Welcome…
… at the site of TopHeadHunting.
TopHeadHunting is a full-service employment agency for temporary and permanent positions for MBO, HBO and academic staff in all sectors. We make sure that supply and demand come together. Employers are looking for employees and employees are looking for employers. We perform recruitment and selection, as well as temporary employment and detachment. TopHeadHunting is active throughout the Netherlands.
Are you looking for a temporary or permanent position? Send an email with your CV to info@topheadhunting.nl. We regularly have new vacancies throughout the Netherlands.
Do you need specific expertise or additional capacity for an assignment or project? Please contact TopHeadHunting. With our 3-step method we will find the talent that fits your organisation.
TopHeadHunting is a member of NBBU (The Dutch Association of Mediation and Employment Agencies).
Recruitment and selection
Recruiting and selection is selecting and hiring the right candidates for a permanent or temporary position.
You can also opt for a deta permanent construction. After 1040 hours, you can hire a temporary employee without a recruitment and selection fee. This gives you six months to find out if the person suits you.
Due to the current shortage on the labour market, recruiting and selecting the right candidates costs a lot of time. An important reason why organisations choose to outsource this time-consuming work to specialists. What can TopHeadHunting do for your organisation?
We find the talent that fits your organisation
TopHeadHunting will handle the whole process of recruiting and selection. TopHeadHunting will search for suitable candidates for you. This includes placing the vacancy on job boards, placing announcements on social media and searching in our own extensive network. TopHeadHunting makes a selection out of the candidates and conducts interviews with them. The suitable candidates for the position are then introduced to the client. After which, the most suitable candidate will be employed by the client.
“No cure no pay” guarantee
A great advantage of outsourcing recruitment and selection is that you only have to pay when we have found right candidate for your organisation.
Staffing or secondment
Are you, as an employer, looking for temporary staff or, as an employee, are you looking for a new, temporary position? Then you can choose from various forms of employment. But which form suits you best? There are three important differences between staffing and secondment:
1. Duration of the relationship
The difference between a temporary employment contract and a secondment contract is that the temporary employment contract ends when the assignment ends. This is regulated in the agency clause. In secondment, the employment relationship is focused on the long term. With secondment, the candidate receives an employment contract for a year or a permanent contract. A secondment contract is for the longer term and also remains in force if the client terminates the assignment prematurely. A seconded candidate then continues to be paid. In the case of a secondment contract, both the seconded employee and the secondment agency are subject to a notice period.
2. The type of contract
A temporary employee works on an assignment basis and the agency serves as an intermediary between the temporary employee and the client. With a temporary employment contract, the temporary employee only gets paid for the hours worked. At the end of the assignment, the temporary agency worker does not receive any pay. A secondment is under contract with the secondment agency. This is a fixed hours contract, whereby the secondment agency pays the seconded employee. The secondment agency is responsible for assignments. Has an assignment been completed and there is no new assignment yet? In that case, the seconded employee continues to receive payment while retaining his contract. The secondment agency pays the salary. A temporary employment contract offers less security than a secondment contract.
3. Type of assignment
If a client has a shortage of staff, a temporary employment contract is a good basis. Temporary employees often prefer temporary work as a part-time job or summer job. Temporary work can also lead to a permanent job and is a good way for people to explore the labour market. Employers have the opportunity to follow market demand. When people call in sick, they can use temporary workers to meet the demand and then scale them down again quickly and easily. If a company has a temporary need for personnel with specific knowledge and qualities, a secondment contract is more suitable than a temporary employment contract. The candidate is an expert in his or her field and can provide temporary support for a specific project. A secondment contract gives an employer the guarantee that an employee is qualified and available for the agreed period.
