In the four years that Jan Willem Tolhoek has been working for FreshRecruitment, he has already witnessed many changes in the market. "Ten years ago, recruiters were often seen as cowboys and CV-pushers. Fortunately, that perception has changed — more and more entrepreneurs and candidates now recognize the value of recruiters."
"Although it still happens in our sector too, we categorically refuse to simply send CVs. We genuinely strive for commitment with our clients, and in doing so, we also expect a certain level of investment from them — not just financially. When companies ask me to send twenty CVs, I explain that it makes no sense. By speaking with someone, you understand what they truly need. That's never twenty CVs — one, two, or at most three good candidates are enough."
FreshRecruitment was founded ten years ago by Bob Verburg, who until then was one of the owners of Ceres Recruitment. He devised a franchise model where other recruiters, each with their own specialization within the food industry, could join as self-employed professionals. Two years ago, Jan Willem — who has a 30-year career in the fresh produce trade — became the owner of FreshRecruitment. The team now consists of six recruiters, each with their own area of expertise within the agri-food sector. "We speak the language of the people we work with, whether it's in the world of fresh produce, dairy, floriculture, retail, or quality."
Movement in the market
"There is a lot of movement in the market. Almost every day, I receive calls from candidates indicating they are unofficially open to a new opportunity. It really has become a candidates' market. Personally, I sometimes question that. Companies are doing all sorts of things to attract staff, but in my view, retaining staff should be much easier. That may sound strange coming from a recruiter, but it's genuinely how I see it."
"Many employees feel misunderstood because there's no room for their personal needs, they are not given responsibilities, or promises aren't kept. Companies handle this in very different ways, but I'm sometimes surprised at how little they still accommodate employee wishes. At some fresh produce trading companies, a 'dad afternoon' during the week is unthinkable — but I believe, with proper agreements on availability, much more should be possible. At some trading companies, starting work at 7 a.m. is still considered late, but one might question whether starting earlier is really necessary just to align prices."
Mix in age and gender
"The new generation of employees has different needs than their parents, who may still be working at the same company. If your company is made up entirely of men over 45, you shouldn't be surprised if a 23-year-old woman doesn't apply. I believe too few companies are aiming for a good balance in age and gender. Ideally, in my view, the composition should be one-third under 30, one-third between 30 and 50, and one-third over 50. After all, the latter group still has at least 17 years of work ahead, has completely different priorities than younger people, and often values job satisfaction more than salary."
"We see ourselves as a temporary colleague of our client, helping entrepreneurs reflect on their decisions. It's a mutual process. You may be looking for a replacement for a departing employee, but what are you really looking for? And where do you want your company to be in, say, five years? These may not be the questions an entrepreneur initially wants to consider, but they do help get to the core of the matter," says Jan Willem.
"For many candidates, it's ideal that they can come to us with their questions — as an independent sparring partner — rather than going directly to a company. The advantage of our firm is that all our recruiters know their sector inside and out. In the fresh produce sector, for instance, vertical integration is increasing, but there will always be room for traditional day traders. Because I come from the sector, I can usually get a good sense of which candidate fits which company and culture."
Preconceptions
Back to preconceptions. "We often hear that recruiters are far too expensive. I often find that companies think a LinkedIn post will be enough — but those same companies often come back to us two months later. Just think about the hidden costs of that delay. HR managers in companies usually focus on personnel policies, training, and absenteeism, and they have a different network and industry knowledge than we do. That's where we can be complementary and really add value. Over the years, we've built a large database of candidates, and we can guarantee our clients — 99.9% of the time — that we'll find the right candidate!"
For more information:
Jan Willem Tolhoek
FreshRecruitment
Tel: +31 (0)6 8218 3103
janwillem@freshrecruitment.com
www.freshrecruitment.com