Fulfilling requests under a framework agreement for external hiring at HeadFirst requires more than simply finding an available candidate. It’s about speed, quality, transparency, and market dynamics. With a well-organized process, HeadFirst turns hiring into a strategic workforce solution that contributes to the client’s success.
A multidisciplinary team as the foundation
The process starts with a strong team with clear roles: account management, recruitment, vendor coordination, contract management, finance, and data analysis. Through regular meetings and designated backups, HeadFirst ensures continuity. The team understands the organization, its culture, and hiring needs, and can respond quickly to changes or new requests.
Insight into hiring needs and request patterns
HeadFirst monitors request patterns, analyzes data, and tracks developments within the organization. This creates a clear picture of current and future hiring needs. Rolling forecasts, consolidating requests into team requests, and coordination with internal recruitment enable a proactive approach, allowing timely responses to new demands.
HeadFirst also anticipates maximum assignment durations or unexpected absences. Replacement is discussed three months before an assignment ends. In case of absence, HeadFirst immediately proposes suitable candidates, including onboarding arrangements. This approach ensures continuity and minimizes the risk of staffing gaps.
Smart selection and sourcing
HeadFirst follows a eight-step selection process:
- Request check: within 2 hours, including compliance with laws and regulations and inclusive language.
- Outreach through five channels: strategic network, hiring platform, social media, expiring contracts, and referral recruitment.
- Pre-selection: objective scoring on hard and soft criteria.
- Digital personality test and STARR interview: assessment of skills and cultural fit.
- Reference check and candidate history: added assurance for known candidates.
- Offer via VMS: including cover sheet, motivation, and evaluation criteria.
- Support for intake interviews: preparation and follow-up.
- Careful rejections: personal feedback and inclusion in the talent pool.
Objectivity and inclusion
HeadFirst provides diversity training and uses standardized evaluation frameworks to prevent unconscious bias. This increases successful placements and opens up a broader part of the labor market. HeadFirst promotes market forces by:
- Fully opening the market without preferential treatment.
- Publishing scarcity and rate developments using labor market data.
- Setting KPI agreements with suppliers.
- Maintaining transparency on guideline rates, offered rates, and negotiations.
- Checking market conformity for each candidate, including during negotiations.
Fulfilling requests requires structure, speed, and strategic insight. HeadFirst combines a multidisciplinary team, smart tools, and transparent processes. The result is a service that not only meets demand but also delivers control, quality, and market forces, making request fulfillment much more than just matching.
Curious what this looks like in your organization? Feel free to schedule a no-obligation consultation. A good conversation can be very beneficial.