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Outlook 2016

Labour Market

Robert van Veggel, Managing Director at Hays, shares his views on recruitment and the labour market 2016.

The applicant is in charge

The economy shows a slow but steady growth. Initially the economic recovery manifested itself by an increase in the number of vacancies in the field of IT and technology but now there is a growing demand for qualified personnel in every sector. In 2016, organizations will have to sell themselves to applicants more than ever before.  Recruitment starts with a strong employer value proposition. Primarily the objective is to attract talent. Conditions such as type of contract and remuneration are increasingly determined by the talent themselves. In 2016, there will be a growing demand for recruiters across the board. 

Greater need for clarity about the legal position of contractors

About 1 million people in the Netherlands work as contractors. They are an important group within the total working population and they ensure, among other things, that companies are able to respond to changing market conditions relatively quickly and easily. Particularly the innovative (growth) sectors buy their knowledge by hiring specialists on a temporary basis. 

In 2016, a major challenge and an absolute necessity will be to provide clarity about the
legal position of the hundreds of thousands contractors in the Netherlands. Recent legislative proposals do not provide an improvement of their position and arguably makes their situation worse. 

A good start would be to no longer consider / treat contractors as a ‘special category’ in the labour market but as a full and high-impact participant in all sectors, indispensable for the further growth of our economy.

Rise of technology forces specialist to develop soft-skills

Along with the rapidly advancing technological developments in almost every sector, the importance of soft-skills within organizations is increasing. Continuous change in the workplace and in the working environment – something that technological progress inevitably entails – requires flexibility and empathy from employees and employers. In the next few years, organizations will expect talent to be able and willing to change and to adapt to new circumstances.

Technology is changing jobs, with professionals’ work being substantially or at least partially automated. However, the human factor – the emotional and interpersonal aspects of the workplace – is far from being automated. There is a growing need for specialists with highly developed communication skills, empathy and persuasiveness. In 2016, applicants should develop their soft-skills more than ever to be of added value.

The introduction of the Chief Recruitment Officer

In 2016, HR professionals within organizations will take more ownership in hiring and recruitment policy and there will be a structural cooperation between HR, marketing and hiring managers.  Retaining and attracting talent is high on the priority list and HR and recruitment are recognized as strategic themes. A logical next step should be that the Chief Recruitment Officer will frequently be found in Dutch boardrooms.