Job vacancies that remain unfilled for months, while at the same time hundreds of thousands of people are sitting at home without work. It is a paradox that Paul van der Aa, lecturer in Inclusive Labor at Rotterdam University of Applied Sciences, has been studying for more than 25 years. In the Werkprofessor podcast, he talks to Wendy van de Ierschot about what is needed to break through this mismatch.

The group that is left behind is diverse, Van der Aa emphasizes. It includes people with health limitations, the long-term unemployed who have lost their skills and self-confidence, but also people who are simply overlooked due to discrimination. If you only look at who is registered with the UWV, you are missing a large part of the story.

Careers have become more complex

Over the past 25 years, careers have become more complex and flexible. This undermines security and raises the bar for vulnerable groups. But there is also a noticeable shift: more and more employers feel jointly responsible for creating opportunities, rather than leaving that task entirely to the government.

Nevertheless, reach remains a persistent problem, Van der Aa observes. Job seekers often lack networks, while informal contacts are the key to most jobs. On the employer side, recruitment processes are unconsciously geared toward the "standard" candidate.

Open hiring

He sees open hiring as a promising alternative. This allows anyone to apply without an extensive selection process, after which a suitable position is sought.

Meeting each other is essential in this regard. A Feyenoord project in which young people and employers first attended a soccer clinic together illustrates how you can take the pressure out of job applications and create an atmosphere of equality. It is a good example of how taster internships and informal introductions help to break down preconceptions on both sides.

But structural change requires more than good intentions. Employers could make job descriptions more flexible and focus only on the absolute minimum requirements. Municipalities and the UWV (Employee Insurance Agency) should invest in meaningful matching and network development, rather than viewing job application requirements as an end in themselves.

What still surprises Van der Aa after all these years? That some employers go above and beyond what anyone would ever expect of them, and that this is precisely what makes the difference.

Three takeaways from the podcast:

• 1: Inclusive employment requires a broader view of talent, with employers looking beyond standard selection criteria and lowering barriers.
• 2: Meetings and work experience are crucial for bringing employers and job seekers closer together and breaking down stereotypes.
• 3: Both employers and public organizations must invest in networks, training, and successful examples to make the labor market truly more accessible.

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