As a result of cutbacks and scale-ups, the focus on cost effectiveness within education has sharpened. This has led to larger and larger education institutions and a greater emphasis on contingent hiring of teachers, for instance. Besides the hiring of teachers, further expertise is needed in the areas of ICT, HRM and finance. This demands a solid hiring policy.
The following points are of relevance for external hiring:
How do we find the right candidate with the right expertise, quickly and efficiently?
How can we ensure governance and oversight at a centralised level?
How can we achieve traction and connection with independent candidates?
How can we ensure that HR dossiers are 100% complete?
How can we keep the administrative burden bearable?
Professionalisation of the hiring process represents a serious structural change. One example is the implementation of the hiring process at SKVR, where much energy was invested in change management. By listening closely to the needs of hiring managers as well as those of teachers and suppliers, the initial resistance could be tempered. By outsourcing time-consuming tasks such as dossier creation, time tracking, invoicing and management reporting, SKVR has achieved a streamlined process.