Vacancies that have been open for months, while hundreds of thousands of people are at home without work. It is a paradox that Paul van der Aa, lecturer in Inclusive Labour at Rotterdam University of Applied Sciences, has been studying for over 25 years. In the Working professor podcast he speaks to Wendy van de Ierschot about what it takes to break that mismatch.

The group that stands by the side is diverse, Van der Aa emphasizes. These are people with health restrictions, the long-term unemployed who lost skills and self-confidence, but also people who simply do not come into the picture due to discrimination. Anyone who only looks at who is registered with the UWV is missing a big 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 threshold for vulnerable groups. But a change is also visible: more and more employers feel partly responsible for creating opportunities, instead of leaving that task entirely to the government.

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

Open hiring

He sees a promising alternative in open hiring. In addition, anyone can sign up without an extensive selection, after which they will search for a suitable place.

Encounter is essential here. A Feyenoord project where young people and employers first attended a football clinic together illustrates how to remove the pressure of applying and create an equal atmosphere. It is a good example of how sniffing internships and informal introductions contribute to breaking image on both sides.

But structural change requires more than good will. Employers could split functions more flexibly and focus only on real minimum requirements. Municipalities and UWV should invest in meaningful matching and network development, instead of application obligations as an end in themselves.

What still surprises Van der Aa after all these years? That some employers go further than anyone would ever expect from them, and that's exactly 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: Encounter and work experience are crucial to bring employers and job seekers closer together and to break perceptions.
• 3: Both employers and public organizations need to invest in networks, training and successful examples to make the labor market truly more accessible.

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