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These are the hardest jobs to fill in 2017

Despite the improving economy, Dutch companies continue to struggle to fill certain vacancies. This is evident from recent data from job site Indeed. The company investigated the positions that were open in the Netherlands for more than sixty days on Indeed and came up with a top 10 of the most difficult vacancies to fill in 2017. According to the Indeed data, the top 10 in the Netherlands are as follows:

Top 10 jobs that are the hardest to fill in 2017

  1. Individual health care provider level 3 (48,5%)
  2. Psychiatrist (41,9%)
  3. Service mechanic cooling technology (40,1%)
  4. Railroad engineer (39,4%)
  5. Welder (36,9%)
  6. Neighbourhood nurse (36,5%)
  7. frontend-developer (35,4%)
  8. Plumber (34,8%)
  9. Java-developer (34,6%)
  10. Nurse level 4 (34%)
In the first place is the position of individual health care provider level 3. Of all these vacancies, 48.5 percent were online for longer than sixty days. The data shows that a large proportion of the most difficult vacancies to fill come from the healthcare sector. Sander Poos, Managing Director Benelux at Indeed: “The healthcare sector has a striking number of long-term vacancies. One of the reasons is the mismatch in the labor market of care and welfare. This is also evident from the Work in Care and Welfare report by the Ministry of Health, Welfare and Sport. As the demand for workers in the sector increases, fewer and fewer people are pursuing studies in that direction. The sector has also shrunk in recent years, resulting in a large outflow and aging of the workforce. A large shortage of healthcare personnel is expected in 2020.
According to figures from the central bureau of statistics, the number of jobs rose strongly in the last quarter of 2016 thanks to an improving economy. In fact, there has been the greatest growth in five years. Functions will remain open longer because the number of vacancies increases faster than the number of vacancies filled.

Companies that find it difficult to fill vacancies are advised to invest in a good recruitment and selection process. Poos: “Good personnel is one of the most important success factors for the growth of companies. After all, employees are the hub of your company, and only with qualified and motivated personnel can you stay ahead of the competition – now and in the future. ”

Tips for recruitment and selection

Job Marketing: the short term solution
Increase the reach of your vacancies by actively promoting them with Job Marketing. A position is often put online, perhaps shared on LinkedIn, but not actively promoted. This means that fewer people find their way to the vacancy. Job marketing offers a relatively easy solution here; By freeing up budget for marketing difficult vacancies, you reach a larger audience. You don’t have to be Philips, Heineken, or Shell for this. Even with a small budget you can do marketing via LinkedIn or other social media. By promoting the vacancy in a targeted manner, you can also be sure that the vacancy will only be shown to people who fall within a profile selected by you.
Employer Branding: the long-term solution
If a candidate has to choose between two similar vacancies, one at a company he/she already knows, the other vacancy at an unknown organization, the candidate will usually go for the already known company. In a nutshell, this is the philosophy behind employer branding. A form of long-term marketing that focuses on promoting an employer image to potential candidates. By promoting brand awareness and marketing your organization as an attractive employer, candidates will find their way to your organization (and vacancies) more quickly in the long term. Think in this context, for example, of Google or KLM, which, due to their attractive employer image, always have talented candidates to fill vacancies.
Utilizing existing (company) connections
In addition to job marketing / employer branding, make use of your existing networks. This inexpensive yet effective option is often used only partially, or not at all. Ask employees to share vacancies on LinkedIn, or to nominate suitable candidates yourself. A small calculation shows how effective this can be. Suppose there are 30 employees who share the vacancy, with an average of 450 connections, in theory you reach 13,500 people, without any marketing budget.
Tailor your working conditions for your target group
Try to ensure that the primary and secondary employment conditions associated with a vacancy match the wishes of the target group. If your perfect candidate is a recent graduate, he or she may not be as interested in training opportunities or generous maternity leave. The other way around, of course, the same applies: the older candidate with young children may be more interested in the possibility of working part-time or from home than someone without children. By being flexible in determining the terms of employment, a candidate can be convinced. About the data Figures from the survey are from Indeed data. The number of vacancies for certain positions, which was posted on Indeed for more than sixty days, was examined. This only includes job titles with more than five hundred job openings on Indeed.
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