We regularly share insights from our employer sessions. Recently, Anita Strockmeijer, Senior Advisor at the Migration Advisory Council, provided us with insights into the recently published analysis on the untapped labor potential of newcomers.

"We're not utilising talent. Newcomers should be able to start working from day one," Wilma Roozenboom and Erik Ziengs recently stated . The Advisory Council on Migration's statistical analysis of untapped labour potential in the Netherlands confirms this.

 Using figures from Statistics Netherlands (CBS) and the Social and Economic Council (SCP), they show that there are 331,000 migrants (aged 25–65) in the Netherlands who are able and willing to work , but currently unemployed. That's almost 1 in 5.

Of that group, 112,000 people have a refugee background:

•  86,000 asylum seekers
•  5,000 subsequent travelers
•  21,000 Ukrainian displaced persons

 That's over a third of the total untapped labor potential. The figures make it clear: there's a huge amount of talent here waiting for an opportunity.

Women deserve extra attention

 62% of this group are women. There are several barriers, especially for family migrants and asylum seekers:

•  Language barriers
•  Cultural differences
•  (Lack of) childcare
•  Image formation in their community

 Among women from countries like Yemen, Syria, Somalia, Eritrea, and Ethiopia, the unemployment rate exceeds 50%. The Advisory Council also notes a "second wave" among Ukrainian women: many started in low-paying jobs and are now seeking work that matches their education and experience.

 Practical professions offer opportunities

 In some cultures, practical professions have a lower status, while technology, logistics, and healthcare offer many job openings. This gap remains wide, even after years in the Netherlands. Read below how you, as an employer, can remove this barrier and attract talent.

Find new talent

More and more employers are cleverly capitalizing on the untapped labor potential. Here are some tips for finding and hiring new talent:

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.

 Curious about tips for retaining new talent? Then read all the tips & tricks for employers .

By becoming a Refugee Talent Hub partner, you can participate in employer sessions like this one and gain valuable insights. Want to know more? Request a consultation .

 See also:

• The full analysis of the Migration Advisory Council
• Employers happy with status holders: "Staff shortages? Never had a problem with that."
•  Opinion by Esseline van de Sande: Utilizing labor potential
•  Colleague Jan-Simon: View on recruitment: skills-based hiring