists of our own Freelance & Supplier Management System (F&SMS) Select and collaborations with external VMS partners. This way, we increase our flexibility in tech solutions for clients. ProUnity will be the accelerator in the shift to a platform organisation. As an innovative tech company with a feel for personal touch, this partnership is aimed at finding the perfect balance between tech and touch.

The addition of ProUnity will triple our existing business in Belgium, which means we will be able to serve our clients even better on the international stage. For professionals and suppliers, we are creating an even larger international network of clients, of which hundreds of assignments can be found daily on one online platform.

Staffing MS as Managed Service Provider
Of course we remain the MSP service provider and reliable partner as you know it, but now with a strengthened market position, a wider HR technology portfolio and an even richer platform of assignments.

Do you have any questions about the above? Then please contact us. We are happy to help you! Read more about the merger of HeadFirst Group and ProUnity in the press release.

Simone Groeneveld appointed Managing Director MSP services HeadFirst Group

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Simone Groeneveld has been appointed Managing Director MSP services by HeadFirst Group, market leader in HR services and platform for professionals. Simone started at the beginning of April at Staffing Management Services, the primary Managed Service Provider of HeadFirst Group. Under her leadership, Staffing MS will take the next step in its growth in the Benelux and beyond.

Simone Groeneveld has over twenty-five years of experience in HR services, both in MSP, RPO and temporary staffing. The last fifteen years she has had several management and board positions, mainly at large international service providers, partly from abroad. Simone about her new role: “There is a wonderful opportunity to further develop the MSP service – in combination with the total HeadFirst Group ecosystem of solutions. With respect and undiminished attention for the successfully built basis of Staffing MS and the current clients, we innovate to Talent Solution Provider. I believe that setting up good processes, which we as MSP are already very good at, and talent management is a golden combination.”

Next step in growth
Earlier this year, HeadFirst Group already made changes in the top of the organisation with the arrival of Marion van Happen as CEO, giving Han Kolff the opportunity to focus even more on his role as chairman of the board. The growth strategy in Europe is his main pillar. The appointment of Simone Groeneveld is therefore a logical next step.

Marion van Happen: “With Simone we are welcoming a very experienced professional, who is used to leading international and dynamic organisations. She knows what it is like to be hands-on – which suits the Rotterdam mentality of Staffing MS – and combines this with a powerful leadership. Under Simone’s guidance – and with the passionate commitment of all colleagues – Staffing MS will take the next step for growth in the Benelux and the rest of Europe.”

About HeadFirst Group
HeadFirst Group is a leading international HR service provider and the largest platform for professionals in the Netherlands. The organisation offers a diversity of HR solutions: Managed Service Providing, Recruitment Process Outsourcing, intermediary services (matchmaking, contracting) and HR consultancy. On a daily basis an average of 16,000 professionals work for over 400 clients in Europe, with which HeadFirst Group realises an annual turnover of over 1.6 billion euros. The main brands of HeadFirst Group are the intermediaries HeadFirst and Between, MSP service provider Staffing Management Services and RPO and recruitment specialist Sterksen.

Marion van Happen new CEO HeadFirst Group

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HeadFirst Group, market leader in HR services and platform for professionals, appoints Marion van Happen as its new CEO as of 1 February 2022. Marion takes over the role from Han Kolff, who will mainly focus on  the international growth ambitions of the company in his role of Chairman of the Board. Marion will lead the group activities in the Benelux.

Leading platform
In recent years, HeadFirst Group has experienced major growth becoming the market leader in HR services on the Dutch labour market. The acquisitions of intermediary Between and recruitment specialist Sterksen in 2020 and 2021 have further strengthened the position of HeadFirst Group as a full-service HR service provider. The platform of HeadFirst Group has recently been extended with additional services for professionals and partners, such as a learning & development platform and tailor-made financial services. For clients, the platform is enriched with targeted talent pools and direct sourcing.

Marion, CEO: “I am really looking forward to this new challenge. First of all, my focus is on getting to know all colleagues and important relations. Next, my attention goes to the strategy for the coming years, which is unchanged: to roll out the tech roadmap, grow into a fully data-driven organisation, offer next-level services, become the leading platform in the Netherlands and realise European expansion.”

