When people hear terms such as interim, 'detavast', secondment and recruitment, they often have a lot of questions. What are the differences between these variants and what does that mean for an organisation? In this article we invite you to join us as we discuss the various forms of staffing.
When there is a temporary staff shortage within an organisation, the interim solution is often the answer. A person is temporarily appointed who takes over the role of an absent manager or restructures a department. After this period a new member of staff is often recruited to fulfil the role full time.
There are various reasons why organisations may opt for an interim solution. The most common are:
After the departure of a permanent manager where no replacement could be found.
When the current employee is on long term sick leave or maternity leave.
When the current employee has been suspended.
During a reorganisation: to put things in order or to instigate a major change.
In exceptional cases, a company can be obliged by external authorities to appoint an interim manager.
Employer Contract Model
With the employer contract model, you 'borrow' an employee from another organisation. In the case of Altus Staffing, the professional is employed by us but he or she carries out his or her work within your organisation. ECM arrangements are often used for interim positions. The difference often lies in the time period: an interim position is often for a shorter period than a secondment arrangement. ECM is often an excellent solution when you need specific expertise, for example during a unique project or when you would like a longer “trial period” for a certain job profile.
The advantage of ECM is that you can quickly and easily find highly qualified staff. What's more, the seconding company is responsible for the seconded employee. In less favourable economic times or when the employee is sick, you don't have to make anyone redundant or pay long term sickness costs. In addition, it's always good to get a fresh perspective on your organisation, from experienced people who have also worked in other companies and perhaps even other sectors.
Recruitment is the traditional form of staffing. We create a job profile, together with you. We then take over the entire process of attracting and selecting candidates. Once the right candidates have been shortlisted, they are introduced to the organisation in order to ensure the perfect match on the basis of skills and culture. Because we take the whole recruitment process off your hands, this saves you a great deal of time and you only have to choose from a handful of suitable candidates.
A 'detavast' arrangement is one of the newer forms of staffing. This is a combination of secondment and recruitment. Once a professional is found, he or she first works for the organisation under a secondment contract. When the secondment contract expires he or she is employed directly by the client. With this arrangement the organisation and the candidate have more time to explore whether it really is “the ideal match”. During the secondment phase the risk for the client is reduced, since the seconding company (us!) is responsible for the employee. When the secondment period is over, both parties have a clear picture of one another and can proceed to permanent employment. This ensures a flexible starting position with the intention to secure, via mediation, a permanent job.
Altus Staffing offers a total solution in IT expertise. We have an extensive network of specialists in multiple niche areas. Every unfilled role and situation is unique; that's why Altus Staffing offers tailor-made solutions with different forms of staffing. Would you also like to discuss the opportunities for your organisation? Then please contact us, with no obligation.
There’s no English translation of this. I was considering explaining that it’s a combination of detachering in Dutch and vaste contract or whatever in Dutch, but felt it unnecessary as it’s explained below anyway.