黑料福利网

The Department of Mechanical Engineering (ME) is one of four 鈥淏eethoven growth departments鈥� within 黑料福利网. Alongside ME, these are Applied Physics and Science Education, Electrical Engineering, and Mathematics & Computer Science.

EIGHT VACANCIES

鈥淚f you want to almost double the number of master鈥檚 students, you need more people,鈥� says Niels Deen, professor and vice-dean of ME. 鈥淢ore students also means more capacity, especially if you want to keep personal attention at a high level.鈥�

Each section took a close look at its own expertise: what are we missing, and where do we want to grow? That process resulted in eight vacancies, one in each section of the department.

ONE CAMPAIGN INSTEAD OF SEPARATE VACANCIES

Instead of running eight separate recruitment processes, ME chose a shared approach: a broad hire. 鈥淭he idea behind a broad hire is to make it bigger and more visible,鈥� says Josje van Oudenaarden, who supported the process from the Talent Attraction team within HRM. 鈥淵ou bundle vacancies and communication. Rather than publishing separate ads, we launched one campaign that shows the international academic community: we are looking for talent.鈥�

We launched a single campaign covering all vacancies at once to signal internationally: we are looking for talent.

Recruiter Josje van Oudenaarden

鈥淭hat requires close coordination on planning, deadlines, and selection. At the same time, we made sure everything had strong external visibility through social media, the right academic job platforms, and a central landing page where all vacancies and information come together.鈥�

For Niels Deen, the goal was clear: 鈥淕enerate as much attention as possible, so that the people who feel drawn to this also actually apply.鈥� And it worked. In total, the eight positions attracted around 1,200 applications.

INTENSIVE SELECTION PROCESS

After the recruitment phase, an intensive selection process begins. Candidates submit a CV, a motivation letter, a research statement, and a teaching statement. 鈥淲e ask quite a lot,鈥� says Niels Deen, 鈥渂ut these are permanent, long-term positions, so it鈥檚 worth the investment from both sides.鈥�

After a first selection round, candidates move on to online interviews. In the end, each position results in a shortlist of candidates invited to an in-person interview on campus. 鈥淭hose visits are important for both sides to make a good mutual fit,鈥� says Deen. 鈥淲e are not only looking for the right candidate for us. We also need to show that we are the right place for them. We take them to the lab where they would work and give them a tour of our campus.鈥�

鈥淚nternational candidates often don鈥檛 have a clear picture of what it鈥檚 like to work here,鈥� says Deen. 鈥淲e believe in working in scientific teams. The individual researcher matters, but so does the team. That doesn鈥檛 suit everyone. You need to experience it, and that really only happens when you come for a visit.鈥�

SUPPORT AT EVERY STEP

HRM closely guides the process. Van Oudenaarden is involved in the selection interviews and stays in regular contact with candidates.

鈥淥nce it becomes clear after the interview that someone is likely to be appointed, we help them prepare for the appointments advisory committee (BAC), because that is a very different setting. An interview with two people is very different from presenting yourself to a committee of ten in a BAC.鈥�

CHILDCARE

During the visit, there is also attention for practical matters. Van Oudenaarden says: 鈥淲e check whether someone needs a campus tour or has questions about moving to the Netherlands. Think of housing, schools, childcare. Those are important factors in the decision.鈥�

At the same time, they also explain the wider support on offer, such as help with immigration procedures and other practical matters after appointment. 鈥淚t helps when candidates can start thinking about that early on.鈥�

INTERNATIONAL COMPETITION

The search for talent is firmly international. Candidates come from across Europe, the United States, Canada and beyond. 鈥淲e operate in an international market where strong candidates often have multiple options,鈥� says Deen.

That also means not every recruitment process ends in an appointment. 鈥淥f the eight positions we aimed to fill, we have successfully filled four so far,鈥� he says. 鈥淏ut there were also candidates who received an offer and still chose another university. That comes with the territory.鈥�

RELOCATION PLAYS A ROLE

According to Deen, it鈥檚 not just the content of the job that matters. 鈥淧eople also have to take a big step: moving to another country, entering a new system, sometimes with a family. That plays a role.鈥�

Deen knows from experience what it is like to move with your entire family for your career. In 2010, he moved with his research group from the University of Twente to 黑料福利网. His wife and two children, who were 2 and 5 years old at the time, moved with him to Brabant.