International growth
Han, Chairman of the Board: “We are very pleased that Marion is joining us. With her track record in our sector, she is ideally placed to further expand our position as a technology- and innovation-driven labour market platform. Her arrival gives the Board the opportunity to further focus on the ongoing  expansion of HeadFirst Group in Europe. We are looking forward to roll out our growth strategy with Marion.”

Marion has over twenty years of experience in HR services, staffing and recruitment in various commercial and managerial positions in the Netherlands and abroad. Her last position was Chief Operating Officer at RGF Staffing the Netherlands, formerly known as USG People. Marion was previously General Manager of Unique. She also brings highly relevant expertise in digital transformation, innovation and operational performance management.

About HeadFirst Group
HeadFirst Group is a leading international HR service provider and the largest platform for professionals in the Netherlands. The organisation offers a diversity of HR solutions: Managed Service Providing (MSP), Recruit Process Outsourcing (RPO), intermediary services (matchmaking, contracting) and HR consultancy. On a daily basis an average of 15,000 professionals work for over 400 clients in Europe, with which HeadFirst Group realises an annual turnover of more than 1.5 billion euros. The main brands of HeadFirst Group are the intermediaries HeadFirst, and Between, MSP Staffing Management Services and RPO and recruitment specialist Sterksen.

The cooperation with Sterksen

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On 16 March 2021 the cooperation between HeadFirst Group and Sterksen became a fact. As market leader in the professional organisation of external hiring, HeadFirst Group, of which Staffing MS is a part, takes the strategic step to become a full service HR service provider. With within the group the unique combination of services in the field of hiring for temporary work and recruitment for permanent positions.

Two leading organisations in temporary and permanent employment together
With the cooperation with Sterksen, HeadFirst Group anticipate the market trend that organisations increasingly organise the use of talent in an integral way – regardless of the type of contract – known in jargon as Total Talent Management. In addition, we respond to the increasing demand from clients for service providers with a broad portfolio of HR services.

Staffing MS as Managed Service Provider
Of course we will remain the Managed Service Provider and reliable partner you know, but now with a strengthened market position and unique combination of services in the field of temporary and permanent employement.

Do you have any questions about the above? Please contact us. We would be happy to help you!
Read more about the merger in the press release.

Trend: Connecting SoW to the VMS

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Security guards, maintenance engineers, cleaners, IT specialists from outside – organisations often have no idea who is running around on their workfloor. After all, they are external professionals who are hired outside the regular hiring process. Yet the solution is as logical as it is simple. Just connect a SoW module to the VMS.

The regular hiring of professionals in larger organisations is often arranged via a Vendor Management System (VMS).  The purchase of projects or services (IT) or outsourced work (security, cleaning or the accountant) is often done based on Statement of Work (SoW). The big difference with the regular hiring of external personnel is that with a SoW agreement arrangements are made according to results rather than hours (and rate).

But what if, as an organisation, you also want to get a grip on the costs and processes of external professionals who work for you via purchased services and projects, apart from the regular hiring? This is not standard in every VMS solution.

External hiring and SoW in one system

Staffing MS has now made this part of the hiring programme by also offering SoW Worker tracking with the Nétive VMS (see box). According to Paul Oldenburg of Staffing MS (part of HeadFirst Group), this is in line with the trend. “Over the past ten years, you can see that the professionalisation of the hiring of external professionals has grown. At least half of the organisations in the Netherlands now have this process ( quite reasonably) under control (partly thanks to working with a VMS). These organisations are looking for next steps, such as Statement of Work (SoW), to get a grip on all the external professionals active in the organisation. Think about security, cleaning, but also organising turnarounds and maintenance in factories. A lot of personnel from outside walks around the company, uses systems, needs access, while you don’t know who they are. There are all kinds of administrations for this, but it is very labour-intensive and confusing. What could be more logical than mapping out the SoW in the system in which you arrange your external hiring (VMS)?

SoW Worker tracking

Staffing MS, which has been working with Nétive for over ten years, is one of the first MSPs to offer SoW Worker tracking. In October this year, Nétive added a new SoW module (Project Tracking and SoW Worker Management (Worker tracking)) to the existing VMS. SoW Worker tracking regulates the registration and (compliant) file management of all professionals of (sub)contractors who are deployed for outsourced work; for example screening, registration (issuing passes), compliance, onboarding/offboarding, performance accounting, invoicing and reporting. This gives an organisation a good insight into all the external personnel, both those who work for the organisation via regular hiring (VMS) and purchased services (SoW-module), via a single integrated system.

