Last week, the Ministry of Social Affairs and Employment published the report "Borderless Talent." This practical guide focuses on hiring and retaining displaced Ukrainians, but is largely applicable to refugees from other countries as well.

Practice shows the way

More and more employers are showing how it can be done: they match professionals with a refugee background with vacancies that match their talents and experience. This offers this group the opportunity to work at a high level and helps employers address staff shortages.

 Finding and retaining colleagues with a refugee background is a new challenge for many organizations. How do you reach these candidates? What should you consider when mentoring and deploying them? And how do you ensure a sustainable match that works for everyone – even in the long term?

 This new publication will help you get started. Below you'll find some of the most important tips and tricks in one overview:

Searching for talent: focus on skills and motivation

•  Employers who focus on candidates' skills and motivation, rather than solely on formal qualifications, often find suitable employees more quickly.
•  Work experience or internships prior to employment can help you get to know talent better.

Hiring new talent: an accessible application process

•  Make the application process accessible and clear.
•  Explain expectations clearly, step by step.
•  Offer opportunities for trial runs or work experience before the official start.

Talent Retention: Investing in Strong Onboarding

•  Pay attention to onboarding:
  •  Arrange language support (language lessons, translation apps, or colleagues as interpreters).
  •  Explain work culture, norms and informal rules explicitly.
  •  Be aware of cultural differences (e.g. hierarchy or taking initiative).
•  Involve the entire team:
  •  Ensure support for changes in language use or working methods.
  •  Provide space for questions and concerns from colleagues.
•  Start with a warm welcome:
  •  Pair new employees with a buddy or mentor .
  •  Make a good first impression and get off to a flying start .
    
    

 Curious about all the tips and examples? Download the publication and discover how you, as an employer, can create an inclusive workplace.

 Want to know more?

•  Colleague Jan-Simon: View on recruitment: skills-based hiring
•  Ria Yetsenga (essay in the Financieele Dagblad): Status holders in the workplace are wrongly given the impression that
•  Rob Knigge (Country Managing Director Accenture Netherlands): "Talent is your greatest strength"