鈥淥ur children were still young, which made it easier. I can relate to what it feels like to pick everything up and start over somewhere else. Although moving abroad is a different story: you need to apply for a citizen service number, open a bank account, find housing and schools for the children, and your partner needs to find a job.鈥�

STAFF IMMIGRATION TEAM PROVIDES SUPPORT

The Staff Immigration Team at HRM supports candidates throughout the process, Van Oudenaarden explains. 鈥淥nce the appointment is finalized, the team helps with applying for a travel visa, a residence permit, and the formalities after arrival, such as registering with the municipality. We cannot arrange housing ourselves, but we can refer candidates to reliable external rental providers.鈥�

Van Oudenaarden adds: 鈥淭he start date of a new academic position is often some time in the future. Most candidates first complete the academic year at their current university. That gives them enough time to prepare.鈥�

LOOKING FOR THE BEST FIT TOGETHER

One advantage of the joint approach is that it allows for a broader view of potential matches. Deen says: 鈥淚f someone turns out to be a better fit for another section, we discuss that together.鈥�

Sometimes candidates apply for multiple positions. In those cases, we look together at where someone will fit best.

Recruiter Josje van Oudenaarden

Van Oudenaarden sees the same pattern. 鈥淪ome candidates apply for multiple positions. In those cases, we look together at where someone is the best fit.鈥� According to them, this makes the process not only more efficient, but also more more carefully considered.

INVESTING IN THE LONG TERM

Finding the right new colleague for the right position is a precise and patient process. On average, a recruitment procedure takes about six months. 鈥淲e鈥檙e often dealing with candidates from abroad, and it鈥檚 a very substantial process.鈥�

For Mechanical Engineering, it is worth the effort. The focus is firmly on long-term appointments. 鈥淭he intention is to hire people for the long term,鈥� says Deen. 鈥淚f things go well, they grow into the role and stay.鈥�

We compete at the top level globally, but some universities still have a stronger pull, such as MIT. You have to work with that reality.

Professor Niels Deen

Of the eight positions they set out in the broad hire, four have now been filled. 鈥淔or three vacancies, we had very strong candidates and made them an offer, but they eventually dropped out,鈥� says Deen.

鈥淭hese are top researchers who are also on the radar of other universities and institutes. We do everything we can to bring them here. We compete at the highest global level, but some universities still have a stronger pull, such as MIT. You just have to deal with that.鈥�

PROUD OF NEW COLLEAGUES

Deen looks back with satisfaction on how the broad hire campaign has gone for his department. 鈥淚t takes a lot of time behind the scenes, but I鈥檓 really proud of the four new colleagues we鈥檝e hired.鈥�

Two of them already worked in Eindhoven, one comes from Belgium, and one from Switzerland. Another recruitment process is still ongoing. 鈥淲ith these people, we can really move forward. They will help us educate the growing number of master鈥檚 students.鈥�

If you make better use of each other鈥檚 expertise and really listen to one another, things start to work. That鈥檚 something departments and services should do more often.

Professor Niels Deen

For Deen and Van Oudenaarden, their close collaboration in the broad hire campaign has made all the difference. 鈥淓specially in the preparation phase, it鈥檚 really helpful to coordinate with just one person. The department knows what kind of people they need, and we know how to reach and support them,鈥� says Van Oudenaarden.

Deen agrees. 鈥淚t makes a huge difference to have a single point of contact. Someone who understands how the process works and thinks along with you.鈥�

WORKING TOGETHER

Deen feels there are lessons for 黑料福利网 as a whole in their experience: 鈥淚t would be good if departments and services worked more closely together, as we have done here. If you really listen to each other and make use of each other鈥檚 expertise, things start to work.鈥�

SUPPORT STAFF TOO

The growth in student numbers requires more than just additional academic staff. 鈥淵ou also have to look at the support roles,鈥� says Deen.

That means the department will also explore expanding teaching support and technical support in the coming period. 鈥淚n the end, we do this to properly educate more students. The whole system has to move along with that.鈥