Many organisations are currently opting for a "paper reality." They rename assignments or move interim professionals directly into permanent positions. According to Rogier, this is merely a cosmetic fix for a deeper problem: an inefficient hiring culture.
From Capacity to Improvement Power
Instead of simply plugging holes with external staff, current legislation challenges HR to take a critical look at its own processes. Why is that external expertise actually necessary? Is it to temporarily solve a unique problem (which is what freelancers are intended for), or does the organisation lean on external forces because its own "recruitment machine" is faltering?
At ImpactWork, we believe in building a rock-solid foundation. Hiring budgets can be used differently: not just for "extra hands," but for improvement power.
How HR and Procurement Make the Difference Now
The DBA Act forces a healthy distinction. To come out on top, we advise a three-step approach:
- Honest Analysis: Where have we become dependent on external hires due to our own slow processes?
- Strategic Contracting: Work with Procurement to focus on measurable deliverables and knowledge transfer instead of mere presence.
- Challenge Suppliers: Choose partners who aim to make themselves redundant by leaving your team, processes, and technology in a better state than they found them.
Hiring as a Conscious Choice, Not a Last Resort
The organisations that will flourish five years from now are not those best at bypassing the Tax Authorities. They are the organisations that use this law to strengthen their own foundation so that external hiring becomes what it was meant to be: a conscious choice for expertise.
Do you want to turn a legal file into a profitable investment? Let’s start a conversation about how we can fundamentally strengthen your HR strategy and recruitment machine.
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