In the Dutch labor market, status holders experience bottlenecks of a structural nature at various times, namely in recruitment and selection, job retention and advancement, and in relation to an inclusive working environment. In this article we discuss bottlenecks related to recruitment and selection.

Please note: this article was translated using a translator app

The Social Cultural Planning Office indicates that in recent years a lot of policy has been initiated in the field of labor market participation of status holders, but that more attention should be paid to the role of employers: “It seems that the policy is mainly has focused on status holders and less attention has been paid to the demand side of the labor market, while the accessibility of work and the willingness of employers to offer status holders work and guide them are also important to promote the participation of this group** (1)**.”

 The most important bottlenecks in the recruitment and selection phase of the HR process are (in no particular order):

Recruitment channels and network

 There is no good connection between the network of job-seeking status holders on the one hand and the usual recruitment channels of employers on the other.

•  Status holders often have a limited network and are therefore highly dependent on the municipality, advocacy organizations and (information via) their fellow countrymen in the Netherlands**(2)**.
•  Employers continue to fish in the same pond and therefore miss talent and quality from groups that are not in the picture. They usually recruit new candidates by distributing vacancies through the usual channels, via their own network, the website and social media (which status holders are not always able to find or follow), via employment agencies (where status holders are not registered or with whom they are not familiar). ) or via vacancy websites (which status holders do not know or use) (3) .

What is possible and allowed

 Employers who have not worked with status holders before often find it unclear and confusing what is and is allowed. As a result, employers often see status holders as a 'complicated group', while from a legal point of view that group is no different from Dutch employees.

Language level and its consequences

 The language level of status holders sometimes also forms a barrier. The fact that a status holder is not (yet) fluent in the Dutch language may be a reason not to hire him or her. But also consider creating your CV and writing an application letter (an unknown phenomenon in many countries). Language also plays a major role in job interviews, assessments and tests, which means that questions are not always properly understood and people are less able to express themselves. All in all, a language barrier creates an incorrect and incomplete picture of the knowledge and capabilities of status holders.

Applying for a job is an art

 Applying for a job is culture specific (4) . Status holders do not know what to expect and many recruiters, department managers and HR managers have little or no experience with applications from people from other countries of origin. This increases the risk of miscommunication and unconscious bias.

Valuing education and experience

 Mismatch with education, diplomas and/or work experience: the potential of a status holder is not always recognized because employers do not sufficiently appreciate the value or reputation of education, diplomas and work experience from the country of origin.

Unconscious bias

 Unfortunately, cultural differences and (unconscious) prejudices also play a role. This already starts when assessing CVs: a non-Western name and appearance have a negative effect on the selection of possible candidates. ( 5,6,7 ) Cultural differences can also play a hindering role during job interviews. For example, while in one culture restraint is seen as modesty, in another culture it is seen as a lack of motivation and assertiveness. In addition, asking about hobbies and motivation (why do you want this position) is also culturally sensitive. The 'click' or a 'good feeling', which employers are often looking for in job interviews, is then difficult to find.

Just a job

 In contrast to Dutch candidates, there is often (unintentional) inequality: a status holder 'just wants a job' to really start his life in the Netherlands. The employer may interpret this as disinterest and indifference, while the candidate simply wants to earn his own income and this does not detract from his suitability for the position.

Temporary contract

 In the Netherlands, temporary contracts are common for new employees. Many status holders are looking for safety, stability and peace. A temporary contract is not common in many countries, feels unsafe and sometimes even like a vote of no confidence. As an employer it is good to be aware of this. Status holders are also usually unfamiliar with employment conditions that are common in the Netherlands.

 1- Policy brief: an analysis of the policy aimed at status holders and what is needed to improve this policy , SCP, September 2021

 2- What works to promote labor participation of status holders , Movisie, update March 2020.

 3- Status holders and work , NBBU, 2021.

 4- Making work for status holders – Interim report . Regional plan, 2021.

 5- Discrimination of Arabic-Named Applicants in the Netherlands: An Internet-Based Field Experiment Examining Different Phases in Online Recruitment Procedures , Blommaert, L. et al., December 2013.

 6- Discrimination against female migrants with a headscarf , Weichselbaumer, D., University of Linz, September 2016.

 7- Ethnic discrimination on the Dutch labor market. Differences between ethnic groups and the role of available information about applicants , University of Amsterdam, 2019.

 This text is an adapted version of part of the third chapter of the practical guide “Status holders and work”.

•  Also read: The labor market position of refugees: legislation and regulations
•  Also read: Status holders and work: the knife cuts both ways
•  Also read: Status holders on the labor market