Risks associated with outsourced work

This SoW Worker tracking takes care of the registration of professionals (per supplier), on- and offboarding and compliant file management. Oldenburg gives a concrete example: “Suppose you outsource an IT project to ATOS. During such a project, up to fifty people walk in and out; developers, scrum masters, testers, and so on. Then it would be useful if you could record in the VMS who, where, when and how the file can be built up. Think about screening, identification (identity management) and applying for an access pass.”

And that’s very important. After all, an organisation also runs risks for outsourced work, especially if the work is carried out on location, such as legislation and regulations (AVG (privacy), VCA certification, liability (industrial accident), identity management and (information) security.

Technology offers a solution

More and more customers are looking for such a solution. “In 2014, UMC Utrecht already had the question ‘who is walking around in our hospital? “They then opted for a different (access management) solution and not for us,” says Oldenburg, who, with the arrival of SoW Worker Management, sees opportunities to offer this from now on. “Pre-employment screening, for example, is particularly interesting for the financial sector and our industrial clients. Now that the technology offers an elegant solution, it’s easier for us to tackle it. So we are actively talking to clients to take care of that access registration for them. We see this mainly as a very good extra service to help our existing customers get even more grip on the flexible shell”.

Connecting VMS

Whether organisations want to make use of this depends on what the customer already has in house, says Oldenburg. “Most of the alternative solutions I have seen are very simple (Excel) or very advanced applications. For us, offering a good solution is simple. The VMS is already there, it’s a cloud solution – so anyone has access to it, the information can be removed or made anonymous if necessary, and it’s AVG-proof, because no personal data remains in all kinds of mail folders.

Nétive is not the only provider that has included SoW solutions in their VMS. Large VMS providers such as Fieldglass and Beeline also do this. Not surprising, according to Oldenburg. “It is very easy to implement and connect to an existing VMS. Just flip a switch, you get a screen and the entire onboarding of external professionals via purchased services and projects (SoW) is integrated into the system”.

Project Sourcing

A step further than project tracking and worker tracking in SoW is project sourcing, in which a supplier even thinks about achieving the desired output and organising work. “Then you go more in the direction of organisational advice. That’s a bridge too far for us,” says Oldenburg. “We do give advice on setting up the hiring process, what better way for the client to do it himself and/or outsource it, but we stick to what we do best.”

However, Staffing MS does undertake project sourcing if, for example, it concerns the staffing of a call centre for clients. This can be compared to the marketplaces that are set up when hiring external staff. The client sets an objective, you submit a project plan and you carry it out. Oldenburg: “We do this for Aon, for example. They always need a lot of people in the call centre at the end of the year; they need to be trained and ready when customers call with questions about health insurance or want to switch. We put that on the market for them and do the pre-selection, after which Aon selects the best party”.

This article was published 2 november 2020 on ZiPconomy.nl 

 

Staffing MS implements unique double sourcing model for GVB

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Staffing MS implements unique double sourcing model for GVB

GVB transports between eight-hundred-thousand and a million passengers a day by tram, bus, metro and ferry. With over 4,000 employees including temporary and external professionals, the company is among Amsterdam’s biggest employers. It is also one of the best employers and clients in the capital. Staffing Management Services and HeadFirst, both part of HeadFirst Group, administer external hiring in a unique way for this diverse organisation.

Eric Meijer, Senior Technology, Staff and ICT Recruiter at GVB: “GVB’s ambition is to become the best employer in Amsterdam. We want this not only for our own employees, but also for our contingent workforce. A well-structured hiring process and proper processing of contractual and financial matters are a pre-requisite for this. In Staffing MS, we have found a professional organisation that supports us as a partner.”

Double sourcing-model

To achieve its mission of safe, hospitable, comfortable and reliable public transportation, GVB also wants to hire the best external professionals. Staffing MS was commissioned for this. Staffing MS uses a double sourcing model, which guarantees finding the best professionals in two steps.

