Recruitment-Online.nl

Reach the right people together

Nederlandse versie

A strong campaign starts with your story.

From day-to-day responsibilities to the atmosphere in your team: your answers shape the vacancy, campaign and screening questions. Complete the intake as fully as possible and add relevant materials.

11 clear sections · Dutch and English · Do not enter applicants’ personal details

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01Employer profile

A specific employer profile helps us reach the right people.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

A specific employer profile helps us reach the right people. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. direct communication and two team leaders

Why do we ask?

A specific employer profile helps us reach the right people. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. a personal training budget and flexible planning

Why do we ask?

A specific employer profile helps us reach the right people. Provide specific details relevant to this vacancy. You can supply unknown information later.

02Role information

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants.

E.g. electrical service technician

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. service, North team, Venlo branch

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Venlo and customers within 40 km

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. the technical services manager

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. none, or 3 junior technicians

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. one-year contract with a prospect of permanent employment

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 32–40 hours

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Mon–Fri 08:00–16:30, on-call once a month

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. carry out maintenance; resolve faults; advise customers

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

Describe recurring work, e.g. inspections and service reports

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. independent customer visits, daily contact with the planner

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. How do you approach a fault when the cause is unknown?

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Clear responsibilities and expectations make the vacancy recognisable and attract relevant applicants. Provide specific details relevant to this vacancy. You can supply unknown information later.

03Education and experience

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. MBO level 3 or demonstrably equivalent experience

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. electrical engineering or mechatronics

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 2 years in technical maintenance; graduates also welcome

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. B, only if relevant

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. fault diagnosis for industrial equipment

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Siemens PLC, SAP or comparable systems

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. basic VCA before starting; state whether training is available

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. NEN 3140 is an advantage

Why do we ask?

Distinguish essential requirements from preferences so suitable candidates are not unnecessarily excluded. Provide specific details relevant to this vacancy. You can supply unknown information later.

04Skills and competencies

Examples from the job help us assess skills through relevant questions.

E.g. read diagrams, take measurements and resolve faults safely

Why do we ask?

Examples from the job help us assess skills through relevant questions. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. customer focus, accuracy, independence; one per line

Why do we ask?

Examples from the job help us assess skills through relevant questions. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Tell us about an urgent fault: what did you do and what was the result?

Why do we ask?

Examples from the job help us assess skills through relevant questions. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. When did communicating with a colleague make a difference?

Why do we ask?

Examples from the job help us assess skills through relevant questions. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Dutch B2 for customer contact; reading English

Why do we ask?

Examples from the job help us assess skills through relevant questions. Provide specific details relevant to this vacancy. You can supply unknown information later.

05Culture and fit

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them.

E.g. reliability, craftsmanship and helping each other

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

Communication and collaboration (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

Decision-making and structure (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

Working style (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

Conflict and feedback (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

Leadership and autonomy (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

Change and atmosphere (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. a small team, informal communication and shared responsibility

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. asks questions, keeps commitments and wants to develop

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. What do you do when a set procedure seems to slow down the work?

Why do we ask?

Describe working behaviours and collaboration. This helps candidates decide whether the environment suits them. Provide specific details relevant to this vacancy. You can supply unknown information later.

06Employment terms

Specific terms make the campaign attractive and prevent mismatched expectations.

E.g. €3,000–3,800 gross per month for 40 hours

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. show the range, depending on experience

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. collective agreement scale D, step based on experience

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 25 holiday days and 13 additional leave days full-time

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. pension scheme and Metal and Technology agreement

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. company van, travel allowance or cycle scheme

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. bonus, tools and company phone

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. gain certificates during work hours and progress to specialist

Why do we ask?

Specific terms make the campaign attractive and prevent mismatched expectations. Provide specific details relevant to this vacancy. You can supply unknown information later.

07Recruitment process

A clear process helps us follow up with candidates promptly and carefully.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. https://www.linkedin.com/company/example

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

Choose the preferred first working day; leave blank if negotiable

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 2

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. phone introduction, team leader interview, job shadowing; within 2 weeks

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

Only essential job-related criteria, e.g. a legally required certificate

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. HR coordinates; the team leader makes the hiring decision

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Alex de Vries

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. HR adviser

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. +31 6 1234 5678

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. [email protected]

Why do we ask?

A clear process helps us follow up with candidates promptly and carefully. Provide specific details relevant to this vacancy. You can supply unknown information later.

08Additional information

Strengths and challenges help us create an honest, persuasive campaign.

Reason for the vacancy (select all that apply)

Choose what fits this vacancy; explain exceptions below.

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. additional capacity for new customers

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. varied projects and tangible results

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. you receive the time, support and tools to do good work

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. short commute, modern workshop and paid training

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. changing locations or occasional on-call work

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. previous recruitment efforts and what did or did not work

Why do we ask?

Strengths and challenges help us create an honest, persuasive campaign. Provide specific details relevant to this vacancy. You can supply unknown information later.

09Authorised representative / HR

These details help us contact the right person for coordination and approval.

E.g. Robin Jansen

Why do we ask?

These details help us contact the right person for coordination and approval. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. director or HR manager

Why do we ask?

These details help us contact the right person for coordination and approval. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. +31 77 123 4567

Why do we ask?

These details help us contact the right person for coordination and approval. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. [email protected]

Why do we ask?

These details help us contact the right person for coordination and approval. Provide specific details relevant to this vacancy. You can supply unknown information later.

10Company information

Accurate company details ensure the campaign is linked to the correct organisation.

E.g. Example Engineering Ltd

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. Example Street 12

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 5911 AB Venlo

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. NL123456789B01

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. technical services

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 35

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. 28.5

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. https://www.example.com

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

E.g. what you provide, for whom, in which region and with which team

Why do we ask?

Accurate company details ensure the campaign is linked to the correct organisation. Provide specific details relevant to this vacancy. You can supply unknown information later.

11Uploads and campaign materials

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records.

Maximum 10 files, 2 MB per file and 3 MB in total. Add a download link for larger files, such as videos.

E.g. service-technician-vacancy.pdf

Why do we ask?

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records. Allowed: .pdf,.doc,.docx,.txt. Maximum 10 files, 2 MB per file and 3 MB in total. Use a download link for larger files.

E.g. logo.png or brand-guidelines.pdf

Why do we ask?

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records. Allowed: .pdf,.png,.jpg,.jpeg,.webp. Maximum 10 files, 2 MB per file and 3 MB in total. Use a download link for larger files.

E.g. team-event.jpg or workshop.webp

Why do we ask?

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records. Allowed: .png,.jpg,.jpeg,.webp. Maximum 10 files, 2 MB per file and 3 MB in total. Use a download link for larger files.

E.g. colleague-at-work.jpg, with permission

Why do we ask?

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records. Allowed: .png,.jpg,.jpeg,.webp. Maximum 10 files, 2 MB per file and 3 MB in total. Use a download link for larger files.

E.g. short-company-video.mp4 or product-photo.jpg

Why do we ask?

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records. Allowed: .mp4,.mov,.webm,.png,.jpg,.jpeg,.webp. Maximum 10 files, 2 MB per file and 3 MB in total. Use a download link for larger files.

Why do we ask?

E.g. portraits will follow on Friday from our marketing team

Why do we ask?

Up-to-date materials make the campaign recognisable. Only upload materials you are authorised to share; do not include candidate records. Provide specific details relevant to this vacancy. You can supply unknown information later.