The tightening labour market is and remains large but happy there are also plenty of solutions
In early November, UWV presented the Region in Focus report at Theatre De Maaspoort in Venlo. A session to offer North Limburg employers insight into the state of the labour market and its expectations for the coming years.
"On the one hand, it is our statutory duty to make the labour market transparent and, on the other, this is increasingly what the market is asking of us," said Don Thijssen, UWV North and Central Limburg regional manager. "This is why we engage with employers on solutions to the challenges they face. At one company may already have come up with solutions, which in turn are relevant to other organisations. We like to play the role of oil man ensuring that essential knowledge is shared."
Situation current labour market
UWV wants to think along and has noticed that more and more employers are becoming aware that the challenges of labour market tightness, among other things, are not transitory. Employers are already working on creative solutions, but there is still much to be gained. Thijssen: "Our advisers visit many companies, enter into discussions, listen and think along with them. We do more than collect vacancies. At 2022 presented the 27 solutions. This year, that number has risen to 34 solutions and by 2024 there are expected to be even more. Die knowledge we share. The our aim is to continue to make it clear to employers that they must continue to differentiate themselves towards employees. This applies to new staff but also certainly to those already working. Inflow is important but retention is just as important! The Sounds about recession do not mean more job seekers. And in the future, ageing and de-growth play an important role in this."
More than one solution
According to Thijssen, UWV mainly advises employers to change their glasses. "Both during a meeting like in De Maaspoort, but also during our company visits, we explain the figures. We talk about methodologies, break down tasks/functions and look at work processes. Sometimes it is good to think in smaller solutions. For example, divide a job into several jobs. But also start training differently and think about recruiting abroad or using migrant workers. Make more use of technological developments and embrace the over-55s. There is not one solution to the labour shortage. So stop using the term 'candidate at a distance from the labour market.' Just the opposite is true. Companies, if they do not anticipate this, will get a distance from the labour market. So long they do not want to face the realities and challenges of now and the future, they will remain at a disadvantage. Think inclusive, think of all groups and all people. Invest in current employees so that they are the employees of today and the future. This can be facilitated through training and/or advancement within the company. Who does not do so, risks missing the boat."
'Companies get a distance 'to the labour market'
Alert to developments
The current tightness in the labour market will continue. Employers therefore need to be innovative and certainly look at the new generation differently. Being aware of the wishes and ambitions of young people is necessary. This group will not adapt themselves; employers have to do that, Thijssen reveals. "Ensure a healthy composition of old and young within the company. Dan you are bacon. And To employers who are not getting vacancies filled, I say: look around within your own organisation. Maybe there is someone who can and is willing to do this job. The function of this employee may be different, but you may find someone for that task through UWV or at another company. The is about inflow and throughput. Due to ageing and de-greening, there will continue to be a shortage. Especially in industries like healthcare and manufacturing. The current labour market is a fighter market. Your as an employer, you have to be constantly alert to all developments inside and outside your company. These developments are happening at lightning speed and the employer who anticipates them can gain an edge. "
'The current labour market 'is a fighter market'
Another solution to bring in sufficient and well-qualified staff is to pay more wages or create other attractive working conditions. Passing this on to the customer is unavoidable. The practice shows that many are willing to pay, especially when salaries rise. "In Switzerland has seen this phenomenon for more than 30 years and in the Netherlands we are also moving in this direction. The should. Moreover, good staff eventually pay for themselves. Thanks to their knowledge and experience, turnover increases. Dan So you have a win-win situation."
One example where an employer is constantly looking for new solutions is Patrick Sampers of Sampers Bouw, as shown in the boxed text below.
Contact
For questions or to make an appointment: please contact UWV Employer Services North Limburg, phone 077 700 18 94.
PATRICK SAMPERS: 'The lines of communication with the UWV are short; they know what's going on here'
Patrick Sampers of Sampers Construction.
If employees with knowledge and experience are no longer able to do all the work, for example due to physical problems, they can still play an important role in transferring their professional knowledge. That is the vision of Patrick Sampers, owner of Sampers Bouw.
"Finding the right professionals is a challenge, which is why we use various helplines such as education and the UWV Employment Agency. Our senior employees with disabilities still matter. She can share knowledge with the new generation and thus remain of value to the company."
From WIA to contract
Sampers is content with the contact with the people at the UWV. According to him, the lines of communication are short. "They have candidates with WIA benefits, for example. I usually contact them myself. The advantage is that they know our company well and what we are doing. We then try to tickle those people to play a meaningful role within our organisation. If they see this as positive, we enter into a trajectory together. To the end follows an evaluation and this may again lead to a contract."
However, according to Sampers, it also works vice versa. "If we have a candidate who is not a direct fit for our company, we present it to UWV. Possibly it can be placed with a fellow company." Apart from the people coming in from UWV, Sampers Bouw is also in contact with schools such as Wildveld that focus on practical education. So four students come every Wednesday to take a closer look. "They get to know the company in advance. The threshold fear has disappeared. Every new employee is welcome. Now, but much more in the future."
Patrick Sampers proudly reports that there is little turnover within his company. "It is not just about getting everything right in business. There comes with more, like organising a party, visit a football match, show genuine interest in the person behind the employee. Step out of your comfort zone and enjoy what goes well. As a manager just shouts that there are no decent staff available, then you handicap yourself. Ben creative and look at the many opportunities that do exist."
