At Refugee Talent Hub, we focus not only on matching talent with employers, but also on retaining that talent. During the employer session of October 2, 2024, this topic was discussed extensively by colleague Jan-Simon Rotgans, senior partnership manager at Refugee Talent Hub. Based on conversations with (former) candidates, he shared his most important insights.

Why retention is crucial now

 Jan-Simon emphasizes that retention is becoming an increasingly important theme, especially given the current economic uncertainty. Where organizations used to focus primarily on attracting new talent, the focus is now more on retaining their existing employees. Jan-Simon: "At Refugee Talent Hub, we notice that the first year of employment is often challenging. This is a crucial phase in which many companies miss opportunities. A strong retention policy ensures continuity from the start, helps develop expertise within teams and contributes to higher productivity.” Jan-Simon then shares important points to consider based on a number of themes.

Communication and understanding are essential

 One of the challenges that comes up in conversations with (former) candidates is that expectations around roles and responsibilities are not always clear for people with a refugee background. This can lead to misunderstandings and sometimes even frustration. Jan-Simon emphasizes the importance of communicating clearly from the start: "What do you expect from the candidate and what can they expect from you? An open dialogue with empathy at its core proves to be crucial. HR and/or hiring managers can improve this by communicating openly from their perspective. This emphasizes the importance of not only remaining businesslike, but also human and understanding as an employer."

Clear expectations in the workplace

 Another important theme is the workplace itself. Candidates often focus on their immediate tasks, without always considering broader team goals. Procedural thinking is often a result of cultural differences and the asylum procedure that has been followed can also play a role. "A gap can arise between what an employer expects and what the candidate thinks his or her task is." It is therefore essential not only to make the function itself clear, but also to communicate well about the broader context of the function and what success means within your organization. This can also help to bridge cultural differences, which are often the cause of misunderstandings in the workplace.

Career Planning: Provide a safe environment

 An interesting topic that came up was career planning. Many refugees keep their ambitions to themselves, Jan-Simon notes in conversations with (former) candidates. They are not used to discussing this with their employer. However, discussing their career development can help to support their growth. Jan-Simon indicates that this is not only important for their personal development, but also for the employer, who can better respond to their needs. In addition, many candidates think mainly in terms of vertical growth (promotion), while in the Netherlands there is also increasing value attached to horizontal growth, such as changing positions within the organization.

In summary

 The following five points summarize the key lessons:

1.  Be empathetic and listen actively – Showing understanding of refugees’ backgrounds is crucial in building a strong working relationship.
2.  Communicate clearly about responsibilities – Ensure candidates not only know their duties, but also understand the bigger picture within the organization.
3.  Make career planning a topic of discussion – By discussing ambitions and personal goals, you can better support employees in their development.
4.  Ask questions about newcomers’ experiences in the workplace – This can help identify and resolve any issues early.
5.  Provide a safe environment – ​​where candidates dare to be open about their experiences and ambitions.
   
   

As an employer, would you like to know more about how to retain talent and create sustainable employment relationships? Please contact Jan-Simon Rotgans via jan-simon.rotgans@refugeetalenthub.com.

 Curious about more insights or the next session? Schedule an introductory meeting or send us a message via info@refugeetalenthub.com.