Previous results should always be a crucial factor for hiring new employees, Belgian and Dutch experts agree.

Two countries, three experts in the field of recruitment and evaluation of employees. Belgian with African roots Sénamé Agbossou and two colleagues from Netherlands Nicoline Westerbeek and Bobbie Veen told us what is happening in their countries in the labor market, what the main trends in recruitment are and how their nations differ from the Czechs. Why them? Because they run local branches of Performia, an international expert in building successful teams.

How would you present the current situation in your country in a few words? What would you point out either from the economic view or from the day-to-day life perspective?

SA (B): The economy is artificially maintained at a high level for the last 2 years. Since the “COVID crisis”  the Belgian economy has shown resilience even if there has been a slowdown in trade. The future is uncertain, but most business owners are optimistic. In the recent months, there are slight concerns about inflation.

BV (N): Just like all other countries we are heavily affected by the Covid situation. We have tough quarantine rules, and we’ve just come out of another lockdown. Naturally, this is not good for the economy. But on the other hand unemployment numbers have gone down a lot, and there are lots of job opportunities for those who are seeking employment. The problem is that in general, people who look for a job right now are not necessarily the most productive people. 

How does your country differ from other Benelux countries in terms of business? Do you know  what makes you stand out?

SA (B): I'd say there are two things; Belgians, when compared to other countries, work more independently. At the same time, Belgian employees are much more loyal. It is not hard to find employees who have worked for the one company for more than ten or fifteen years.

NW (N):  The Dutch are generally very direct. This applies not only to communication, but also  when doing business. At the same time, the Dutchoften take risks. In reality this means that we are very willing to try new things, such as changing suppliers.. The company has a very friendly atmosphere, everyone is on a first name basis with their seniors. They are all more or less equal. Being high on the corporate ladder does not give you any privileges when compared to your subordinates. As they say in the Netherlands: "Only dogs have bosses, we have employers."

What is the current state of your labor market now? What is the unemployment rate and what effects does it have on the overall functions of companies?

SA (B): Employment  between the 20 and 64 age group is estimated at 70%. The unemployment rate fell below 6% for the first time in 2021, currently it is 5.7%..

Despite the fact that many young people cannot find a job, there is a great shortage of qualified job seekers. For example, technical designers, electromechanics, technicians,  and employees in healthcare.

There are three reasons why there is a shortage of these jobs. The first reason is the quantitative shortage of graduates of professional study programs. The second reason is the qualitative shortcoming. Graduates do not have the required skills necessary for practice. And the third reason is the demanding working conditions in these fields. This is because some jobs are extremely demanding and require a high degree of flexibility or are underpaid.

BV (N): Currently, there are more job offers on the labor market than people looking for work. The unemployment rate is 3.8%, which is the lowest since 2003. Given that it has been gradually declining over the last year and a half, we assume that it will continue to do so. However, this causes many companies to start hiring new people with much less caution. We even find several companies that take literally anyone who is willing to work for them. Just fill out the questionnaire on their website and you can start working without a single interview. This approach can have devastating consequences in the long run.

In our country, the Czech Republic, there has been a lot of talk lately about  how work flexibility will remain after the pandemic ends. Home office, flexible working hours or flexible workplaces are starting to be quite a trend. What does it look like for you?

SA (B): From mid-November, working from home is again mandatory. In the period October to November 2021, the percentage of employees who work completely or only partially from home increased from 36.5% to 38.3%. In Belgium, teleworking was already gaining ground before the pandemic, primarily due to day-to-day transport problems, and the crisis only accelerated the process.

NW (N): We are also seeing this trend in the Netherlands. I would say that as long as work flexibility is approached sensibly and according to certain rules, it should not be complicated for a lot of positions. In any case, executives and managers should constantly monitor the productivity of their people. Only in this way will they be able to take adequate measures if their productivity falls. However, communication is still important, not only at the employee and employer level, but also between colleagues. This is the only way you can make sure that everyone is still on board and heading towards the same common goal.

Bobbie, your daily bread in the Netherlands is a selection of quality candidates for your clients. You check the candidates, among other things, with a personality potential questionnaire. Is there a significant trait that has changed in some way over the last few years (for better or worse), and what do you think it is?

BV (N):  My colleagues and I talked about this recently. We compared our current statistics with those before the pandemic and found that the level of general satisfaction and happiness is declining, especially among the younger generation. However, it is interesting that people have become much more kind and accommodating. We think that thanks to the lockdowns, we have become more respectful of each other and a growing sense of solidarity is beginning to appear in people.

How would you rate domestic companies on recruiting quality employees? How are they doing? And what do you think they should improve on in recruitment?

SA (B): Unfortunately, domestic recruitment agencies do a very average job. They will find people who meet their standards, but in most cases, newly hired employees are not doing well. Companies then have to spend a lot of energy to make the teams work well.

Recruitment is mostly focused on social skills and so-called soft skills, not productivity. Hiring mainly productive people is an idea that I would like to spread even more in Belgium.

NW (N):  Of course, we believe that hiring people at first glance is not exactly a quality recruitment policy. People who have been productive in the past and have achieved results are not always a 100% guarantee, but it can be assumed that they will continue to do so. Not all companies are aware of this, but we observe that it is being confirmed. But as we have said, there are many jobs and few people. That is why we see company demands for new employees on a daily basis.

What do you like the most about your country?

SA (B): Multiculturalism and diversity of perspectives.

BV (N): I like that you don't have to think too much about what others are thinking or how they are feeling. They'll just tell you straight. It may seem a little blunt, but at least it's honest. If you are not from the Netherlands, I believe that you will need to get used to this approach a bit

And how do you perceive the Czech Republic?

SA (B): As a growing country with great potential and low unemployment.

NW (N): The Czechs are much more reserved than the Dutch. But once you gain their respect and trust, it's for life. Sometimes, however, it is very difficult to guess what Czechs are thinking because they are so polite.

Written by Jana Jenšíková

Photo credits: Performia