Nowadays, the news is often filled with messages claiming that it is difficult to find new talent in the IT industry. However, I don't completely agree with this notion. The only question is how to make your company an attractive choice for potential employees and actually choose you!

For instance, in April, we participated in a career fair in Amsterdam that specifically targeted a younger audience. We were pleasantly surprised by the number of IT stands at the fair, as well as the large attendance of both young individuals and more experienced professionals.

In my observation, younger people are generally open to conversation, so it's important for us to approach them. They may not immediately come out of themselves, but once we establish that initial contact, they are willing to listen and show interest. Additionally, they are eager to learn. This is where employer branding becomes crucial. What can we offer them? How do we commit them to the company? Do we provide training programs or internal education? Is there an academy or a high potential program? I believe the key to a successful recruitment program lies in answering these questions. If we can keep our employees engaged and committed to the organization, they will not only stay, but also recommend new talent to join us. Sustainable employment is a prominent trend in HR, and I believe it extends to the recruitment area as well. We should not focus solely on vacancies or job descriptions, but rather on the individuals and their profiles to determine if they are a good fit for our company. When they join us in a particular position, it is just the beginning of their journey at Quistor.

The younger generation, often referred to as Generation Z, places great importance on work-life balance, inclusion & diversity, and environmental sustainability. They view themselves as part of a larger community. Questions such as "Can I work from home?" and "Can I bike to work?" are top of mind for them. They also consider the company culture and values.

Lastly, I believe it is crucial to establish Quistor as a brand even when our future colleagues are still in school or during their internship phase. It is important to be present and visible at universities. Even if they choose not to intern with us, they will be aware of our existence through company presentations. Perhaps one day, when they have more experience, they will knock on our door... who knows?