The labor market is changing rapidly, requiring a fresh perspective on recruitment and selection. We're pleased to share this article from the AGDB, written by Karen de Jager, in which Anna Noorda (General Manager of IT consultancy Goodzo) discusses their approach. Goodzo invests in people with diverse backgrounds and career paths. This target group also includes newcomers: professionals with knowledge, experience, and motivation who don't always fit the standard mold.
This is a shortened version.Readthe full article here on the AGDB website.
Goodzo is an IT consultancy with around 120 employees. They not only hire experienced consultants but also invest in new digital professionals. Those who join are offered a minimum 32-hour per week position and immediately begin a five-year training program. According to Anna Noorda, this combination of learning and doing is precisely what works. "Who you are and what drives you – that's the key. You can learn the rest."
There are so many people who are good at something. It doesn't matter whether you have a vocational, higher professional, or university education.
Anna Noorda
General Manager Goodzo
College at the office
From thousands of applicants, a small group of talented newcomers are hired at Goodzo every month. "We want to see what someone has to offer: their curiosity, service-oriented approach, communication skills, and willingness to take responsibility. Education level is also important. We're looking for people with at least a senior general secondary education (HAVO) or pre-university education (VWO). Combining learning and working isn't easy. You need a certain level of expertise." The program starts with a traineeship, where you gain knowledge under high pressure. While other organizations stop at "we'll make sure you get a few certificates and then you can start working," we go further.
A traineeship alone isn't enough. After the first two years, our employees receive three more years of follow-up training in two phases. This includes lectures at the office every Friday, collaboration in project groups, so that theoretical knowledge can be applied directly to clients. For certification, we collaborate with recognized technology partners, among others, and for the lectures, we invite industry experts. We also believe in sharing knowledge. Employees who are further along in the learning process teach their colleagues from previous years. Our motto: Tomorrow you can do more than today.
If you want to hire this target group, Anna Noorda believes she has a responsibility to retain and engage them for the long term. "To help them discover who they are, what they can do, and to help them realize they can excel in this job. And that's what we've made our job."
Look who's sitting in front of you
On average, three new employees join Goodzo every month, each adding a new pearl to a glittering collection of potential digital professionals. These are young people with diverse backgrounds, and some clients wonder what to do with them. Anna Noorda: "There's a young man who spent years repairing Chinook helicopters, who has a university of applied sciences degree and wants to go into IT. Another who studied cultural heritage and, after graduating, comes to us. We see through that; not everyone succeeds. And we want to change that."
She wants to showcase that lateral entry. "I find it unbelievable that in the Netherlands we still look at that stupid piece of paper, that diploma. We have a young guy working for us. He studied medicine, has been with us for five years, completed his training with us, and is incredibly good at his job. He could easily be an IT architect. But when we discuss his profile with clients, the reaction is often: 'What good is that to us? He studied medicine.' I really thought: stop it, get lost. Are we still so narrow-minded that we only look for checkboxes on someone's resume! That's how we throw a lid on talent. They start to doubt whether there's still a place for them anywhere.
There are so many people who are good at something. And it doesn't matter whether you have a vocational, higher professional, or university education. There's always something beneath the iceberg that you don't see on the surface. I see that every day. A few weeks ago, three colleagues presented an AI tool they had built. In their spare time. Besides their work with the client. Besides their education. Average age: 29. And what was their background? A master's degree in history, a mechanical engineering degree they didn't finish, and studies in communication and multimedia design. They're beaming with pride. We want these people to stay with us for five years, grow within our Alistar group, or explore the rest of the Netherlands in their new roles. Then they'll go on to work at Rabobank, or in the Ministry of Defence. I can't help but be very proud of that.
Out of the bubble
Goodzo isn't a charity. It's a business that makes money. "That's also why our new employees start working immediately. That's a fundamental principle of our business case. It pays to invest in someone's development. I understand that organizations are reluctant to do that. It's simply frustrating. It takes time. It takes energy. It costs money to pay for training or guidance. But ultimately, it's crucial that we enable a group of people to find high-quality work in places where they are desperately needed."
This is a shortened version.Readthe full article here on the AGDB website.
