Recruitment and Selection

Summary
Here the recruitment and selection procedure for employees to fill in a vacancy at Fontys ICT is described.

Click on the icon for more HR instruments.

If a vacancy arises, refilling of the position is matched with the managing director and HR by the People Manager (PM). HR draws up the vacancy text, in consultation with the PM. After that, recruitment takes place in the following steps:

1. Internal recruitment Fontys ICT: the vacancy is open to candidates within Fontys ICT for 1 week. If there are candidates for whom the vacancy fits in with the agreements made in their development cycle, then these candidates will be the first to be considered for selection.
2. Internal recruitment within Fontys: the vacancy will be made available via the Centre for Career and Development of the P&O Service (CLO) for employees with a Fontys employment contract for an indefinite period. All internal vacancies within Fontys can be found on the Werken bij Fontys page.
3. External recruitment: HR publishes the vacancy on Working at Fontys ICT and advises the PM on which job boards, websites, newspapers and/or social media channels to post the vacancy externally. Fontys ICT strives to be continuously visible on the labour market, based on our employer branding strategy New Gen ICT. By using various means and conducting active job marketing campaigns, we position ourselves as an attractive employer and hope to attract new talent. In addition, we actively use our own employees as ambassadors through the ambassador programme Ambassador, with which they can earn nice rewards.

Applications must be submitted via the website http://www.fontys.nl/werkenbijfhict and are received by the CLO. The CLO forwards the applications to HR and the PM. On receipt of applications, the PM with the CE will decide which candidates may be invited. HR takes care of the feedback to the CLO, she takes care of the response (invitation or rejection) to the applicants.

The selection procedure consists of 3 interviews. Depending on the vacancy it is always possible to customise with a view to the form of the interview and the parties involved:

For Teaching Staff (OP) vacancies:

• 1st interview : PM + HR or PM + CE;
• 2nd interview : CE / PLOU or PM;
• 3rd interview : PM + HR, subsequent employment conditions interview.

For Support Staff (OOP) vacancies:

• 1st interview : PM + HR or PM + Manager / Manager Support;
• 2nd interview : Manager Support or Manager / colleagues;
• 3rd interview : PM + HR, subsequent employment conditions interview.

Preferably the 1st and 2nd interview will take place on the same day. If these two interviews have been positive, a 3rd interview is scheduled, subsequently followed by a final interview with HR to discuss the terms and conditions of employment.