Sourcing a responsive
economy. Securing
access to talent.
Testimonial 2014
Dutch dependency on access
to international talent.
Economy under pressure
Assessment Dutch acquistion & retention policy
International competitiveness increases, drivers for success:
- Fiscal climate
- Political stability
- High quality of labor market
Limited access to human capital
- Innovative Power: employers prefer multinational teams
- Ageing Population: pressure on Dutch labor market
- Generation Y: talents look for short term contracts
- Intergovernmental Organizations: member state quota
for nationality of staff
- Structural Gap: Dutch education and labor market
Alexander van Noort, Chairman ICP / Country manager Schlumberger
“The global war for talent
requires a responsive economy”
As an employer of a globally mobile workforce I know that talent satisfaction has
become key in our recruitment and retention policies. It is in the interest of our core
business that we understand their drivers well and respond accordingly. The employers
of ICP joined forces to optimize the working and living conditions of international
employees and their families, and thereby improve the investment climate for
Employers
international employers.
International
Local
Public
providers
Private
providers
Topics
Healthcare
Childcare
Housing
Accessibility
(Dual)Career
Education
Culture & Leisure
Finance
Insurance
Drivers and distractions
Motivation research
RESEARCH
Examine wishes & needs
Gaps: current vs.
GAP
ANALYSIS
of internationals, via
Preferred situation
- HR-departments
- Social media
Extract (dis)satisfiers
- Public partners
SELECTION
OF TOPICS
Alignment
proces
IMPLEMENTATIONS
SOLUTIONS
DEFINITION OF
SOLUTIONS
ICP as instigator
Leadtime implementation
DECISION ON
SOLUTIONS
Disseminate knowledge
(local) business, gvmt
FEASIBILITY
CHECK
Check solutions with local market
Execution Power
ICP Members
1 year
Pragmatic Solutions
Board
Nicole van Haelst, Director ICP
‘The expat’ does not exist
ICP has become the knowledge center on the drivers and distractions amongst the
international workforce in The Netherlands. Over the past 6 years we’ve deepened our
understanding of this strategic target group. We see a heterogeneous group; ambitious
and aiming at individual opportunities for growth. Dual careers have become the standard.
Our welfare is dependent on the ability to secure access to this foreign talent. Here (too)
quality of services is key. We have everything it takes to offer rewarding life-careers,
if only we would open up and include them as much appreciated, global citizens!
A journey toward securing
access to talent
Dutch competitiveness is dependent on access to international talent.
TALENT HUBS
The Hague
Rotterdam
Amsterdam
Eindhoven
Utrecht
CONTRIBUTION
500.000
estimation of
(in)direct employment
Economic clustering
Innovation
Future earning power NL
internationals in NL
Delft
Enschede
Wageningen
Leiden
41,5%
increase foreign
knowledge
workers last
10 years
We need to encounter them with a responsive attitude
What if the sky
were the limit?
2041
Growth
perspectives
Profiling the international
participants ICP
research 2014
Increase awareness & interest by motivational research
Employee 78%
Student 8%
Job seeker 7%
Entrepreneur 6%
Volunteer 3%
Other 3%
growing number of
Free Movers
short Stay / <1 year
52%
settle down > 4 years
Global Citizens
Multiple Drivers
hard / soft & life / career
63% Career
37% Life
Life aspect of increasing importance
owledge
- Transfer of kn
l skills
- Cross-cultura
markets
w
ne
to
ss
ce
- Ac
er
w
po
e
- Innovativ
82%
of internationals currently in a
job open for a new opportunity.
Resourceful
Dual Careers
are standard
What drives the international?
HARD
SOFT
CAREER
19% REMUNERATION
6,7 SATISFACTION
9% PEOPLE & CULTURE AT WORK / STUDY
7,1 SATISFACTION
64% JOB / STUDY CHARACTERISTICS
6,8 SATISFACTION
8% REPUTATION OF THE EMPLOYER / STUDY
7,1 SATISFACTION
LIFE
28% ACCESS REGION OFFERS
TO FUTURE OPPORTUNITIES
6,1 SATISFACTION
31% PEOPLE & CULTURE IN COUNTRY
6,9 SATISFACTION
9% REPUTATION OF LIVING ENVIRONMENT
7,1 SATISFACTION
32% FACILITIES IN THE REGION / CITY
7,1 SATISFACTION
3 milestones to secure access
to international talent in NL
Open up & Include
#1 Issue “Cannot find” & “No access to”
-
-
-
PR campaign
Research: Figures & drivers
Open up local business networks
• MKB / VNO-NCW sector
right (local) networks
35%
Dutch culture
would like to
start as volunteer
for social reasons.
hard to fit into
Unawareness
local employers of added
value international staff
Opportunity marketing
62% growth opportunities
For
are a precondition in future life-career decisions...only
walking the trodden paths when looking for what’s on offer
Off-line career support
- International City Podium
On-line career support
-Usual suspects, SME innovatives,
local champions
- Qualified talent pools
- Candidate experience
Unemployment risk
8,2%
international
knowledge
workers
6,7%
Dutch
knowledge
workers
Employers prefer
Dutch
speaking candidates
16,2%
International
5,9
Career
satisfaction
partners.
partners
Challenging migration policies for
Short term contract
& Students
19% experiences
Language=hurdle
in public and private service
Read more about this research: www.icpresearch2014.com
Learn more about ICP: www.icplatform.nl
Orange Carpet
- Formal documents in English
- Partner in contracting
- Expat Provider Awards