Polish, Romanian, Hungarian and other Eastern European talent gets easier to find
Now that the scarcity in the Netherlands, Belgium and Germany has reached record levels, recruitment agencies flock to Eastern Europe to recruit professionals such as welders, painters, construction workers, carpenters, as well as people who want to work in logistics, technology, production and of course agriculture and farming. Not to mention IT professionals, who are increasingly opting for near shoring and other solutions.
Recruiting in these countries is also becoming increasingly easy. For example, the information is now available which recruitment sources per target group in combination with country should be used (Source: European Recruitment Dashboard). Whether your recruiters speak Polish, German, Spanish, French, Dutch or English, the information is available in all those languages and growing. That makes it pleasant, for example, when you work with native recruiters. The nice thing about this data tool is that, if desired, other languages can easily be added.
Having all this information is critical, because the Romanian labour market is completely different from that of for example Croatia. What works in country A, almost certainly works differently in country B. Knowing where to post your jobs, and what USP’s can tempt your talent to apply to you, is information that is paid available. Below is a sneak preview of recruiting a carpenter in Ukraine.
In this example you already knew where you wanted to recruit. But it is also possible to search for the sweetspots of talent. For example, you can answer questions per target group, like
- Where in Europe is the supply of painters the greatest?
- Where in Europe is the supply the largest of painters who want to work temporarily in Belgium?
- Where in Europe can I find the cheapest painters?
- Where in Europe are painters the least scarce?
- Where in Europe are painters most/least-hunted?
- Where in Europe are painters most active on the labour market?
- ….
If you know the country and the recruitment channels, then the recruitment can (almost) start. More and more technology is helping to easily post vacancies in these countries.
Language and translation technology
A tool such as Hoooop (www.hoooop.nl) can also be used explicitly to offer vacancies from the Netherlands, Germany or Belgium in local languages, such as Polish and Romanian. This is an interesting functionality for an agency/corporate to continuously offer its own vacancies in other and languages, but also to offer additional options and possibilities to talent that already works in the Netherlands. https://hoooopbv.wixsite.com/sales. For example, a recruitment agency that specialises in Automotive mechanics or Logistics employees can launch its own European Job app.
Language technology reduces the distance between supply and demand in different countries and makes it much easier to apply and seduce talent. Perhaps the strongest functionality is that this app can contribute to retention and loyalty at a time when talent is already internationally mobile.
All these new technological developments increase European labour migration and make it possible to find talent smarter, faster and more effectively wherever they are and to retain that talent for longer!