You have several vacancies, but not enough work for a permanent recruiter. Or you\u2019re looking for a few specialist professionals and finding that posting vacancies alone isn\u2019t enough. HR is trying to fit recruitment in alongside everything else, hiring managers are approaching candidates themselves and meanwhile roles stay open longer than you\u2019d like.<\/p>\n
In a situation like that, fractional recruitment can be a practical solution.<\/p>\n
With fractional recruitment, an experienced recruiter works for your organisation for part of the week, for example one, two or three days. That gives you steady recruitment capacity and senior expertise, without having to hire a full-time recruiter straight away.<\/p>\n
That makes fractional recruitment particularly well suited to small and mid-sized organisations that need to hire seriously, but don\u2019t yet need a full in-house recruitment function.<\/p>\n
A fractional recruiter becomes part of your organisation for an agreed number of hours a week. They work with HR, management and hiring managers, and can run the recruitment process in full or in part.<\/p>\n
Think of things like:<\/p>\n
The difference from traditional search & selection is that a fractional recruiter doesn\u2019t just work on a single placement. They support your organisation over a set period and look at your recruitment needs as a whole.<\/p>\n
So this isn\u2019t about supplying an interim employee for a technical role. The recruiter joins your organisation temporarily and part-time.<\/p>\n
For an organisation with only a few vacancies a year, a permanent recruiter is often not needed. Even so, recruitment takes up a lot of time when every vacancy has to be started from scratch.<\/p>\n
Writing job ads, reviewing applications, finding candidates, scheduling interviews and staying in touch with candidates often falls to HR, a director or a hiring manager. They\u2019re usually not the people who can give it their attention day to day.<\/p>\n
A fractional recruiter then gives you continuity, without you having to create a full-time role straight away. They get to know your organisation, roles and hiring managers, so they can work faster and with more focus over time.<\/p>\n
This suits, for example, a technical company that is growing, regularly has a few specialist vacancies and wants to take a more professional approach to recruitment.<\/p>\n
Sometimes there\u2019s suddenly more recruitment work than the in-house team can handle. For example, because of growth, a new project, a new site opening, staff replacements or building a new team.<\/p>\n
Hiring a permanent recruiter straight away isn\u2019t always the logical move. The peak may be over again in a few months.<\/p>\n
A fractional recruiter can add extra capacity for a while and prioritise the most important vacancies. Once the pressure eases, the arrangement can be scaled back or ended.<\/p>\n
That gives you more flexibility than a permanent hire, and more continuity than bringing in a different agency for every vacancy.<\/p>\n
One hard-to-fill vacancy can mean far more work than five regular ones.<\/p>\n
We see this regularly in construction, building services, infrastructure, energy, engineering and manufacturing. For example, an organisation might be looking for an experienced project manager, engineer, work planner, technical specialist or a professional with knowledge of a specific system or market segment.<\/p>\n
The right candidates usually don\u2019t apply on their own. They first have to be found, carefully selected and approached personally. That takes time, sourcing know-how and a good story about the organisation and the role.<\/p>\n
A fractional recruiter can run this search on a steady basis and at the same time look into why earlier attempts haven\u2019t delivered enough results.<\/p>\n
Is it the target group, the region, the employment terms, the profile, the job ad or the speed of the process? By answering those questions early, you avoid a vacancy running for months in exactly the same way.<\/p>\n
In smaller organisations, recruitment often sits with an HR advisor, HR manager or office manager. That can work perfectly well as long as the number of vacancies stays small and enough candidates apply on their own.<\/p>\n
It gets harder when active sourcing is needed. Finding and approaching candidates takes focus and follow-up. That work easily gets lost under other HR priorities, such as absence, contracts, development and everyday questions from employees.<\/p>\n
A fractional recruiter takes over the hands-on recruitment work, while HR stays involved in the organisation, culture and employment terms.<\/p>\n
That creates a clear division of tasks. HR keeps the time for its own responsibilities, and recruitment gets the attention it needs.<\/p>\n
Some companies have grown fast without their recruitment process growing with them. Every hiring manager works differently, candidate communication isn\u2019t documented and the ATS is barely used, if at all.<\/p>\n
A fractional recruiter can then do more than fill vacancies.<\/p>\n
During the assignment, the recruiter can also:<\/p>\n
That way, you\u2019re left with more than a list of filled vacancies at the end of the assignment. You also have a recruitment process that works better.<\/p>\n
You can read more about this under Recruitment Empowerment<\/a>.<\/p>\n It isn\u2019t always clear up front whether a company needs a full-time recruiter.<\/p>\n By starting with a fractional recruiter, you can see how much time recruitment really takes, which vacancies need the most attention and which tasks keep coming back.<\/p>\n Based on that, the organisation can later make an informed choice. The fractional support can continue, be expanded or be handed over to a permanent recruiter.<\/p>\n A common assumption is that a recruiter who works two days a week can only deliver a fraction of the possible results. It doesn\u2019t work that simply.<\/p>\n Recruitment results don\u2019t depend only on the number of hours worked. They also depend on priorities, focus, speed, how the process is set up and how well we work with hiring managers.<\/p>\n When vacancies are well prioritised, intakes are sharp and the process is well set up, a lot can be done in a limited number of hours. Especially when an experienced recruiter doesn\u2019t have to work out first how sourcing, selection and process support work.