The technology sector is facing staff shortages. At the same time, a large group of technically skilled newcomers is ready. Those who employ them will immediately acquire talent, generate new ideas, and build loyal teams. De Ingenieur reported on this.

Wilma Roozenboom, director of the Refugee Talent Hub, calls deploying newcomers " a no-brainer ." Companies that take this step are often more than satisfied with the results. The Migration Advisory Council also recently concluded : there is a large untapped labor potential among newcomers.

 What it means for employers

 Reason enough to explore what it can mean for you as an employer. A few points highlighted in the report :

• Fast-tracking technical talent: Newcomers can immediately enter roles that are difficult to fill. With targeted training and guidance, lengthy recruitment processes are eliminated, ensuring projects are completed on time.
• Innovation: Newcomers bring different perspectives, experience, and creative solutions. This enriches teams and stimulates innovation in processes and projects.
• Loyalty and motivation: those given the opportunity often demonstrate extra dedication and commitment. This results in more stable teams and a positive work culture, with colleagues willing to go the extra mile.

 Challenges? Solvable.

 If you're going to work with newcomers, you may encounter some familiar challenges. Here's a list of some of the common challenges:

• Language, jargon: New colleagues need to quickly grasp technical terms and business communication. With targeted language courses, on-the-job coaching, and a clear communication style, this is easily overcome.
• Cultural differences: Working in the Netherlands can be different from working in other countries. Differences in work rhythm, meeting styles, or hierarchy can lead to misunderstandings. A buddy system and introductory sessions on work culture help teams collaborate smoothly.
• Recognizing diplomas and experience: Sometimes education or international experience isn't immediately recognized. Practical assessments, certification programs, or internal training can bridge this gap, allowing talented individuals to contribute immediately.

 National support and practical examples

 Much is also happening nationally. The Technology Attack Plan and the recent report on scaling up apprenticeships demonstrate that the will and resources are there. Furthermore, initiatives like the Arcadis Talent Academy and other examples mentioned demonstrate that targeted programs can make a significant difference in connecting employers and newcomers.

 Want to know more?

• View an analysis of the untapped labor potential among newcomers here .
•  Read: Employers happy with status holders: "Staff shortages? Never had a problem with that."
•  Interested in working with newcomers? Request an introductory meeting .