Warehouse staff say: building loyalty quickly in 2026
Do you want to find warehouse staff quickly? Then focus on visibility via social media and search engines, a streamlined application process and a response within 24 hours. In a market full of candidates who make quick decisions, it is not the highest bidder who wins, but the employer who is first to present the candidate with an attractive and clear offer.
Using target audience data for your job advertisement
Using target audience data for job adverts means basing your job description on what your ideal candidate is actually looking for and values, rather than on assumptions. You gather data on motivation, employment conditions, search behaviour and channels, and translate those insights into the headline, the first paragraph and the terms and conditions you set out. Does this sound familiar? Your job advert […]
Engineering salary benchmark: what the data reveals about terms and conditions
A salary benchmark in the engineering sector compares your pay and employment conditions with what comparable employers in the same region and role offer. This allows you to use data to see whether your offer is competitive. It’s not just about the gross salary, but about the total package that a technician, operator or engineer takes into account. Many technical employers suspect that […]
Shortage occupations in 2026: how to approach your recruitment
Skills shortage occupations in 2026 are roles for which the number of suitable candidates consistently falls short of demand. In engineering and industry, these include mechanics, welders, electricians, operators and technically skilled tradespeople. For you as an employer, this means longer vacancy periods, greater competition for the same people and the need for a data-driven recruitment approach.
Labour market competition analysis: how to stand out
A competitive analysis of the labour market shows how your job vacancy compares to those of other employers seeking the same candidates: in terms of salary, employment conditions, visibility and messaging. You can identify who else is recruiting for that profile, what they’re offering, and where you stand out. This way, you base your job advert on data rather than gut feeling.
Cost-effective recruitment: marketing versus an employment agency
Recruitment marketing is often a more cost-effective way of recruiting staff than using a temporary employment agency, because you make a one-off investment in your own reach and take candidates on permanently, rather than paying a long-term hourly mark-up on top of their salary. For recurring vacancies, that margin adds up year after year. Does this sound familiar? Your vacancy has been open for weeks, […]
Compare recruitment agency fees: commission or fixed fee
When comparing recruitment agency fees, you’ll generally come across two main models: a fee per hire (a percentage of the annual salary upon a successful placement) and a fixed fee (an agreed price, independent of the final salary). Which model works out more cost-effectively for you depends on your recruitment volume, the type of role and how predictable your costs need to be.
Calculate the weekly cost of a vacant post
An unfilled vacancy can easily cost your organisation several hundred to over a thousand euros a week. You can calculate this amount by dividing the role’s annual turnover or production contribution by 52 weeks and adding the hidden costs to that figure. The longer a vacancy remains unfilled, the higher the cost.
Offshore recruitment and shipyards: what the data shows
Recruitment voor offshore en scheepswerven vraagt om een datagedreven aanpak, omdat het gaat om schaarse technische profielen die zelden actief solliciteren. Data uit honderden campagnes laat zien dat je deze vakmensen bereikt door regiogericht, kanaalspecifiek en met een sterk werkgeversverhaal te werven, niet met een standaard vacaturetekst. Herken je dit? Je hebt een lassersvacature al […]
Region-specific recruitment around shipyards in the Netherlands
Region-specific recruitment around shipyards means that you tailor your job vacancy to the labour market within a specific radius of the shipyard, rather than advertising nationwide. Welders, pipe fitters and ship electricians are most likely to apply for jobs close to home. By targeting each region according to job role, commuting distance and local competition, you’ll find the right skilled workers more quickly.