Occupying vacancies in a tight labor market? How these companies succeed | NOW

In all sectors, companies have difficulty finding employees. There are currently 133 unemployed per 100 unemployed. Yet there are also companies that are still pretty easy to find people. The tech company OG Digital and the insurance company Achmea explain how they approach this.

Staff shortages are a nationwide problem, but not all companies are equally affected. For example, the tech company AND Digital, a British company that came to the Netherlands in January last year, managed to find 65 new employees in one year. The company aims to expand to 450 employees by 2025. Financial services provider Achmea managed to fill 500 vacancies in the past six months. How did they do it? The two employers share five of their secrets.

1. Maintain a good image

It sounds like an open door: but if you want to attract talent, people must enjoy working for you, says Jeroen Kleinhoven, director of AND Digital in the Netherlands. “In England we were already known as a good employer, and we enjoyed that in the Netherlands. The people who already work for you will be your ambassadors.”

Therefore, as an employer, you have to do everything you can to continue to excel, says Mitchell van Koert, recruitment specialist at Achmea. “With us, a full-time work week of 34 hours is encouraged for training and you can work regardless of time and place.” Achmea has also included a € 2,500 climate budget for employees in the agreement to make your life more sustainable. Van Koert: “We notice that our applicants find that kind of thing important.”

“Send a nice goodie bag and make a warm welcome the first day.”

Mitchell van Koert, Achmea

2. Listen to your candidates during the interview

During the job interview, do not just praise yourself, Van Koert emphasizes. “The candidate’s wishes come first. Just talking about how good you are as an employer is really no longer possible in these times.”

Kleinhoven also says that you should always listen carefully to your candidates. “Try to find out what someone is really looking for in a job, what they expect from you, and then see how you can create a suitable environment. The latter often go wrong in companies, they promise things they can not deliver.”

3. Pay attention onboarding

If a new employee has signed the contract, then you are not there yet, says Van Koert: “You want to prevent the ‘yes’ from becoming a ‘no’. You have control over it. Not only charged with paperwork before start Send a nice goodie bag and make a warm welcome on the first day. “

The start-up phase at AND Digital starts three weeks before the first working day. “With us, you also receive a goodie bag, and you follow a bootcamp in a week. Then you get to know the company well, and you already build a circle of friends,” says Kleinhoven.

4. Make employees feel part of something

The social environment is extremely important, says Kleinhoven. “People like to be a part of something.” That is why Kleinhoven encourages ‘bringing’ hobbies into the workplace. “We think it is important that you are connected not only on the basis of your position, but also of interests. If you like metal music, you can join the group of metal heads, I am also one of them. Or you can form a yoga or running club with colleagues. “

5. Prevent people from leaving again

The first few weeks decide whether someone stays or not, says Kleinhoven. Young graduates in particular want to know if they can develop adequately in a business. “We therefore ensure that someone can take action as soon as possible. If we notice that a new employee is acting quickly at a higher level, he or she should not wait until the end of the year for a promotion. As soon as possible to take action. . “

Van Koert also stresses the importance of career opportunities. “People stay with us for a relatively long time. This is largely due to the fact that we are a large company with many opportunities, and you can grow and develop relatively easily.”

Leave a Comment