Terms of Employment Interview: 7 Points for Attention

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The interviews were conducted and the suitable candidate was selected. Now it's time for the employment conditions interview. Seven points for attention for employers.

Are you hiring a new employee? Then the employment conditions interview is an important moment. The purpose of this conversation is that you make agreements about the employment conditions.

Have an employment interview?

This requires the necessary preparation, because you're dealing with many different subjects. It's wise to be well informed about primary and secondary employment conditions.

The advantage is that you're better prepared during the salary negotiations. You then know which employment conditions you can use as 'change'.

Seven points for attention for employers:

1. Appropriate salary

Determine in advance the upper and lower limits of an appropriate salary. This gives you a bandwidth within which you can stay. The salary discussion is a game of give and take for both the employee and you.

Therefore, always bet a little lower than what you have in mind during the salary negotiations. The employee bets higher, so there is a good chance that you'll end up with an amount with which you can both be satisfied. Remember that you're ultimately leading in the conversation and determine the outcome.

2. Benefits package

A discussion about working conditions isn't only about the salary, but also about the additional working conditions. Ask yourself what's important to the employee. For example, a thirteenth month, working from home or training at the expense of the employer.

Is your company affiliated with a collective labor agreement? In that case, keep in mind that you're usually obliged to offer a number of fringe benefits under the collective labor agreement. In most cases you can deviate in a positive way from the collective labor agreement, so that you can offer something extra.


Also check whether the employment conditions fit within the work-related costs scheme.

3. Customization

Not all employees want the same working conditions. If you're flexible in this as an employer, you can offer customization. For example, not every employee wants a lease car, even if it represents a relatively larger value than a travel allowance.

You can spend the money saved on the lease car on other terms of employment. This could be a company telephone, a travel allowance, a childcare allowance or a public transport year card. In any case, try to offer the employee something that he doesn't easily find with another employer.


Always show that you comply with the law on good employment practices.

4. Holidays

A fixed part of the employment conditions interview is the allocation of the number of vacation days. The statutory number of holiday hours per year is at least four times the number of hours the employee works per week.

For example, if an employee works 40 hours a week, that amounts to 20 vacation days per year. You can of course also offer more holidays. Agreements about these extra-statutory holidays are included in an employment contract or any mandatory collective labor agreement.


Do not forget that you also holiday pay (holiday) must pay. This is at least 8 percent of the gross annual salary.

5. Education

An important negotiating tip, if applicable to your company, is to offer additional courses or further training. Certainly for starters and staff with little experience, following a training or education is a good fringe benefit.

Make clear agreements about reimbursing the costs if the employee leaves within a certain period after the training. You can use a study cost clause under certain conditions.

6. Travel expenses

Granting a travel allowance isn't mandatory, although it's customary to do so. Most collective agreements have made agreements about this.

Employees who travel by private transport are normally paid X cents per kilometer, regardless of the mode of transport they use. This is the maximum tax-free rate.

You can agree on a higher fee, but you pay more tax on it. Conditions are imposed on the untaxed reimbursement of a public transport subscription.

7. Flexibility in working hours

By offering extra flexibility such as flexible working hours or working from home, you cultivate a lot of goodwill with the future employee. Working from home gives the employee a sense of confidence. Employees often attach as much importance to this as to their salary.

And does an employee with children want to take the children to school on office days in the morning? Then allow this. This avoids wasted, valuable working time in traffic jams. And more importantly: an employee with a satisfied home situation often goes the extra mile.

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