  1. Open market strategy. A public recruitment desk allowing all suppliers and freelancers in the market to offer for assignments.
  2. Closed network strategy. An intermediary (for GVB, this is HeadFirst) is used to actively approach its ‘warm’ network of suppliers and freelancers on specific assignments. A must in periods of shortage. The best candidates are presented by the recruiter in the MSP’s independent process.

Hiring partner

Meijer: “We have great expectations of our hiring partner. They need to supply us with quality external professionals. We want this to be at the best possible value for money, so that hiring takes place cost-effectively, without detriment to operational standards. What’s more, the contractual management of these flex-workers needs to be properly administered and compliant. To realise this, we attach great value to having a reliable partner. Staffing MS more than meets our expectations.”

Enhanced partnership

Knowledge integrator, HeadFirst has been a contracting party for the hiring of independent professionals and suppliers of professionals since 2013. From this master agreement, HeadFirst administers the contracting, time tracking and billing for professionals hired through the GVB hiring marketplace. As from 1st May 2018, the external hiring of HR professionals will be added to this list. This third addition brings an extra dimension to the collaboration between GVB and HeadFirst Group.

Want to know more about the double sourcing model? Please get in touch.

Staffing MS wins new clients

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Staffing MS wins new clients

Independent expert in external hiring, Staffing Management Services, has announced a series of new client partnerships. Part of HeadFirst Group since November 2018, the company will be taking care of external hiring for Basic-Fit, the Nationale Ombudsman and Gemeente Enschede, among others.

Hiring Desk & Dynamic Purchasing System (DPS)

Staffing MS is a leading open-market-strategy service provider through Inhuurdesk.nl and its Dynamic Purchasing System (DPS). These enable (semi-) government organisations to hire external professionals in line with the European procurement rules. This public hiring desk solution is there to give all suppliers and freelancers in the market the possibility to offer for assignments direct.

As of 1st April, the recruitment desks of Gemeente Enschede and the Nationale ombudsman will be available online. Earlier this year, Gemeente Woerden and NL International Business also decided to call in Staffing MS. In addition, Gemeente Hengelo recently joined the Inhuurdesk Twente.

Basic-Fit Hiring Desk

For-profit organisation, Basic-Fit recently opted to use Staffing Management Services. Staffing MS will be guiding the company towards a centralised, efficient contract management and billing process for freelance professionals. Over 400 freelancers currently work for Basic-Fit Nederland. The solution will subsequently be rolled out for Basic-Fit Belgium and Luxembourg. More than 700 freelancers are active in both countries.

Wouter Waaijenberg, Managing Director at Staffing MS, is proud of the new collaborations: “2019 has got off to a fantastic start for us, as we welcome new clients. We are delighted that engaging clients are choosing (one of) HeadFirst Group’s specialist services. This development demonstrates that we are not only growing quickly as a result of takeovers, but are also achieving strong growth autonomously. Thanks to its unique compilation of companies, HeadFirst Group has a solution for any external hiring scenario and is looking forward to a promising 2019.”

Continued collaboration

Services to Aon Nederland are also continuing. Staffing MS has been providing the company with sourcing, contract management and total financial and administrative processing since 2013. And successfully, too, because the insurance firm has advised that it will continue making use of Staffing MS’s services for the next three years. “Of course, we are extremely happy that Aon Nederland values our partnership in this way. In recent years we have worked hard to take our service provision to the next level. As a result, our services are even more closely aligned with the needs of Aon Nederland”, comments Waaijenberg.

About HeadFirst Group

Alongside the companies HeadFirst, Myler, Source, Proud Company and Designated Professionals, Staffing Management Services is a part of the HeadFirst Group. HeadFirst Group is the market leader in external hiring of professionals: matchmaking, contracting, payrolling, global sourcing and Managed Service Provision. At present, thanks to HeadFirst, over 9,000 professionals are at work at approximately 200 clients in the Netherlands, Belgium and Luxembourg every day, with HeadFirst Group achieving an annual turnover of around 900 million euros.

Fewer stages, less paper and less manual work

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Fewer stages, less paper and less manual work

Have you heard about the benefits of our e-invoice solution? It makes Staffing MS invoice processing even faster! We can relieve you of the cumbersome administrative burden and help you optimise the invoicing process.

What is an e-invoice?

An e-invoice is a structured digital file that is delivered electronically. The invoice is created in UBL-format (XML file), whereby all data is tagged with code. This code is then used by a program that supports UBL to instantly recognise the invoice details and integrate it – entirely automatically – into the accounting.

