Hiring Policy Design Academy Eindhoven

The Academy’s community is its heart. From studio leaders to tutors, coordinators to workshop instructors, caretakers to catering team, students and staff, each individual plays an important part in shaping DAE. With this in mind, the Academy aims to create a progressive environment for all of its employees, offering opportunities for both personal and professional development within a stimulating and safe working environment. The school’s personnel policy also places a strong emphasis on identifying and supporting talent and creating a healthy and engaging social atmosphere.

As we build our excellence on the diversity of our staff and student community, we pay continual attention to diversity and inclusion and provide a safe learning and working environment in a broader sense. We foster equality and inclusion, and promote respect and a sense of belonging for all.

Our goal is to attract and retain individuals who not only meet the requirements of our positions, but are also committed to our values, which include curiosity, inclusivity, courage, creativity and reliability We therefore look for people who are competent on professionalism, self-development, integrity, innovation and teamwork.

DAE practices equal opportunity and fair hiring processes. We have adopted the NVP Recruitment Code of Conduct for Recruitment and Selection to ensure that all employees and potential candidates are considered for employment opportunities in a fair and consistent manner. We encourage applications from all sections of society.

Guidelines on the hiring process

1. Request for vacancy

DAE requires approval from the executive board for all new or additional positions. Requests include the position title, essential job functions, necessary qualifications, reasons for the opening, salary scale, type of contract and the hours required. The process is supported by Team HR and powered by the Afas HR Portal.

2. Selection commission

Depending on the type of vacancy, Team HR installs a selection commission consisting of:

The hiring manager
A DAE team member
Team HR Member
- HR employee for jobs on employee level
- HR advisor for jobs on coordinating level
- Head of HR for jobs on management and strategic level
Member of the Executive Board
- For strategic and management jobs
Member of the Course Committee
- For strategic jobs related to course content, e.g. Studio Leader, Department Head, Lecturer

3. Content of job posting

Each job posting contains the position title, team description, job content, necessary qualifications, salary scale, type of contract, working hours, application deadline and transparency on reference checks

4. Internal Job Postings

DAE gives DAE employees first priority for new employment opportunities within the company and promotes applicable employees whenever possible. Employees are informed about the job postings via the Afas Insite HR Portal. Qualified applicants employed at DAE remain subject to the normal hiring processes, including sending in a resume and motivational letter, attending interviews etc.

In order to maintain a transparent and trustworthy culture, we expect our internal applicants to inform their own supervisor about their interest for the specific vacancy.

5. External Job Postings

DAE publishes new employment opportunities in diverse media. Team HR is responsible for all recruitment advertisements. Possible media may include:

www.designacademy.nl
www.linkedIn.com
www.indeed.com
www.intermediair.nl
NRC Carrière
www.werkenbijhogescholen.nl
www.culturele-vacatures.nl
www.werk.nl
www.dezeen.com
www.e-flux.com
www.colourfulpeople.nl
Social media of Design Academy Eindhoven

6. Relatives, close relations

According the Code of Conduct, DAE will take not take applications from an employee's partner. DAE does take applications from an employee’s relative or relation in consideration if the candidate meets the required qualifications for the position.

A relative or relation is not considered for employment if it might create a direct or indirect managerial/subordinate relationship with the relative or relation, or if the employment could create a conflict of interest either real or imagined. The hiring manager, team HR and/or the Executive Board are eligible to decide whether there is a conflict of interest.

7. Employee Relationships

Employees that start a relationship may continue their employment with DAE, provided there is neither a direct nor an indirect managerial/subordinate relationship between the employees, or a conflict of interest, real or imagined, created because of the relationship. The hiring manager, team HR and/or the Executive Board are eligible to decide whether there is a conflict of interest.

In the event that either a managerial/subordinate, or conflict of interest issue arises, DAE will work towards a suitable solution with the employees A possible resolution may require one of the employees to transfer to another position within the company. If this is not possible, one of the employees must resign.

8. Former Employees

A former employee who left DAE on friendly terms may be eligible for re-employment. Former employees who left DAE without proper notice, or whose employment was terminated for disciplinary reasons, are not eligible for re-employment.

9. Application Process

DAE requires that all applicants complete an application, including a resume and motivation letter. Properly completed applications will be reviewed. Candidates that for any reason do not meet the requirements will be informed upon the first selection after the deadline. In connection with privacy legislation, we delete all applicants’ data after finishing the application procedure.

10. Interviews

Interviews are scheduled by Team HR. Candidates will be notified about the availability of facilities for job applicants who have disabilities when being scheduled for an interview.

Interview questions are reviewed by Team HR to ensure their efficacy. Upon completion of all scheduled interviews, the selection commission reviews the results.

Team HR notifies all applicants not selected for employment within 5 days after finishing the procedure.

11. References and Background Checks

The hiring manager and Team HR may conduct reference and background checks on all potential candidates for employment at DAE, such as to be announced in the job posting. Background checks are meant to protect the safety of our employees by minimizing the hiring of potentially dangerous individuals with violent criminal backgrounds. When accepting a job at Design Academy Eindhoven, providing a statement of good conduct (VOG) by the employee is a requirement. The costs of the VOG will be compensated by DAE.

12. Offer of Employment

DAE provides a conditional offer of employment to applicants that have been selected through the application and interview process.

Job offers are contingent on the applicant's agreement to company policies, successful reference and background checks, and any other condition applicable to the position that are required.

When the applicant accepts an offer of employment from DAE, the applicant is considered an employee and will be provided with all necessary onboarding information.