Q2 2022: Netherlands HR Recruitment Market Insights

Q2 2022: Netherlands HR Recruitment Market Insights

As we enter Q2, we have continued to see a buoyant recruitment market across Human Resources and significant turnover within HR teams. As businesses continue to grapple with this challenge, attention has turned to retention strategies and how businesses can keep their talent engaged.

We ran a poll in January asking our network what the most important factor was when looking to retain top talent, with the following options: improved reward package, visible career path, leadership style and culture, and company sustainability agenda.

There was a strong leaning towards leadership style and culture, with many commenting that, if this fails, a business will not be able to achieve the other factors, and that leaders need to listen, hear and act upon the changing needs and desires of their workforce.

There is the feeling that autocratic leaders will lose out to inclusive leaders that show their humility, as well as high levels of emotional intelligence, which has been a critical skill as they’ve been asked to lead virtual and often highly stressed teams over the last couple of years.

Others commented that a focus on work/life balance and wellbeing remained a top trend, and that ensuring interventions were put in place to prevent burnout were essential.

Latest Events

Last quarter, Katie Insley, Associate Director for HR recruitment in the Netherlands, hosted a virtual Q&A session with Bianca Eder, Global Head of TA for Upfield, and Koos Wurzer, Global Head of Employer Brading for Danone.

They shared their thoughts on how the world of Talent Acquisition has evolved with the development of technology and AI. Katie agrees that, while new technologies can streamline processes and hopefully contribute to a positive candidate experience, they can’t, at this stage, substitute the human touch that is still such an important part of the recruitment process.

They discussed the importance of a strong employer brand and Koos shared some great tips on how this can be tackled, especially in an international, multi-cultural environment.

They also discussed that businesses are now having to, more than ever, sell themselves and what they can offer the candidate if they were to join. Hybrid and flexible working arrangements remain high on the candidate wish list, as well as competitive packages and wellbeing initiatives.

We’re always keen to hear from our network about topics you’d like to be covered in future events, so please do reach out if you have suggestions and ideas to share.

If you’d like to see the full session, you can follow this link: https://youtu.be/R9lw3u06ywA

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Q1 2022: Procurement & Supply Chain Recruitment Market in Switzerland

Q1 2022: Procurement & Supply Chain Recruitment Market in Switzerland

As we enter the second quarter of the year, John Byrne, Director, takes a look at the Procurement & Supply Chain recruitment market in Switzerland since the start of 2022…

Another very busy quarter for all involved! I don’t recall a period with such a consistency of topics raising crisis management demands and solutions across the Procurement and Supply Chain disciplines.  

With these ever-changing demands placed upon you all, it has maintained a strong and stable need from our clients and candidates alike to support on talent gaps, talent development and general market mapping exercises to help maximise each of our clients' position in their market.

The number of assignments we partnered with clients on last quarter rose sharply, resulting in our vacancy completion rate also rising. Last quarter saw an increase of 23% on the previous quarter, closing our financial year 27% up on last year. This is the seventh successful YOY growth - this represents a consistent desire from our clients here to keep strengthening their teams and their offices throughout Switzerland.

We are now able to get back amongst our clients and candidates again throughout the last quarter on a far more consistent basis than before, with offices opening - and we fully expect this to gain further momentum as we approach the summer period.

This is becoming more and more important as the talent market continues to seek a stable balance between work versus lifestyle desires - something we anticipate will take the remainder of this year to stabilise. Hybrid working is here to stay from the consensus of our network, so we are working hard with both our clients and candidates to understand the most productive methods for both.

If you wish to have a discussion about how this is impacting the middle to senior recruitment market, then please reach out for a confidential discussion: john.byrne@emearecruitment.com

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Q2 2022: Finance Recruitment Market in Switzerland Update

Q2 2022: Finance Recruitment Market in Switzerland Update

Looking back at the Finance recruitment market in Switzerland in Q1 2022, it is apparent that what looked like it would be a straightforward period of continued recovery took a number of unexpected twists, with the sudden and swift rise in COVID-19 cases, coupled with the unfolding situation in Ukraine. 

From a Finance & Accountancy recruitment perspective, the first three months of 2022 continued in a similar fashion to Q4 2021, with high volumes of advertised vacancies in the visible Finance recruitment market - approximately 30% higher than we witnessed in the same quarter of 2021.

Competition for candidates remains fierce, with some candidates securing multiple job offers. These candidates have found themselves in the privileged position of choosing the best option in terms of career development, long-term potential and improved financial package.

Many employers found recruitment difficult, due to a shortage of desired candidates and greater competition for them, and had to adapt their recruitment processes to increase the chances of appointing, often by speeding up the process or by combining - or even removing - some stages.

Hybrid working remains an important factor in Finance & Accountancy recruitment, particularly as the recent rise in positive COVID cases in Switzerland has returned focus to this issue.

The next quarter

Predictions are difficult in the current climate and, although many companies are working hard to support staff in regions affected by recent global events, we have not seen any evidence of a slowdown in recruitment or business planning in Switzerland.

There has been evidence of some companies returning to greater home working on a voluntary basis, but hopefully this is just a short-term impact.

We would like to hear from you

The team is planning to run a LinkedIn Live discussion in May, where a number of HR and Finance professionals from key companies in Switzerland join us to discuss recruitment and the challenges it faces, such as candidate shortages, salary pressures, skills gaps and recruitment difficulties.