Why does Staffing MS use e-invoices?

Since 2017, suppliers to the national government are obliged to send e-invoices for new purchasing agreements. In addition, on 18th April 2019 it became mandatory for all contracting authorities to have the necessary facilities for receiving and processing e-invoices like the government. PDF invoices are no longer permitted. However, the government mandate was not behind Staffing MS’s move towards e-invoices: e-invoicing offers a super-fast billing process that saves you lots and lots of time. It is not only reserved to (semi-) government agencies, but offers an effective solution for a great many clients.

How does e-invoicing work?

In order to be able to produce the invoices digitally, Staffing MS works together with Storecove on the PEPPOL network. Via this network, the e-invoice is submitted directly to your accounting software in the form of an entry. As long as the accounting software is configured for processing UBL invoices, all you need to do is verify and approve the entry. Naturally, Staffing MS ensures that all e-invoices meet current legal requirements.

What are the benefits?

  • Ease: processing is fully automated
  • Efficiency: paperless process
  • Precision: no errors with digital processing
  • Safety: ISO27001 compliant hosting

The consequences of WAB for payrolling

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The consequences of WAB for payrolling

The Wet arbeidsmarkt in balans (WAB or Balanced Labour Market Act) had come into effect on 1st January 2020. The act has many consequences for payrolling. We go through them for you here.

Primary measures affecting payrolling

Up until this year, temporary work agency and payroll contracts were equal in terms of legal status. The definition of the temporary work agency contract remains the same, but the payroll contract is being given its own definition within the legislation. According to the definition, payrolling only applies when 1) the payroll employer is not performing any allocation function in the market, which means that the payroll employer does not engage in the recruitment and selection of the payroll employee and 2) the worker is made available to the client exclusively.

Same legal status as hirer’s employees
With the introduction of an independent legislative act on the payroll contract, payroll workers will receive the same legal status and employment conditions as workers employed by the hiring organisation. As such, the legal provision for successive temporary contracts – a maximum of three temporary contracts in three years – applies.

Temporary work agency CAO no longer applicable to payrolling
The CAO (collective labour agreement) for temporary work agencies will cease to apply for payroll companies. This means that the agency clause and exclusion of the duty to continue paying salary on the ground of illness, can no longer be evoked in the case of payrolling.

Payrolling in sector 45
Furthermore, as of 1st January 2020, all temporary work firms will be classified in sector 52. Specialist temporary work firms can now still be classified in the industry sector they specialise in. Payroll companies are to be classified in sector 45. It is anticipated that, from 2020, a higher Sickness Benefit and Return to Work Scheme for the Partially Disabled (WGA) premium will apply in both sectors 45 and 52.

Higher pension requirements
In addition, the legislation includes mandatory pension requirements for payroll companies. Given the complexity of the pension rules, these requirements will only be introduced one year after the WAB, on 1st January 2021. These new pension requirements will mean that the existing StiPP-pension will no longer be sufficient.

Other measures affecting payrolling

Besides the above, there are a number of other measures in the WAB that are applicable to all organisations in the Netherlands, including payroll companies.

Right to (decreased) severance pay
Under the WAB, all employees will be entitled to severance pay from their first day. The severance pay will, however, diminish for longer contracts. This is to narrow the gap between flex work and permanent work. The government hopes that this will make it more appealing for employers to offer employees permanent contracts.

Higher WW premium
In addition to the right to severance pay that is effective from day 1, a higher WW (unemployment insurance) premium applies for temporary workers. Both measures make flex work more expensive. The WW premium becomes cheaper if employers offer an employee a permanent contract.

Transitional provisions
Although the payrolling rules in the WAB enter into force immediately on 1st January 2020, there is a transitional period in place for the legal position of temporary work agency contracts entered into before 1st January 2020 and that extend beyond that date. The flexible, temporary work agency rules and hirer’s remuneration may no longer be applied to any subsequent employment relationship that falls under payrolling.

Questions?

Do you have questions about the WAB? Get in touch with Robert Robert van Asch. Robert is a payroll specialist at HeadFirst Group, of which Staffing MS is a part. With over thirty years’ experience in the accountancy trade, Robert and his team take care of payrolling and salary administration on behalf of our clients.

