Shortage? Focus on
preventing vacancies!
Blog by
Paul Bongers
The demand for new employees is currently huge. In logistics, healthcare, industry, technology, and hospitality, there’s a strong demand for staff. Not surprisingly: In the first quarter of this year, there were 450,000 vacancies. In 2019 there were 280,000, and during the Corona period in ’20/’21, on average about 215,000. I see, just like in the 1990s, many initiatives aimed at filling vacancies. They are all ‘tools’ focused on inflow: recruiting new employees and filling vacancies. I believe there’s another way, and I’d like to take you along with me.
Because, what if you had no unwanted employee turnover?
These initiatives may contribute to some extent, but ultimately, the problem can’t be solved this way. Simply because, due to declining birth rates, there are fewer and fewer people available. Moreover, this way you’re just ‘shuffling people around’ from one company to another; from the competitor to your company and vice versa. We need to look at our labor market differently. Not too much focus on inflow, but much more on outflow. Because what if your company didn’t have any unwanted employee turnover? Let me explain…
Two types of unwanted outflow
By unwanted outflow, I mean employees leaving whom you don’t want to lose. Employees who are skilled and sustainably employable, in whom you’ve invested, and who are important for carrying out the work. In my view, there are two key factors companies can influence when it comes to unwanted outflow. Together, these two account for up to 25% of outflow in some companies, and therefore for 25% of open vacancies in the Netherlands; that’s well over 100,000 vacancies. Specifically:
1) Departure of dissatisfied employees
2) Absence due to illness
How do you ensure satisfied employees?
It is known that satisfied employees are more productive, less likely to leave for a higher salary at a competitor, and make the company stronger. But how do you ensure satisfied employees? Research shows that, in addition to good pay, employees stay with a company for a pleasant work atmosphere, good work-life balance, and opportunities for growth. Yet, I still hear from employers unwilling to consider a four-day workweek and forcing overtime; they end up in a self-created downward spiral. Dissatisfied employees leave; new vacancies arise; this increases workload; more dissatisfied employees, who then also leave. Another vacancy…
A sick leave rate of 6.3% – not too bad?
Then, sickness absence. On average, it was 4%. In the first quarter of this year, absenteeism in the Netherlands was 6.3%. Not too bad, you think? Because 93.7% are still at work? But if you consider that in the first quarter of 2022, about 9.4 million people were working, that means nearly 600,000 employees are off sick at home. Not productive. Not available. While we have 450,000 vacancies. Many of these vacancies arose because employees are temporarily or for a long period incapacitated. Zero percent absenteeism isn’t possible, but every percent lower means 60,000 fewer employees are at home—so 60,000 more vacancies filled. Managing sick leave is therefore very important and can benefit your company.
My tip: Focus on preventing vacancies
My tip for labor market shortages: focus not only on vacancies but on preventing vacancies. Really, it will bring you so much more. I won’t solve the labor market shortage, but I’d love to brainstorm with you about unwanted turnover. Feel free to call me – over a cup of coffee, I’d be happy to discuss it with you.
Paul Bongers
Career Advisor
I now have over 25 years of experience in HR. From recruitment and selection to conducting interviews and guiding employees looking for a new job, to carrying out development and reintegration programs.
