Different recruitment approaches

When recruiting new employees, you may make use of your own networks or seek assistance from the TE Office's recruitment services or a recruiting company. If you cannot find competent employees, and no new experts in your field will graduate in the near future, apprenticeship training or Recruitment training implemented jointly by the TE administration and the employer may be a viable option.

Instead of recruiting new employees, you may obtain new skills for your company by training your current personnel. Define the skills your company requires. Find a suitable trainer and arrange your employees’ tasks such that they can attend the training. Read more on development of employee competence

You can also hire a trainee and recruit them after graduation.

First, assess the nature of your company’s workforce requirement. Define whether you need a permanent or a fixed-term employee. Consider whether you can offer a full-time or a part-time job. Calculate whether it is most cost-effective for your company to hire an own employee or to utilise external workforce such as leased employees or subcontractors.

Keep in mind that, in addition to the wage and salary costs, there are other expenses arising from new employees. Take note of all labour costs in your company’s cost accounting and budgeting. Find out whether your company may receive subsidies such as a pay subsidy from the state for recruiting an employee.

Prepare a job advertisement and deliver it to the recruitment channels of your choice. After the application period, interview the most suitable candidates to learn about their backgrounds. You may also design a suitability test for the applicants.

Hire the applicant who is most suitable for the position. Comply with the regulations on equality when selecting the candidate. Read more on equality and non-discrimination in the workplace

External workforce refers to leased employees and those who work as outsourced services. You should consider using leased employees or outsourced services if your company requires an individual employee for a short period of time. You should consider using external workforce if you wish to increase the efficiency of an activity which is not part of your company’s core expertise. Other reasons for using external workforce include, for example, the lack of specific expertise or your employees’ lack of time for all of the required work.

Consider and calculate in advance whether it is more cost-effective to use external workforce or to recruit an employee. An external employee’s remuneration does not involve the employer’s health insurance contribution. On the other hand, the use of leased employees and outsourced services involves additional costs with which the staffing company and your contractual partner obtain their profit margins.

In addition, the use of external workforce may involve increased risks if, for example, the assignment is not defined in a sufficiently explicit manner. Ensure in advance that the quality, expertise, competence and reliability of external workforce meet your requirements.