<\/p>\n The agreed hours limit the available capacity, but that doesn\u2019t mean recruitment is fully on for two set days a week and completely off for the rest.<\/p>\n Candidates don\u2019t always fit into a fixed schedule. A reply, question or interview can come up on a different day. That\u2019s why we organise availability and follow-up so that candidates and hiring managers don\u2019t have to wait unnecessarily.<\/p>\n That doesn\u2019t mean every part-time recruiter is available without limits. It does mean the support is organised smartly around the recruitment process and the moments when speed matters.<\/p>\n So fractional recruitment isn\u2019t a watered-down version of recruitment. It\u2019s a deliberate choice to bring in the capacity an organisation actually needs.<\/p>\n The terms \u2018fractional\u2019, \u2018interim\u2019 and \u2018embedded\u2019 recruitment are closely related.<\/p>\n An interim recruiter is brought in temporarily, for example to cover for someone, during growth or at a vacancy peak. This can be part-time or full-time.<\/p>\n An embedded recruiter works as part of the organisation and plugs into its internal systems, processes and communication. To candidates, this recruiter feels like part of the company.<\/p>\n Fractional recruitment is specifically about sharing senior recruitment capacity. The recruiter works for the organisation for part of the week, for example one or two days, and the hours can be adjusted during the partnership.<\/p>\n In practice, these models can overlap. A fractional recruiter can work as both interim and embedded at the same time.<\/p>\n You can find out more about the various options on our Recruitment Services<\/a>.<\/p>\n Fractional recruitment isn\u2019t the best choice in every situation.<\/p>\n It\u2019s a weaker fit when:<\/p>\n Recruitment remains a team effort. Even an experienced recruiter can\u2019t deliver good results if the job requirements keep changing, candidates wait weeks for feedback or vacancies have no clear priority.<\/p>\n In situations like these, a full-time interim recruiter, a permanent recruiter or a targeted search & selection assignment may make more sense.<\/p>\n That depends on the number of vacancies, how complex the roles are and how much of the process is taken over.<\/p>\n One day a week can suit a small organisation with a limited number of vacancies and a clear priority.<\/p>\n Two days a week often works well when there are several vacancies, active sourcing is needed and the process also needs guiding.<\/p>\n With fast growth, several hiring managers or a bigger peak in vacancies, more capacity may be needed for a while. The hours can be scaled back later.<\/p>\n That\u2019s why Flexxy first looks at:<\/p>\n Based on that, we agree a realistic level of support and priorities.<\/p>\n With fractional recruitment, Flexxy focuses on organisations in construction, building services, infrastructure, energy, engineering and manufacturing, among others.<\/p>\n In these sectors in particular, small and mid-sized organisations regularly have specialist vacancies, while hiring a full-time recruiter isn\u2019t always cost-effective yet.<\/p>\n Flexxy combines hands-on recruitment and sourcing with experience in stakeholder management, recruitment processes, ATS, data and automation. That means we don\u2019t just find candidates. We also help your recruitment approach work better as a whole.<\/p>\n Find out more about our experience with recruitment in engineering, construction and infrastructure<\/a>.<\/p>\n Fractional recruitment can be a good solution if you want to take recruitment seriously but don\u2019t need a full-time recruiter yet.<\/p>\n It gives you access to experienced recruitment capacity, without having to create a permanent role straight away. The support is flexible, the recruiter gets to know your organisation and the approach can grow with your actual needs.<\/p>\n Do you have a peak in vacancies, a few specialist roles or too little in-house capacity to run recruitment properly? We\u2019d be happy to talk through what kind and level of support is realistic.<\/p>\n Get in touch with Flexxy<\/a> for an initial conversation about your vacancies and recruitment needs.<\/p>","protected":false},"excerpt":{"rendered":" Je hebt meerdere vacatures, maar nog niet genoeg werk voor een recruiter in vaste dienst. Of je zoekt een paar specialistische professionals en merkt dat vacatures plaatsen alleen niet voldoende is. HR probeert het recruitment erbij te doen, hiring managers benaderen zelf kandidaten en ondertussen blijven functies langer openstaan dan gewenst. In zo\u2019n situatie kan… <\/a><\/p>","protected":false},"author":1852,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-446","post","type-post","status-publish","format-standard","hentry","category-nieuws"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/posts\/446","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/users\/1852"}],"replies":[{"embeddable":true,"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/comments?post=446"}],"version-history":[{"count":1,"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/posts\/446\/revisions"}],"predecessor-version":[{"id":447,"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/posts\/446\/revisions\/447"}],"wp:attachment":[{"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/media?parent=446"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/categories?post=446"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.flexxy.nl\/en\/wp-json\/wp\/v2\/tags?post=446"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}6. Organisations that first want to find out how much recruitment capacity they need<\/h3>\n
Why two days a week doesn\u2019t automatically mean fewer results<\/h2>\n
What is the difference between interim and embedded recruitment?<\/h2>\n
When is fractional recruitment less suitable?<\/h2>\n
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How many days of fractional recruitment do you need?<\/h2>\n
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Fractional recruitment for the construction, engineering and infrastructure sectors<\/h2>\n
Is fractional recruitment suitable for your organisation?<\/h2>\n