A proven approach to filling vacancies!

Labour shortages have been a major problem in the Netherlands for several years. There are more vacancies than people looking for work. Causes include an ageing population, a mismatch between candidates’ skills and preferences and the available jobs, and different generations’ attitudes towards work.

Figures on labour market shortages

Statistics Netherlands recently published an article with some interesting figures:

The vacancy rate, the number of unfilled vacancies per thousand jobs, increased from 47 to 49 in the first quarter of 2023. Hospitality had the highest rate at 77, followed by construction at 72.
The largest numbers of vacancies were in trade, at 85,000; business services, at 71,000; and healthcare, at 66,500.
Employment fell only at temporary employment agencies.

These figures are reflected in the pressure experienced by employees in various sectors.

Consequences of a tight labour market

Employers struggle to find the right people. This can lead to:

Better employment conditions.
Vacancies remaining open longer.
Lower service quality.
Higher workloads for existing employees.

The government is trying to ease shortages through investment in education and training, changes to employment legislation, and campaigns encouraging people to work.

What can your company do to fill vacancies faster?

In the past, employers posted vacancies, people applied and candidates hoped to be invited for an interview. Today, things often work differently. You can wait for people to respond, or actively look for new employees. When you take the initiative, consider the following:

Employer branding: Give potential employees a positive impression of your business and its reputation. Nothing works better than satisfied employees who sincerely consider the company a good place to work. Your brand is seen by future employees as well as customers. Make sure those impressions align.
Vacancy descriptions: These come in many forms, from modern and innovative to more traditional. One style is not necessarily better, but the content matters. Candidates want to know about the culture, duties and responsibilities, opportunities to develop, and above all their compensation. Compensation deserves its own point.
Compensation: Companies often say very little about pay, even though it is extremely important. If that is because current employees are underpaid, address that first. If salary depends on particular factors, those can be discussed in the interview. When candidates have a choice, they look for an honest, transparent employer, and compensation is a major part of that.
Applicant follow-up: Fast, thoughtful follow-up is invaluable. Contact applicants even if they are not suitable for the role. An email is enough, but thank everyone for taking the time to apply. This also strengthens your employer brand.

There are plenty of things your company can do to fill vacancies more quickly.

How can marketing help you find employees?

Marketers can help ease labour shortages. The right activities make more people aware of vacancies and help employers present them attractively to potential employees.

Here are some tips:

Make your website easy for potential employees to find.
Promote vacancies on social media.
Write appealing vacancy descriptions that attract attention.
Offer attractive conditions, including good pay, training opportunities and flexible hours.
Organise open days or events so potential employees can get to know your business.
Build a strong employer brand.

Following these tips enables marketers to make a positive contribution to reducing labour shortages.

If your business could use help finding employees, visit www.recruitment-online.nl to explore our proven services.