Qualitative and quantitative gains for TU Eindhoven
The Technische Universiteit Eindhoven (TU/e) is a research university specialising in engineering science & technology. One of the leading universities in the world, it is recognised as a birthplace of innovation.
We spoke to Melloh Bröcheler – HR Advisor at TU/e.
What is your role at TU/e?
I joined TU/e in early 2008 and took on the role of HR Advisor in 2010. As HR Advisor, I take care of the staff recruitment, departures and transfers within the Accommodation, Internal Affairs, General Affairs, Information Expertise Centre, Financial and Economic services.
What is your work approach towards recruitment?
As HR Advisor, among other things, I advise on the staffing resources for the departments mentioned, as well as on the related choice for in-house or external recruitment. I’ll always look to see if I can fill a vacancy internally. If not, I begin the external recruitment process.
Which external channels do you use?
I recruit a wide range of roles, due to the fact that the multiple services I advise for are totally different: from financial roles like Financial Controller, to very technical roles such as Technical Administrator. For about the past year, I’ve been consulting Adver-Online about additional online recruitment channels that we might be able to employ alongside our usual channels. Previously, I would post the vacancy on our own website and see what happened. Only if we got too few applicants would I call in a recruitment agency to support us, depending on the nature of the role. While this does deliver the desired outcome, it is a very costly solution.
One you don’t choose any more?
I heard about Adver-Online through Rian Campen, HR communication advisor. It is a dynamic organisation that knows recruitment, and provides me with sound and efficient support on recruitment matters. We started off together with a pilot project, which involved them supporting us to fill a difficult job profile – and it went really well.
“I don’t wait for 150 responses to come in; instead, I get 50 really promising ones.”
What are the tangible benefits of that?
I could seek out suitable recruitment channels and go through the process myself. But it’s really time-consuming, and therefore not ideal. With the support of Adver-Online, we not only receive more responses, but also better quality ones. I don’t wait for 150 responses to come in; instead, I get 50 really promising ones! The world of job boards and recruitment techniques is changing rapidly. Adver-Online has an understanding of (online) recruitment channels that I don’t. And so they take on that burden for us, freeing up more time for me to do other work.
How has your recruitment improved over time?
We are noticing that our vacancies are getting filled quicker. The ‘time-to-hire’ has improved. Which ultimately means that we get the right man or woman in post sooner. And that’s what it’s all about at the end of the day!