In the Netherlands, it is common for companies to hire additional staff for specific roles. There are two types of contracts for this purpose: temporary (broadcasting) and secondment. In both cases, the hired individual is not a permanent employee of the company, although they may become one.
Additionally, there are differences in terms of educational requirements and duration of employment. Here, Workcentral helps you understand the main characteristics of each of these models.
How does a broadcasting worker operate?
A temporary worker’s contract features flexible hours and lacks a fixed end date: the work concludes when all assigned tasks are completed. For instance, consider a library that hires a freelancer to organize all science fiction and biography books by publication year. Once the task is finished, regardless of the time spent, the temporary worker is released from duty.
Furthermore, temporary workers are typically hired for roles that do not require high levels of education, and these contracts are usually short-term. It is rare for a broadcasting worker to have their contract extended or to establish professional connections with the company’s permanent staff.
Generally, a temporary worker is provided through a staffing agency, which offers its services to another hiring company. The recruitment agency acts as an intermediary, assessing the tasks required and the worker needed for the job. Often, this connection means that a temporary worker may not even need to undergo a job interview.
As a candidate, it is advisable to work as a broadcasting worker if you:
— Are a student needing part-time work.
— Have limited work experience and wish to enhance your resume.
— Need immediate income before securing a permanent position.
As a hiring company, you should consider employing a broadcasting worker if you:
— Need someone for a specific set of tasks.
— Require a short-term worker.
— Prefer not to handle payroll administration.
How does a secondment employee operate?
The contract for a secondment employee is more comprehensive and, to some extent, resembles a permanent position. A secondment starts with a contract that specifies both a start and end date, including a minimum number of hours and a one-month notice period. It is akin to being a company employee but without a formal employment relationship.
Additionally, secondment employees are usually sought for tasks in which they have specialized expertise, thus often possessing higher education and significant experience in that particular field. For example, if a technology company requires an app developer, it might hire a secondment employee with a background in engineering.
Since a secondment is a longer-term position, with contracts potentially lasting a year or more, there is the possibility of extending the contract beyond the initial term or even converting the position to a permanent role within the company.
As a candidate, it is advisable to work as a secondment employee if you:
— Are a specialist in a particular field.
— Aim to move closer to securing a permanent position.
— Plan to expand your professional network.
As a hiring company, you should consider employing a secondment employee if you:
— Need a specialist with reduced hiring costs.
— Prefer not to manage payroll administration.
— Intend to potentially expand your future permanent staff.
How to hire a broadcasting or secondment employee?
Workcentral is a recruitment company dedicated to connecting the ideal worker with the available position, whether for temporary jobs or long-term contracts. Contact us to learn about our services and discover how we can assist you.
