In the technical sector work many foreigners. People who have received training in their country and have gained experience. How do we translate these into competency profiles that make it easier for employers to choose?
Clear competency profiles
We often work with thick packs of foreign CVs. Even if they have been translated into Dutch or German, they are difficult to understand, because in other countries it is all slightly different from ours. TecLine has developed a web application, on which such CVs have been translated into competency profiles, which match the demand on the Dutch or German market. TecLine supplies flexible technical staff, mainly from abroad.
Director Paul Muller explains: ‘If I had a vacancy for a Polish electrician a few years ago, I received hundreds of resumes, most of them in Polish. Even after they were translated, it was difficult for me, and especially for my clients, to make the right choice. This encouraged us to develop a digital solution that makes it easy for us and our customers. We have reduced everything, from education to experience and from knowledge to expertise, to clear competences. This way we can immediately see to what extent a candidate fits a vacancy. ‘
Search and choose online
Instead of a pack of paper CVs, an A4, digital or printed, with the key data and important skills is sufficient. TecLine customers can search and decide online, whether or not in consultation with a TecLine advisor.
‘We have foreigners working on many projects in our country. We have profiles of them; we can make them available within our planning cycle. We draw up profiles for candidates abroad during our recruitment. Dozens of foreign technicians come to us every week. We make them available to our clients within a week. We provide VCA / SCC training, accommodation, transport, tools, insurance, tax number, you name it. All things difficult, for example because they are time-consuming. For example, in the Netherlands you can only apply for a social security number for a limited number of municipalities. Shouldn’t that also be digitally possible? In the case of housing, we are faced with a shortage of living space and against all sorts of strict regulations if, for example, we wish to relocate an office building for temporary occupation by foreign technicians. Also, programs are often not available in English or German language versions. All very difficult.”
The demand for foreign technicians is large. The easier it is made, the greater the chance that they will start working in Germany. ‘Make it as attractive and easy as possible for them’, Muller concludes.