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Hiring Staff in Business Services


You won't find good staff for business services just like that. How do you approach that and what should you pay attention to? Five tips.

1. Determine your need for staff

One company is not the other. Some business service providers suffer from a structural staff shortage. Other companies in the industry can handle the work well and deal with peak times by hiring extra temporary workers.

But what if your company is just in between? How do you determine whether you need new staff? Take a planned approach and first list all the options. Ask yourself the following questions:

- Is permanent staff the best option for my company?
- Do I have enough structural work for staff?
- Do I have enough money for staff?
- Will staff generate enough extra revenue and profit for me?
- Can I manage and motivate staff?

Think about the right contract form

Employment contracts come in many shapes and sizes: fixed or flexible, broadcast or payroll structure, staffing or freelancers. Consider beforehand which contract type suits your business operations and financial possibilities.

Read the rules carefully and take into account possible pitfalls. A zero-hour contract,for example, offers a lot of flexibility, but it does have hooks and eyes. For example, a permanent contract may arise in certain cases.

Calculate the personnel costs

Well-trained employees usually work in business services. A hefty price tag depends on that. It's therefore wise to make a good cost calculation before you decide to recruit new employees.

If you already employ people, then you know roughly what an employee costs. But do you have a complete picture of all personnel costs in business services ?


Test now if you are already ready for new staff. Do the checklist and receive a personal report.

2. Create a job profile

Have you decided for yourself that you want to hire staff? Then the time has come to determine which employee you are looking for. The job profile is a good tool for this.

A job profile is also called a job description. You briefly describe the content of a job and the job requirements. You state as clearly as possible what you expect from your future employee.

What role or position will the new employee have in your company? Is it a creative position or an administrative one? Is it a senior or a junior? All-round or specialist? Is he going to lead or not? On this basis, think carefully about the correct job title. That is crucial in your recruitment.


Does your company fall under one of the collective labor agreements in business services ? Then use the job names from the collective labor agreement for your company.

3. Be creative when recruiting

Where can you find the right IT professional, public relations consultant, designer, architect or accountant? The best advice is: do not put everything on one card, but be creative and use different channels for recruiting new staff. Some options:

Social media

Many business service providers recruit via social media,because the target group can be easily reached via these digital channels. LinkedIn, Twitter and Facebook are excellent for bringing vacancies to the attention of potential candidates. Moreover, it's a lot cheaper than an expensive job advertisement.

Through .....

Ask around in your own network. Also use referral recruitment. That is recruiting through your own staff. Maybe they know people who are looking for a new challenge. Ask your staff to share the vacancy on social media, then the news spreads that your company is looking for someone at lightning speed.

Temporary employment or posting

You can also leave the search for suitable candidates to specialized companies, such as a temporary employment or secondment agency. They have a lot of experience in this area, so why wouldn't you benefit from it? Moreover, you save yourself a lot of extra work and hassle.

4. Conduct multiple job interviews

If you are recruiting via various channels, there is a good chance that you will get quite a few responses. What steps do you then take during the application process ?

To start with, you assess each candidate on his letter of application and CV. You can also check references with previous employers.

Then do not make the mistake of directly selecting the candidate with the best papers. It's better to make a selection of four or five applicants who seem the most suitable for the position and to invite them to one or more interviews.

In the interviews you determine whether the candidates meet the job profile that you have drawn up. You can use these 7 questions as a guide.


You can also let a candidate do an internship for a day to see if he is really suitable for the position.

5. Make a good employment contract

If all goes well, the application procedure will deliver the dream candidate for the position. The next step is to officially hire the new employee. What does that mean exactly?

To start with, you discuss the level of the salary with your employee. If your company falls under a mandatory collective labor agreement, the salary must be in line with the collective labor agreement regulations. For example, you must take into account a certain minimum wage for each job group.

Working hours, the number of vacation days and the vacation pay are also discussed in this interview. You can also make all kinds of extra agreements ( secondary employment conditions ) to reward your employee. Consider, for example, an extra performance reward.


Above all, show that you meet the guidelines of being a good employer.

As soon as you and your employee agree on the terms of employment, you can draft an employment contract. Ensure that the contract meets the legal requirements. Preferably have it checked by a lawyer or consultant with legal knowledge.

When the contract is ready, you and the chosen candidate only have to sign it and then it's official: you have a new employee. Congratulations!

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