Whether you are job seeking or planning recruitment, please send your questions to Mark Robinson and we will factor them into the discussion: mark.robinson@emearecruitment.com

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Quality vs. Quantity in the Recruitment Process - Which is Paramount?

Quality vs. Quantity in the Recruitment Process - Which is Paramount?

When looking for a new role, should candidates focus on quality or quantity in the recruitment process? Sasha Gill, one of our Associate Consultants for Procurement, Supply Chain and Operations in Switzerland, explores which is paramount in a candidate-driven market…

The current recruitment market in Switzerland is candidate-driven. As a result, we are seeing an increase of job seekers being involved in multiple different recruitment processes simultaneously.

Being involved in multiple processes can be advantageous when building your personal network and for your own market-value mapping. In the current market, with recent cost-of-living increases, it is more important than ever for job seekers to benchmark their own salaries in the market. Partaking in multiple recruitment processes at the same time is one way to achieve this.

However, an argument can be made that being involved in several recruitment processes could be a disadvantage. Searching for your next career opportunity can be time consuming enough; having multiple, simultaneous processes may dilute your focus on each role and hinder your thorough research on each prospective employer.

We are keen to hear from our network whether you think quality or quantity is paramount in the recruitment process.

When it comes to searching for your next opportunity, is it quality or quantity that you aim for? Are you open to being in multiple recruitment processes at once, or do you prefer to focus your search on one opportunity at a time?

Get in touch with Sasha to let us know: sasha.gill@emearecruitment.com

If you’re interested in looking for a new role in Switzerland, Sasha focuses on Procurement, Supply Chain and Operations roles.

You can also take a look at the Finance & Accountancy positions we have available: https://www.emearecruitment.com/finance-and-accountancy

Or, if you’re a Human Resources professional, we may have a role available that interests you: https://www.emearecruitment.com/human-resources-

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When Should the Line Manager be Involved in Interviewing?

When Should the Line Manager be Involved in Interviewing?

When should the line manager be involved in interviewing a candidate? We took to LinkedIn to hear your thoughts...

At EMEA Recruitment, we firmly believe there is never an exact right or wrong way for a business to run a hiring process – every role, organisation and circumstance are different, and can be affected by a multitude of factors at any time.

Although, of course, there are certain elements that are essential for a successful recruitment process, most notably that of the relationship that is built between the candidate and the hiring manager.

Neil Cope, one of our Associate Directors, recently conducted a LinkedIn poll exploring this, to provide a snapshot from our network. In response to the question: Which stages do you prefer to see the direct line manager involved during the interview process?, we found that over 90% of respondents feel that the line manager should be present either at every interview stage or at least on the first and last interview stage (8% noted that the first stage only is sufficient).

This highlighted to us how important that relationship build is for both candidates and employers alike. But how do you make this work in practice? Some processes have three, four or even five interview stages, depending on the seniority and complexity of the role. Is it practical for a hiring manager to be present at each stage? Indeed, in some cases, could it not hinder the process? If, for example, one of the stages was with an important stakeholder who might benefit from having that one-to-one conversation with the candidate without the hiring manager present.

One thing is for sure – the relationship with the prospective hiring manager is an absolutely vital element and is one of the top factors for candidates when choosing whether to accept an opportunity or not.

If you would like further information on this or the hiring process in general, please reach out to Neil: neil.cope@emearecruitment.com

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Q4 2021: The Finance Employment Market in the Netherlands

Q4 2021: The Finance Employment Market in the Netherlands

Throughout Quarter 4 2021, the Finance & Accountancy employment market for job seekers remained strong in the Netherlands.

EMEA Recruitment has seen, across the board, a desire for a more hybrid working life amidst the continuing work from home requirements. We have also witnessed a trend in job applications falling and the need for a more direct approach within the market in order to attract the most suitable candidates.

From an employer perspective, there has been a continuous need to streamline and improve recruitment timelines to avoid missing out on desired candidates who are in multiple processes. As a result of this, high levels of competition for talent are pushing salaries upwards. This is particularly reflected at the more junior end of the market, with Accountants, Payroll Specialists, Financial Analysts and VAT Specialists remaining in high demand. As ever, there is a continued need for Dutch or German-speaking candidates within the market at this junior end.

If we look towards the more senior end of the market, we have seen an increase in candidates looking for new opportunities, but recruitment processes becoming more protracted as companies are biding their time in order to hire niche skillsets.

The demand for talent has been most prevalent within sectors focused on production, pharmaceuticals, bio tech and energy.

What do we expect in 2022?

2021 was dubbed the “great resignation”; we saw an increase in more passive candidates open to considering new opportunities. This - coupled with employers feeling more confident with the economic stability and growth within the Netherlands - saw an increase in opportunities across Finance functions.

Despite the impact of COVID-19 continuing into 2022 and the return of full-time WFH, we predict that the employment market within the Netherlands will remain buoyant. Employers will have to continue to adapt to the world post-COVID. Optimism is strong and many employers are focussing on a balanced work life and reward strategy to improve staff retention and wellbeing.

If you’d like to discuss the market with us further, please don’t hesitate to get in touch: jenny.callum@emearecruitment.com

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