Ctac, a Business and Cloud consultancy partner that implements Microsoft and SAP systems, among others, has been a partner of Refugee Talent Hub since 2022. Karin Megchelsen, Corporate Recruiter, talks about their experience hiring refugee talent. What have she and her colleagues encountered and what tips do they have for other organizations?

Please note: this article was translated using a translator app

How it started

 Ctac is an ambitious organization with enormous drive. Karin says: “Here is a great group of people who want to move forward. And we also knew we needed more people. Because we are convinced that an inclusive and diverse team leads to a more successful and future-oriented organization, the link with Refugee Talent Hub was quickly made. It is precisely this group of professionals, who are often not seen, that we thought was important to involve in Ctac.”

 Karin and her colleagues got to work with a plan 'on a beermat'. “We work from our enthusiasm; we just do it. And then we automatically experience what is going well and what could be better.”

Diversity and inclusion all the way

 It is clear that this 'can do' mentality is not just something that Ctac says they do. Is there only a unisex toilet and do people not feel comfortable with that? It will be arranged. Is there no pleasant prayer room? They get to work straight away. “If you don't implement diversity and inclusion in all areas, then you're missing something,” says Karin with conviction. “Creating a working environment where everyone feels welcome and valued is essential. We want you to feel comfortable here; whether you come from Den Bosch or Syria. In that sense, your background is actually not that relevant.”

Educational process

 “It's so educational for us,” she continues. “You can't help but wonder: what are the challenges faced by people with a refugee background? What can we do as an organization to grow in this regard? It is therefore crucial to start and continue to talk to each other. We want to provide a safe environment for this, so that everyone feels comfortable giving feedback. That remains a challenge, some people remain reluctant. That can be personal, but we know that a cultural difference can also play a role.”

 And the learnings from the process? Looking back, the summer holidays were probably not the most convenient time to start, because many colleagues were on holiday. They also became aware of how 'linguistic' the organization is and how many unwritten rules there appear to be. This means that colleagues actually make double translations and do not always know how to explain something. For example, from Dutch to English in the head of one colleague – and from English to Turkish in the head of his new colleague. This can cause miscommunication or different expectations. After this was noted, language training in Dutch and English was immediately organised, entirely in line with Ctac's can-do mentality.

Tips for other organizations

· Let go of the CV and look at drive and ambition, this is how you create a more sustainable match between organization and candidate;

· Take the time for a good conversation with the candidates: it is exciting and a lot depends on them;

· Organize a collaboration day after a positive first conversation: a great opportunity for both sides to get to know the other;

· Be prepared and take it seriously. If you give new people the right attention, they can be productive faster and feel at home more quickly.

Win win

 Working with people from different backgrounds is a win-win, Karin explains. “As an organization you can only grow and improve. And it is so beautiful to see someone blossom because he has found work that suits him. And where our new colleagues express gratitude, I feel it too: because they simply do their job well!”