Interview with Edwin Ummels: International Career Desk Recruiter

'I also work at CHILL short for Chemelot Innovation and Learning Labs, which is a dynamic environment that bridges the gap between education and industry. It provides students, startups, and professionals with the resources, expertise, and network to develop innovative solutions for real-world challenges. CHILL is located on Chemelot, an industrial site and collection of small and large chemical organisations located in Geleen. 

In collaboration with WTMR, I am involved in recruitment for employers at Chemelot and in the rest of Zuid-Limburg. The recruitment is aimed at highly skilled migrants and their spouses, but also international students who are starting their careers. It is important to note that this is a supportive and free service for the HR departments of the companies concerned.'

We urgently need these internationals to fill the gaps in the labour market, don't we?
'That's correct, although I can see that there is still work to be done. The highly skilled migrants who settle here have good work profiles, but I notice that it takes some time to find the right match between employer and employee. Both sides need to be flexible, especially when it comes to language requirements.

We will soon be starting consultation hours for highly skilled migrants on Tuesdays and Thursdays at Werkcentrum Zuid-Limburg at Centre Céramique in Maastricht.  I am working closely with my colleagues at Expat Centre Maastricht Region, who of course welcome many new internationals every week.'
 
What are some of the first practical tips you can give to employers?
'Make sure their arrival is welcoming and well-organised and, in addition to housing, also consider things like transportation. Not all newly-arrived internationals have their own car or a valid driving licence. We sometimes forget that because we take it for granted that we have our own means of transport. This isn't Amsterdam, where you can just hop on the metro or tram and if you miss it, you can take another one 10 minutes later. In Zuid-Limburg, you quickly find yourself commuting with various forms of public transport that are often delayed or don't connect well.'

‘A practical example I can share is when an Italian expat who was made redundant by a large company in Maastricht found a great new job with a large company in the industrial area close to the border of Aachen. However, this person lived in Maastricht and didn't have a car. When signing the contract, it turned out that the commute by public transport would take more than an hour each way. He was a perfect fit for the job, the contract was ready, but he couldn't sign because he had no means of transportation and couldn't immediately find new accommodation closer to his new workplace. He has since moved back to Italy, which is a real shame!'

'Support with learning Dutch: English is a language that we use to connect with each other, but we sometimes forget that in Zuid-Limburg. While many native Dutch speakers speak English relatively well, Dutch is often still a requirement for highly-skilled employees.'

A basic knowledge of Dutch can also be an advantage when helping new employees feel at home. It is good to encourage this, however learning Dutch does take time. As an employer, you can also offer certain benefits or contractual conditions in support of learning the language. For example, by allowing an employee with little or no Dutch to start working  while following a Dutch language course. There are many language institutes in the Maastricht Region. The expert team at Expat Centre Maastricht Region can advise on this.'

Where do you see (untapped) opportunities in the Maastricht Region for companies?
'Students  who have graduated from tertiary institutes here in the Maastricht Region. Most job vacancies require at least 2 years of work experience. If companies were to start offering people without work experience a kind of paid traineeship or another form of entry-level position after they graduate, they could get a taste of what the work is like. I am definitely talking about a paid position because these employees need to be able to build something for themselves. 

It may take the employer a little more time to onboard them, but you prevent a large group of new talent from remaining untapped or moving back to the Randstad.'