Outsourcing recruitment marketing: who does what?
You have a vacancy that’s been open for weeks and you’re considering outsourcing recruitment marketing. You’ll want to know exactly what you’re handing over. The short answer: a recruitment marketing agency can take over the work, from target audience analysis to campaign management, shortlisting and follow-up. The decision on who to hire always remains with you. How much an agency takes on, […]
Recruitment and selection versus secondment: which is more cost-effective?
Recruitment and selection provides you with an employee on their own contract; secondment provides temporary staff at an ongoing hourly rate; and recruitment marketing builds up a steady stream of candidates through targeted campaigns. If you’re looking for someone for the long term, a secondment hourly rate is almost always the most expensive; recruitment marketing is usually the most cost-effective option for recurring vacancies.
Calculating cost per hire: which costs are you overlooking?
You calculate the cost per hire by adding up all internal and external recruitment costs for a given period and dividing this total by the number of employees hired during that same period. The formula is simple; the real answer lies in the hidden costs that most employers fail to factor in. Think of the hours spent by your hiring managers, lost revenue […]
Labour market shortages in figures: blue-collar workers under pressure
The Dutch labour market remains tight: in 2024, there were on average around 105 to 110 job vacancies for every 100 unemployed people (CBS, 2024). For blue-collar roles in engineering, construction, manufacturing and logistics, the pressure is even greater, meaning these vacancies tend to remain unfilled for the longest periods. If you have hard-to-fill vacancies in engineering or manufacturing, […]
structural intake: the maths behind sustainable recruitment
Structural recruitment means you don’t pay for and wait on individual vacancies, but build up a continuous stream of suitable candidates through data-driven campaigns and a strong employer brand. The maths is simple: every week that a key role remains vacant costs money, whilst a structured approach shortens the time taken to fill the role and reduces the cost per hire.
employer branding: blue-collar culture over pay
Employer branding for blue-collar workers is all about highlighting why skilled workers stay with you: working atmosphere, recognition, craftsmanship and job security. Competing on salary alone rarely works, because a competitor can always offer ten euros more. A strong employer narrative centred on culture retains mechanics, operators and welders more effectively than a wage war. Many SME employers in engineering, industry and construction […]
How to fill an account manager vacancy when there’s a shortage of staff
Filling an account manager vacancy in a market with few applicants is achieved by stopping waiting for responses and starting to actively recruit. You can reach the best salespeople through paid campaigns on the channels where they’re already active, with a compelling employer brand and a fast, streamlined application process. At FosFor, vacancies are filled within 3 to 8 weeks on average.
Becoming an attractive employer in the engineering sector using data
To become an attractive employer in the engineering sector, you need to base your employer brand on what engineers actually value, not on what you think they want. Target audience data shows time and again that employers misjudge their own appeal: job security, professional expertise and a decent working environment often carry more weight than a higher salary.
Drawing up job descriptions for technical and blue-collar roles
Drawing up an employer value proposition (EVP) means setting out, in a single clear promise, why a technician, operator or fitter would choose your organisation in particular. For technical and blue-collar roles, you build that promise on concrete factors: job security, professional development, colleagues, flexible working hours and career progression, underpinned by target audience data rather than gut feeling. Most employers think […]
For new entrants to the logistics sector, which sectors are the best fit?
People switching careers from retail, the hospitality industry, construction, manufacturing and the defence or security sectors are best suited to logistics roles. These people bring physical stamina, the ability to cope with routine tasks, a customer-focused approach and safety awareness: exactly the foundation you need to get drivers, order pickers and warehouse staff up to speed quickly. Does this sound familiar? Your logistics vacancies remain unfilled for weeks, […]