FAQ for Employers
Below we answer employers’ frequently asked questions.
FAQ for Employers
What does Recruit a Student do exactly?
Recruit a Student helps you quickly find motivated students and young talent for temporary assignments, peak periods, replacements, and project-based support. We select specifically based on skills, availability, and fit with your team.
Which profiles can you provide?
Depending on your needs, we provide students and starters for, among others, administrative support, sales, logistics, hospitality, customer service, marketing, events, and more. We advise on the right setup (part-time, temporary full-time, short peak support, longer assignment).
How do I request temporary staff (interim workers)?
You can submit your request via our contact page/online environment or by phone/email. We clarify the briefing (tasks, hours, location, start date, required skills) and quickly propose suitable candidates.
How quickly can you provide someone?
We can often move fast, especially for peak periods. Speed mainly depends on your requirements, planning, and location.
Contracts and legislation
Who is the employer of the interim worker?
The interim worker signs an employment contract with Recruit a Student (the temporary employment agency). You are the user company/hirer where the interim worker performs the work.
Does an interim worker receive the same pay as my permanent employees?
Yes. In Belgium, the principle of equal pay and working conditions applies: the interim worker is entitled to the same pay and benefits as a comparable permanent employee in your company (e.g. bonuses, meal vouchers, contribution to commuting costs where applicable).
Do you work with daily contracts?
Yes, daily contracts are possible under Belgian temporary employment legislation.
Can I use successive daily contracts?
Successive daily contracts with the same user company are only allowed if you can demonstrate the need for flexibility (e.g. strongly fluctuating workload or external factors). Where a works council or union delegation exists, information and consultation obligations also apply.
Student status and hours
How many hours can a student work in 2026?
A student can work up to 650 hours per calendar year under the favourable student status (solidarity contribution), across all employers combined.
Is a student worker “always cheaper”?
Not automatically. The social security regime can be advantageous within the contingent, but in terms of pay and benefits, equal treatment compared to comparable employees in your company still applies.
Costs and rates
How much does an interim worker via Recruit a Student cost?
Your rate depends on the applicable pay scale (in your company/sector), any bonuses/allowances (e.g. shifts/night work), travel reimbursement, and the coefficient for recruitment and administration.
Would you like a concrete amount? Request a no-obligation quote and we will calculate it based on your role and sector.
Are your rates transparent?
Yes. You receive a clear tailored proposal, and we explain which elements determine the rate (pay, bonuses, benefits, administration).
Planning, follow-up and administration
How does planning and follow-up work?
You can track requests, confirmations, and planning via your contact person and/or your online environment (where applicable). We keep it practical: who starts when, where, and for how many hours.
Who handles administration such as payroll and social formalities?
Recruit a Student takes care of payroll administration and the key employer formalities. You focus on onboarding, planning, and day-to-day supervision on the work floor.
What do you expect from us as the user company?
A clear job description, correct schedules, a safe working environment, and the information required to apply pay/benefits correctly (pay scale, bonuses, meal vouchers, travel policy, etc.).
Sickness, accidents and absences
Who pays if the interim worker becomes ill?
That depends on the situation (e.g. ongoing contract/length/seniority). In practice, the handling is managed by the temporary employment agency in accordance with the applicable rules. In Joint Committee 322 (PC 322) there are also sector-specific arrangements regarding compensation in case of incapacity for work (e.g. collective agreements with an end date in mid-2026).
What if there is a workplace accident?
Report it immediately to Recruit a Student. Interim workers are insured; quick reporting is essential for correct declaration and follow-up.
Collaboration
Can we request the same student again?
Yes, if they are available. Many clients build a fixed talent pool for recurring peak periods.
Can you also recruit for a permanent hire?
Yes: we can also support selection and progression, depending on your needs.
I have another question that isn’t listed here. What now?
Contact our team, we’ll be happy to help and immediately advise which solution best fits your situation.