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At Recruit Global Staffing, job satisfaction and a good private work balance are of paramount importance. We support a long, happy and healthy work life for our (temporary) employees and contribute to the sustainable employability of our workforce.

Learn more about our sustainability program.

What is sustainable employability?

The simple definition: creating the right conditions for employees to have a long, healthy and happy career. By ensuring someone enjoys working, is healthy and motivated, he or she remains employable for a long time. And that in turn contributes to the achievement of goals of the organisation.

Walter Gietman, training manager at our Dutch brand USG People, has been training flex workers for the temporary employment sector for some time now. He explains: “We’ve noticed that an employee who receives the right training, personal attention and care, usually stays with an organisation for three times longer.”

Major shift in mindset

The focus on sustainable employability requires a major shift in the mindset and strategy of organisations. “Sustainable employability of personnel is not only the way forward from a human perspective, but also from an organisational perspective”, says Gietman. The USG People manager calls it a classic win-win situation. “Personal attention, training and development are essential to connect employees and to keep them interested. Make sure that people (continue to) have sufficient pleasure and challenge in their work.”

The following 5 points illustrate how an employer or manager can embrace and enable sustainable employability:

1. Sustainable employability is here to stay

Looking to the future – an ageing population, flexibilisation of work, robotisation - it is clear that sustainable employability is not a temporary hype. Gietman emphasises that the focus on sustainable employability must therefore be embedded in an organisation’s, policy, strategy and DNA. 

2. Recognise talent in your own organisation

A common scenario: a company is looking for a new employee with specific skills and starts searching outside the company for new talent. It might well be a waste of resources, says Gietman. “There is often a lot of talent in the company who would like to have the opportunity to fulfil this new role and who have (or can develop) the right skills and competences. This means employers need to know what talent the organisation already has and how they can manage it effectively Gietman: “Make sure you keep a conversation going with your employees on how they see the future, what makes them really happy, and build on that by stimulating their talent.”

3. Keep talking, every day

Don't focus on periodical performance and evaluation interviews - although they are necessary - but be aware that you often learn more about people in a 'spontaneous' setting. If employees sense that every day is a good time for a conversation, you will get to know them better and be much more up to date with how they feel. And when you sit down for a formal discussion: put the employee in the driver’s seat. What do they want to contribute? How do they experience their work? The starting point is not the goals of the department or organisation, but the personal ambitions of the employee. 

4. Be aware of the ROI of sustainable employability

Motivated employees who like their job, who are good at it and are confident, rarely call in sick and usually stay at your company for a long time. The return on investment (ROI) that this generates is many times more than the time you 'spend' on formal and informal discussions. Research shows that the return of investment is three times the amount an organisation invests.

5. Keep the big picture in mind

Sustainable employability starts with looking at each individual, but be aware of the overall benefits. These include higher quality of production, improvement of work performance, a better working atmosphere, higher productivity and organizational efficiency, prevention of sick leave and accidents, lower health costs, a strong employer brand and and less staff turnover.

First aid for sustainable employability

Once you have embraced sustainable employability, how do you start as a manager? How do you give positive feedback? USG Restart, member of USG People The Netherlands, offers organisations first aid on this topic. Gietman adds: “'Training temporary workers is no longer sufficient, it starts with discovering talent. USG People offers organisations the opportunity to become acquainted with the USG talent scan, customised training courses and coaching of talent.”

Read the full article on usgpeople.nl (Dutch).   

Published in Newsroom
Peoplebank, Asia Pacific’s leading talent solutions provider, has been named an Employer of Choice for Gender Equality (EOCGE) for 2019. This marks the 7th consecutive year the company has been recognised for its initiatives to drive gender equality. 

The WGEA Employer of Choice for Gender Equality citation is intended to inspire, recognise and endorse active commitment to accomplishing gender equality in Australian workplaces.

Passionate about learning and development programs

Peoplebank creates an inclusive environment for its employees by enabling flexible working options across the organization, regardless of gender or parental status. On top of this Peoplebank is passionate about learning and development programs which allow all employees equal opportunities to stand out and advance their career within the business.

Furthermore, there are strong initiatives to eliminate unconscious bias in the hiring process. For example, Peoplebank’s candidates, contractors and clients benefit from the company’s use of a job ad ‘gender decoder’, to ensure gender neutral job ads.

Peoplebank also gives full support to employees who want to run events which aim to aid awareness and change in gender diversity, particularly concerning attracting and excelling women in the IT industry.

Published in Newsroom
Economies are running at full speed, the number of vacancies continues to grow and employees have the luxury of choosing from several employers. Our brands Start People the Netherlands and Advantage Resourcing (US) have both published reports on the major trends in today’s rapidly changing labour market.

A huge challenge

The tight labour market is obviously a major theme in both trend papers. As Start People’s report states: "The labour market was already tight in 2018, and it’s expected this will not change in 2019. Every organisation looking for new employees will therefore face a major challenge.” Advantage Resourcing points to a study by Korn Ferry which estimates that the worldwide talent shortage will reach about 85 million people with needed skills by 2030. But what does this imply for organisations?

Advice

Although Start People the Netherlands and Advantage Resourcing are mainly active in their respective countries, their trend papers focus not only on the changes in the local labour markets, but on the global labour market as well. The brands not only register the upcoming changes, they also provide tips on how organisations can conquer today’s challenges.

Artificial Intelligence

Start People the Netherlands predicts the final breakthrough of artificial intelligence in recruitment and selection as one of the major trends for 2019. "Artificial intelligence can provide organisations with insights into regional labour markets, helps to optimise vacancy descriptions and can even predict a candidate’s learning agility.” But with the rise of artificial intelligence, the need for what Start People calls the ‘human touch’ in recruitment and selection is also growing.

Other trends according to Start People:

  • The need to build a strong employer brand and to invest in current employees as brand ambassadors
  • As two new generations enter the labour market (Millennials and Generation Swipe), organisations need to be more transparent and adapt to these generations’ requirements, ideas and values. 
  • Employees take more responsibility for their own career development.
  • Departments dissolve as more flexible team structures emerge.

Read Start People's full trend paper here (Dutch only).

Keep the people you already have

As employees take on more responsibility for their own career development, Advantage Resourcing emphasises the urgent need for organisations to act. Employers are advised to 'update their employee referral programme', 'manage their online reputation', and ‘be decisive on job offers'.

As their report states: "With a limited supply of talent, it's important to keep the people you already have. While many studies report that most employees leave their jobs for better-paying positions, a Work Institute report showed that career development opportunities, work-life balance, and poor management are consistently the real issues that spur employees to leave.”  

Other trends according to Advantage Resourcing:

  • The growing impact of online reviews
  • Candidates are increasingly turning down (or not responding to) job offers
  • Wages continue to rise
  • Job rotation is at an all-time high

Read the Advantage Resourcing study here.

Published in Newsroom
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