Starting a new framework agreement for external hiring is a crucial moment for both client and intermediary. For HeadFirst, it means laying a solid foundation on which the cooperation can grow. A careful implementation ensures not only trust and continuity, but also a flying start to service provision. With a structured approach from start to finish, we create a foundation for success.
A multidisciplinary team as a foundation
At HeadFirst, a good implementation starts with an experienced and well put together team. This team consists of an implementation manager, process manager, recruiter, contract manager and supplier manager, supplemented by experts in the field of finance, legal affairs, communication and SROI. Through clear role allocation and permanent replacements, HeadFirst guarantees continuity, even in case of absence. This creates clarity and efficiency right from the start.
Phasing: from preparation to aftercare
HeadFirst works with a structured five-stage process to ensure a smooth transition:
- Initiative phase - Drafting the plan of action, analysing existing processes and preparing draft documents.
- Design phase - Aligning processes, communications and reports with the client.
- Development phase - Setting up systems, dashboards and work instructions.
- Onboarding phase - Inform and train stakeholders, suppliers and professionals.
- Aftercare phase - Monitor service, user experience and make adjustments where necessary.
This phasing helps keep an overview step by step and contributes to a successful start.
Migration of current contracts
A new agreement often involves taking over existing contracts. HeadFirst supervises this process with careful coordination between client, intermediary and professionals. Clear communication, personal guidance and legal assessment - based on the DBA Act, for example - ensure that turnover is prevented and compliance is safeguarded. This ensures continuity and creates a solid basis for cooperation.
Risk management as an integral part
Every implementation has risks. Three common challenges are:
- Assumed knowledge - stakeholders think little will change, reducing engagement.
- Unexpected contract changes - suppliers or self-employed people drop out due to new terms.
- Sham self-employment - long-term employment with no change in work.
HeadFirst mitigates these risks through workshops, face-to-face meetings, legal consultations and a transparent approach. This keeps the process safe, clear and compliant.
Cooperation and communication
Good cooperation and communication are crucial. HeadFirst deploys fixed consultation moments, such as check-in sessions, roadshows and workshops. This creates a rhythm in which progress and bottlenecks are quickly discussed. With a communication matrix, expectations and responsibilities become clear, ensuring streamlined cooperation.
A new framework agreement requires careful implementation. HeadFirst invests in structure, communication and guidance to create a solid basis for successful cooperation. This way, external hiring is not only well regulated, but also permanently secured.