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Collaborations

Cases.

Four collaborations, four different starting points. For each one you can read what the question was, what we did and what it produced. Look for the situation that comes closest to yours.

Which situation looks like yours.

“We have roles open now, and there will be more.”
Search & Selection + Job Marketing Advion Started with two vacancies, grew into four placements in four months.
“We have a recruitment team, but capacity varies from one period to the next.”
RPO Hotelchamp A faster and more consistent process, and capacity that moves with the need.
“Every year a whole intake arrives, not a single role.”
Search & Selection Decathlon A steady intake of management trainees, without expanding the internal team.
“I am the recruiter myself, and in busy periods I run short on capacity.”
RPO Bossekop Sourcing behind the scenes, while the client contact stays with her.

The cases

What happened, and what it produced.

Search & Selection + Job Marketing

Advion.

Connects A-brand suppliers with wholesalers in the Netherlands.

The question

As the organisation grew, several departments needed new colleagues. The aim was to attract the right professionals quickly, without it costing the day to day work or putting extra pressure on the internal organisation. The assignment started with two vacancies.

What we did

Search and selection combined with job marketing. Targeted campaigns increased the online visibility of the vacancies, while at the same time we approached professionals who were not looking themselves. We took over the full recruitment process: sourcing, first selection, introductory interviews and guiding candidates throughout the whole track. Weekly reports and fixed check-ins kept Advion informed about progress and about what the labour market was giving back.

What it produced

Four successful placements within four months. What started as an assignment for two vacancies grew into a broader collaboration, with a partner who thinks along about the growth of the organisation.

How Search & Selection works

RPO

Hotelchamp.

Hotel technology: helps hotels worldwide win more direct bookings.

The question

As a fast growing organisation, Hotelchamp regularly needs new colleagues, but the need differs from one period to the next. Expanding the internal recruitment team was therefore not always the most efficient solution. They were looking for a partner who could move flexibly with the organisation and scale up quickly, without giving up quality, speed or the candidate experience.

What we did

Through RPO we work as an extension of their recruitment team and take over the process as soon as a vacancy comes up. From the vacancy intake onwards we handle the full track: sourcing, selection and the first conversations with candidates, entirely within the ATS of Hotelchamp. We review job adverts critically and optimise them where needed, so they connect better with the target group. Weekly reports and fixed check-ins keep HR and the hiring managers connected to the progress.

What it produced

A faster and more consistent recruitment process, a shorter time to hire and recruitment capacity that moves with the actual need. That leaves the HR team time for strategic projects and for the further growth of the organisation.

How RPO works

In their own words

What Advion and Hotelchamp say themselves.

The combination of continuous sourcing and job marketing gives excellent results. The fact that you also sit down every week to go through progress makes working together not only very effective, but also very pleasant.

Pieter de Vrieze Managing Director · Advion

As a growing company, finding the right people quickly is crucial. Sennasearch really understood our needs and helped us identify strong candidates who could hit the ground running.

Victoria Sweeney Chief Operating Officer · Hotelchamp

More cases

Search & Selection

Decathlon.

Sports retail, 21 stores in the Netherlands.

The question

Decathlon trains its own management talent through an internal traineeship, and needs many new trainees for it every year. The company did not want to expand its internal recruitment team any further. They were looking for a partner who could scale up quickly, get to know the organisation well and attract quality candidates independently.

What we did

Search and selection for the management traineeship, aimed from the start at candidates who not only have the right competencies but also recognise themselves in the culture and the values of Decathlon. For that we combined active sourcing with social media campaigns and job marketing, focused on professionals with a background in sport, retail or a sports related education. As the collaboration grew we became more and more an extension of the recruitment team: knowing the organisation well let us switch faster and search more precisely.

What it produced

A steady intake of management trainees and an efficient recruitment process, without the internal recruitment team having to grow. What began as a first assignment has grown into a long term collaboration on a durable talent pipeline.

How Search & Selection works

RPO

Bossekop.

Independent recruiter, mainly in IT.

The question

Marianne Bos owns Bossekop and helps organisations as an independent recruiter with a wide range of recruitment questions. The number of assignments varies through the year. In busy periods extra capacity is needed, without clients giving up quality, speed or personal service. She was looking for a partner to strengthen her behind the scenes, while she remains the fixed point of contact for her clients.

What we did

Through RPO we are her permanent sourcing partner. We focus entirely on actively approaching, screening and qualifying candidates, while Marianne keeps the lead towards her clients. That way each does what they are strongest at: she stays responsible for the client contact and the guidance, we make sure there is a constant flow of candidates. By checking in regularly and reporting transparently the lines stay short and vacancies are picked up as soon as the need arises.

What it produced

Extra recruitment capacity without losing the flexibility of an independent recruiter: vacancies filled faster because we actively approach the market, a wider reach through scalable sourcing, and continuity in busy periods. To the outside world it remains her practice.

How RPO works

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