The Dutch labour market remains tight: in 2024, for every 100 unemployed people, there were on average around 105 to 110 job vacancies (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 period of time.
If you have hard-to-fill vacancies in engineering or manufacturing, you’ll feel the impact every day: too few applications, excessively long recruitment times and competitors vying for the same skilled workers. In this article, we set out the key figures and explain what this shortage actually means for your recruitment efforts.
According to the figures, how tight is the labour market in the Netherlands?
The labour market is tight: in 2024, Statistics Netherlands (CBS) recorded an average of around 390,000 to 400,000 unfilled vacancies, whilst unemployment remained low at around 3.7% (CBS, 2024). The UWV’s labour market tension indicator therefore classified the market as “tight” to “very tight”.
The labour market tension indicator shows the number of job vacancies per jobseeker. The UWV defines a ratio above 1.5 as a very tight labour market. In technical and industrial occupations, this ratio is consistently higher than the national average (UWV, 2024).
What is striking is that the skills shortage is no longer just a temporary spike. Due to an ageing population, more skilled workers will be leaving the workforce than entering it in the coming years, whilst demand for technical staff – particularly for the energy transition – is actually on the rise (ROA, 2023).
Incidentally, you don’t need to buy any expensive tools to carry out an initial analysis. In our overview of labour market data that you can use without expensive tools you can find out which public sources you can use straight away.
What does the shortage mean for blue-collar vacancies?
For blue-collar vacancies, this shortage translates in practical terms to: fewer suitable applicants per vacancy, longer recruitment times and greater competition for the same candidates. Whilst white-collar roles often still attract a sufficient number of applications, for roles such as mechanics, welders, operators and drivers, you need to actively recruit rather than wait for applicants to come forward.
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- Recruitment using AI and data
- Takes an average of 3–8 weeks to complete
The biggest impact lies in the shift in supply and demand. In a tight market, the best candidates – the so-called A-players – hardly ever respond to a standard job advertisement. They are already in work and only look around if an offer is genuinely better.
That calls for a different approach. You need to reach passive jobseekers through the channels where they actually spend their time, and your employer brand message needs to stand out amongst dozens of competitors. Anyone who continues to rely on just one job board will miss out on the majority of their target audience.
“With almost every client, we find that the target group data reveals preferences that differ from management’s expectations,” says a project manager at FosFor. “Often, it’s not about the highest salary, but about journey time, shift work or career progression.”
Which blue-collar sectors are facing the biggest shortages?
Engineering, construction and industry are facing the most severe shortages: on average, vacancies in these sectors remain unfilled for the longest time and the pressure is greatest (UWV, 2024). Logistics, transport and installation engineering are also among the sectors experiencing structural shortages.
The table below provides an indicative overview of labour market pressure by sector, based on public labour market data. The exact figures vary by region and quarter, but the ranking remains remarkably stable.
| Sector | Shortage level | Typical shortage occupations |
|---|---|---|
| Technology & installation | Very tight | Fitter, installer, electrician |
| Industry & manufacturing | Very tight | Operator, welder, process technician |
| Construction | Tight to very tight | Carpenter, site supervisor, machine operator |
| Logistics & transport | Tight | Driver, forklift operator, warehouse assistant |
| Maritime & Shipbuilding | Very tight | Welder, pipe fitter, marine electrician |
The maritime sector deserves special attention. The shortage of qualified welders and pipe fitters is so acute in this sector that a standard job advert is hardly effective anymore. FosFor has extensive experience in this very niche; this is reflected in our measurable recruitment results.
Why do technical vacancies remain unfilled for so long?
Technical vacancies remain unfilled for a long time because the number of experienced professionals leaving the sector exceeds the number of newly qualified candidates entering it. Furthermore, many suitable candidates are already in employment and are therefore not actively looking for a job. Without a targeted, data-driven approach, you simply cannot reach this group.
How much does a long-term unfilled blue-collar vacancy cost?
A long-term vacancy costs more than just recruitment costs: think of lost turnover, overtime, increased workload and, in some cases, outsourcing at high rates. For production and technical roles, this can easily amount to hundreds of euros per day the vacancy remains unfilled, depending on the role.
It’s worth calculating those costs explicitly. If you only factor in the advertising costs, you’ll be seriously underestimating the problem. The real cost lies in the weeks when a machine, shift or route is operating at below capacity.
These hidden costs are a factor to bear in mind when comparing recruitment with alternatives such as secondment or a traditional recruitment and selection agency. The speed at which a role is filled is a key financial consideration in this regard. By way of comparison: at FosFor, vacancies are filled on average within 3 to 8 weeks, whilst your client interviews only the 2 to 4 best candidates each month.
- Direct recruitment costs: job adverts, time spent by recruiters and hiring managers.
- Loss of productivity: missed targets, delayed projects or overtime.
- Quality and risk costs: increased workload, errors and staff turnover amongst overworked staff.
How do you go about recruiting in a tight labour market?
In a tight labour market, you need to take a data-driven approach: you use target audience data to identify where your candidates are, what message will resonate with them, and which channel to use to reach them. Passive advertising is no longer enough; you need to actively attract the right people.
At FosFor, we use the TEAM framework and data from hundreds of campaigns, combined with public labour market data. This allows you to build a sustainable talent pipeline rather than simply filling individual vacancies. You can read more about this in our data-driven approach.
A good starting point is a thorough analysis of your target audience. In our article on how to target audience analysis for blue-collar vacancies As you go through it, you’ll see, step by step, how to move from a gut feeling to evidence.
Would you like to get started in a specific role or sector? Then take a look at the Current vacancies for top performers to see which roles we are currently filling.
Frequently asked questions about labour market shortages and blue-collar recruitment
How many job vacancies are there in the Netherlands?
In 2024, Statistics Netherlands (CBS) recorded an average of around 390,000 to 400,000 unfilled vacancies, with a low unemployment rate of around 3.7% (CBS, 2024). As a result, the labour market remained tight. In technical and industrial occupations, the pressure is structurally higher than this national average.
Which blue-collar jobs are the hardest to fill?
Fitters, installers, welders, operators and marine technical staff are among the hardest roles to fill (UWV, 2024). The maritime sector stands out due to an extreme shortage of qualified welders and pipe fitters. On average, these vacancies remain unfilled for the longest period and require an active, data-driven recruitment approach.
Will the labour market shortage persist in the coming years?
The labour shortage in technical sectors is expected to remain structural. Due to an ageing workforce, more experienced skilled workers are leaving the sector than are entering it, whilst demand is increasing, partly as a result of the energy transition (ROA, 2023). For blue-collar employers, this means that recruitment remains a strategic priority.
Why does a standard job advertisement no longer work when there is a labour shortage?
In a tight labour market, the best candidates aren’t actively looking for work; they’re already employed. As a result, a standard job advertisement mainly reaches the small group of active jobseekers. To reach top talent, you need to target them via the right channels with a message based on target audience data.
How does data-driven recruitment help tackle staff shortages?
Data-driven recruitment uses labour market and target audience data to determine where candidates are and what appeals to them. This enables you to reach passive jobseekers as well and to fine-tune your campaigns based on performance. This shortens the recruitment cycle and results in a higher-quality intake than isolated, untargeted advertisements.
Would you like to know what the labour shortage actually means for your vacancies and how you can fill them more quickly? Book a no-obligation strategy meeting and find out how you can use data to spend less time on applicants whilst still attracting the right people.