In our webinar, Medtronic shared its successful formula for training newcomers in the workplace. In a job market where regular inflows are increasingly accompanied by high turnover, the Beyond program demonstrates a different approach: a dropout rate of only 12%. But how do you achieve that?
Beyond is a collaboration between government, educational institutions, and businesses in Limburg, focusing on medical logistics and medical devices. Together, they develop talent, build a strong position for the region, and ensure a sustainable talent pool.
During our webinar, Falko Houben , Meriam Weiss , and Essam Alkhatib explained how the Beyond program successfully integrates newcomers. This article outlines ten key lessons learned from the program.
1. Overcome your own limitations and seek collaboration. Collaborate with other companies in the region. Falko: "When it comes to training and development, you're not competitors. You're partners, and you want to strengthen the region together."
2. Build the business case on loyalty. While regular inflows drop out more often, the Beyond program has a dropout rate of only 12%. The high level of loyalty among newcomers is confirmed by previous research and is a frequently cited argument among our partners. This makes the investment in support more than worthwhile.
3. Organize tours. Medtronic organizes a low-key event every four weeks. Potential candidates can stop by and take a tour. They get a feel for the atmosphere and ask themselves: can I see myself working here?
4. Look beyond the resume to potential and motivation , as Anna Noorda previously urged. During the selection process, focus on willingness to learn and motivation to participate in a program, rather than just on qualifications.
When it comes to training and development, you're not competitors. You're partners, and you want to strengthen the region together.
Falko Houben
Program Leader Beyond
5. Use an orientation and adjustment period . In the Beyond program, candidates are given three months (while retaining benefits) to get used to the work and company culture. This is the ultimate filter for mutual click and motivation.
6. Appoint a dedicated workplace coach . For newcomers, having a dedicated point of contact on the job is crucial for learning technical jargon, work rules, and settling into a new work rhythm. Essam: "I've been through the process myself. So I know what was difficult, and now I can show them what's possible."
7. Use a social coach . Provide a link between the employer, the candidate, and agencies such as the municipality or the COA (Central Agency for the Reception of Asylum Seekers). This coach can support complex issues outside of work, such as family reunification or trauma counseling.
Meriam: "Very important: tell them what you want to do. Find a few ambassadors or language buddies who can step up to the plate in their teams and bring the newcomers along.
Meriam Weiss
Social Coach
8.Integrate languageand training directly into the work environment . By offering language classes and vocational training programs at your company location, you lower the threshold and increase the chance of success.
9. Find ambassadors. Meriam: "Very important: explain what you're going to do. Find a few ambassadors or language buddies who can champion their teams and bring the newcomers along." Consider, for example, TAUW , which offers cultural training for managers, and appoint ambassadors within teams to remove barriers.
10. Develop a clear career path. Show newcomers the opportunities for advancement, for example, from MBO-1 to MBO-2 or even an associate degree program. This increases loyalty and commitment.
I've been through the process myself. So I know what was difficult, and I can now show them what's possible.
Essam Alkhatib
Workplace coach
Want to know more?
Watch the full webinar here
Learn more about the Beyond program
Want to attend more sessions like this? Become a partner at the Refugee Talent Hub.