Consultancy ever more important in changing hiring process

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Consultancy ever more important in changing hiring process

Change. Sounds simple. In reality, it’s more complex. All change is faced with resistance; even when the change is an improvement. Paul Oldenburg, Business Developer at Staffing Management Services, explains how the managed service provider helps its clients change in the context of external hiring.
Successfully implementing a hiring programme and overcoming resistance internally within the organisation are two major challenges companies face when it comes to external hiring. Staffing MS – part of HeadFirst Group -, offers its clients a business consultancy service. “Our experts, with decades of practical experience in the market, consult on strategic HR policy and the role of external hiring as a part of this, with a well-grounded hiring policy as the end product”, explains Oldenburg.

Diverse stakeholders

Multiple departments and line managers are involved in the implementation of a hiring programme. Not only Sales, but HR and Operations, too. The change essentially impacts the entire organisation. The greatest risk is that ownership of the hiring process is not clearly assigned. Oldenburg perceives this to be the main reason why the follow-up and governance of the hiring programme is often left ‘hanging’. “In most cases, Sales initiates professionalisation of the hiring process, but they are neither willing nor able to remain the process owner. This admittedly falls within the remit of HR, who in turn, are reluctant: their priorities lie elsewhere.”

It surprises Oldenburg, considering that external professionals have at least as much impact on the organisation’s returns. Particularly if they are working on innovative projects. Oldenburg is therefore a strong advocate for HR’s involvement from the very first meeting. “We will only engage in a consultation once all parties are sitting around the table. We do get the occasional raised eyebrow in response, as though to say “Is that really necessary?””

Unpicking the hiring problem

Over the years, Oldenburg has learned that clients are in search of concrete solutions, first and foremost: “We can complicate matters, but all clients want is an answer to a problem. They don’t want to be left facing all kinds of consequences of technological and societal developments, or with changes in legislation and regulations. That’s why we offer expert advice based on the current situation and requirements.”

To assess these, Staffing MS sets out in search of answers to questions such as: ‘What does current hiring look like and how is it structured / organised?’, ‘How flexible does the structure need to be?’, ‘What is the most suitable contingent workforce?’, ‘What is the best way to manage deployment of temporary and external professionals?’. “We use this analysis to map out the hiring process and policy, from which we draw conclusions on, among others, recruitment maturity, the efficiency of existing hiring processes, governance and policy regarding external hiring and potential missed opportunities for optimising the way hiring is structured”, explains Oldenburg. “The insights and analysis of the current hiring situation are used to put forward a proposal containing points for improvement, solutions and possibilities in the area of external hiring.”

“The main things organisations want to know, are whether they are paying over the odds, where the risks lie and which roles they may no longer be able to fill.”

A key starting point for the analysis is a scan of existing contracts and a data analysis. Oldenburg: “In the case of freelancers, the DBA (Employment Relationships Deregulation) Act act plays an important role. We analyse the impact of this, and to what extent freelancers are being recruited lawfully. A DBA act scan is performed to this end, and we provide a concrete step-by-step plan for mitigating the risks of the act. In addition, a data analysis offers insight into the total spend on external hiring and the ratios between the various suppliers.

But it also provides an inventory of the rates at which professionals are being hired. “We can compare the rates being offered on the market, benchmarked rates (market rate) and rates that similar hirers are hiring at. By contrasting hourly rates, cost savings can be made on the hourly rates of external professionals when hiring and deploying them in future”, says Oldenburg.

Successfull implementation

Once the hiring policy has been formulated and the external workforce identified, the real challenge begins: the implementation. Oldenburg can rely on over ten years of experience as an MSP expert here: “We have a significant edge over consultancy firms, who are often looking on from the side lines. The fact that we are hands-on, as it were, adds value.” This approach not only enables the organisation to consult on process design, but to also expertly oversee implementation.

This can be done by outsourcing the hiring process (to Staffing MS or A.N. Other) or by jointly putting in place an external hiring structure. “Implementation of the hiring policy and standardisation of the hiring process often results in resistance on the part of users and existing suppliers. We carry out the implementation with care in order to turn that resistance into support for the hiring policy. Besides overseeing the implementation, Staffing MS also offers coaching on the hiring process”, concludes Oldenburg.

This article was published on consultancy.nl on 9th July 2019.