It’s great that you are giving a newcomer a chance! Working with newcomers is incredibly valuable, but there are a number of things you could or should pay extra attention to as an employer.
It is important for organisations to not only consider the legal aspects, but also to focus on providing good guidance, clear communication and social integration. This way, you create opportunities not only for the employee, but also for your organisation. Below are some important points to consider:
Language & Communication:
- Do not expect perfect English or Dutch right away, especially at the beginning, as nerves can cause language skills to be somewhat lacking. Give this time;
- visual aids, repetition and simple instructions help enormously;
- consider language lessons or guidance in the workplace if there is little to no improvement. We can provide support in this area if desired.
Introduction process & Pace:
- Take a little more time for onboarding;
- take your time showing them their tasks, preferably in small steps, and check that they have really understood. Due to cultural differences, people may say “yes” without really meaning it. By simply asking the other person to repeat the instructions, you can be sure that they have understood and avoid creating false expectations;
- assign the newcomer to a buddy or colleague. This is extremely helpful for questions about work and social contact. There are training courses that are ideal for turning a colleague into a buddy. Ask us about the possibilities.
Legislation and regulations:
- Check that all documents are in order (e.g. residence permit, citizen service number). You can assume that we have already done this, but it does not hurt to check for yourself;
- if the employee has joined your company directly, in some cases you will need to report this to the IND or the UWV. If the recruitment was done through us, you can expect us to inform you of this in good time.
Culture, Expectations, Social Integration & Safety:
- Immigrants are often unfamiliar with Dutch work culture. A clear explanation of the work, rules, working hours and customs (unwritten rules) helps them to integrate more quickly;
- teams can benefit from awareness of cultural differences, as this promotes mutual understanding and prevents miscommunication. For example, introduce each other to your “own cuisine” by organising a weekly lunch together, prepared by a different colleague each week;
- allow room for questions – a lot is new;
- make sure the newcomer feels welcome in the team, take their language level into account and involve them;
- keep an eye on whether someone feels at home – ask regularly how they are doing.
Finances and subsidy options:
- There are (local) schemes and subsidies for employers who hire status holders or migrants, such as wage cost subsidies or language courses. Ask us about the current options for your unique situation;
- naturally, pay the correct wage, in accordance with your collective labour agreement or the statutory minimum. Be transparent about the terms of employment.
Building inclusion together starts with understanding, attention and patience. We are happy to help you with that, don’t hesitate to contact us.
