The economic crisis has had an impact on the global labour market. We have seen rising unemployment figures, diminishing mobility and the slowing down of salary growth coupled with fewer opportunities for staff development and training. When the economic crisis will fully ease off no one can tell, but fresh winds of change look set to bring new opportunities for internationals in the Netherlands.

A recent global survey of HR executives, 'Creating people advantage', carried out by the Boston Consulting Group, reveals one of the biggest challenges that HR managers identified as talent management, which entails identifying, attracting and retaining talented employees.

The increasing importance of managing talent within organisations is connected to the retirement of the 'Baby Boom' generation. Many ‘Baby Boomers' will be leaving the labour market, or have already done so, taking with them a wealth of knowledge and experience. Organisations are currently in the process of finding ways to fill the pending void, with some people referring to this as the 'war on talent'.

For the international community based in the Netherlands, this could bring positive developments. I envisage an increasing lack of highly skilled staff in certain industries. Stats show that, for the third quarter in a row, the amount of vacancies in the Netherlands has risen (CBS March 2011). More job opportunities being created in the Dutch labour market could be spell good news for expats.

If organisations find it difficult to recruit professionals with specialised skills in the Netherlands, they may have to consider recruiting more internationals.  This can include both those currently located abroad and those already living in the Netherlands.   

The second critical HR issue is that many organisations are realising that they need to do a better job at engaging their employees. Talent management is not only about attracting the right employees, but also about making sure that they stay motivated. This encourages stability and a positive atmosphere in the organisation and through reduces employee turnover.

There are several ways for companies to stimulate engagement. One of them is through investing in staff development via regular feedback sessions, offering training and clear development paths. Where, in the recent past, many training and development budgets were cut, in the near future expats may be able to enjoy more possibilities to develop themselves professionally through their employers. When an employer puts clear feedback mechanisms in place, it creates opportunities for further development within the organization, and ways of getting there become more transparent.

Another way employers based in the Netherlands can stimulate staff engagement is by offering flexibility in finding an optimum work-life balance, also called Het Nieuwe Werken (HNW). Many employers already have measures in place, such as home working and flexible working hours. These options enable employees to structure their working life more effectively to fit in with family and personal life. 

The third and last HR priority is that employers should plan their workforce needs in a strategic manner rather than on an ad hoc basis.  In other words, not only recruiting when vacancies arise, but thinking ahead as to the type of staff the organisation needs. This could entail taking qualified candidates on when possible, regardless of available headcount.

This is a good thing for expats, as the labour market then shapes around their availability and skills.  For instance, if you are planning on moving to the Netherlands and know of an employer based here that fits, say, your engineering background, you could apply directly and stand a chance of being taken on after an interview on the basis of your skills being needed in the near future.

In brief, whether the international community will benefit from the trends in the labour market depends on many factors.  I believe that expats may benefit from the following future changes: more job vacancies, Dutch organisations becoming more open to taking on internationals and, in general, recruitment being done in a more strategic manner.

Mastering the Dutch language still remains important if you are an expat seeking work in the Netherlands, if only to help you get by in daily life and create a social network with the locals. Recent research shows that some 17 percent of Dutch people find new jobs through their own networks, making it the most effective job-seeking channel and beating the use of recruitment agencies or open solicitations.

What remains important if you are a job-seeking international is the extent to which you have a clear plan of what they're searching for, a good idea of what you have to offer, realistic expectations of what you can find and a targeted approach to reach your objectives. 

Maartje van Amelsfort is founder and director of Via Career Coaching, an enterprise which works for individuals and organisations, offering solution focused career coaching, training and interim HR services in English and Dutch.  www.viacareercoaching.com