Welcome to Vaessen Recruitment’s FAQ page. We understand that you may have questions about our services and practices. Below are the answers to the most frequently asked questions. Is your question not among them? If so, please feel free to contact us.
How can I be sure I am working with a reliable staffing organization?
At Vaessen Recruitment, we value reliability and transparency. We are proud to be an SNA-certified staffing organization. This means that we are regularly audited for proper application of the collective bargaining agreement, administrative processes, and timely payment of taxes and social security contributions. With an SNA seal of approval, you are assured of reliable cooperation, without the risk of retrospective assessments or fines. By choosing Vaessen Recruitment, you are choosing a partner that has its affairs in order.
Can you quickly deploy the right people?
The speed with which we can source the right candidates depends on various factors such as the type of position, the qualifications required and current market conditions. Whether you’re looking for warehouse workers, engineers, or other technical specialists, we do our best to find the right match as quickly as possible. Thanks to our extensive network of English-speaking European professionals, we can often respond quickly to your staffing needs, even in times of tight labor markets.
May I offer a temporary worker a temporary contract first before hiring them on a permanent basis?
Under Dutch labor law, you may offer an employee a maximum of three temporary contracts within a two-year period. If a temporary worker has already worked at your organization through Vaessen Recruitment, you should include this period in subsequent contracts. We recommend always checking with us how many contracts the temporary worker has already had. This prevents you from inadvertently being required to offer an open-ended contract immediately.
Who is responsible if something happens to the temporary worker on the job?
The Occupational Health and Safety Act states that the hirer, or client, is responsible for the working conditions of the temporary worker. This means that you, the client, must ensure a safe working environment and compliance with applicable health and safety regulations. Before starting work, you must provide a health and safety document, which we then share with the temporary worker. Don’t have a health and safety document? Then we would be happy to help you with a checklist to identify the risks. We recommend that you adjust your liability insurance accordingly.
How does Vaessen Recruitment deal with equal treatment of candidates?
At Vaessen Recruitment, equal treatment is a core value. Discrimination based on religion, belief, political affiliation, race, gender or any other ground will not be tolerated. We focus exclusively on the competencies and qualities of our candidates and match them based on the requirements of the position. Our motto is, “Treat others as you would like to be treated yourself.”
Do you have another question?
Please feel free to contact us! Our team is ready to answer all your questions and help you find the right staffing solutions.
