60 applications in a week, how did Ferr-Tech pull it off?

Since its start in 2020, Ferr-Tech has had 7 co-owners. In the second year, they hired their first employees and the company grew from 7 to 14 people. It also added 8 on-call workers, a flex pool. At that time, staff shortages were already high. And it still is. Over a third of entrepreneurs in the Netherlands suffer from it.

Meaningful work appeals

A vacancy can be open for as long as two months. How did Judith le Fèvre get her applicants? "We attracted them like a magnet. For instance, the vacancy of lab analyst got as many as 60 responses. We have a product with which we contribute to a more sustainable world. And many candidates find precisely this important. I also think that our location in Meppel helps. We don't have much competition from other chemical companies in terms of the labour market. Certainly not sustainable chemical companies."

Heleen Mes is founder of HXWork and focuses, among other things, on employee experience. The company inspires and advises organisations on being top employers. Mes confirms that many applicants want to work for you because of your company's contribution. For example, to society or the environment. "More and more people want to have meaningful work. So write online about your vision and mission. On your website, in the vacancy text and on your company and personal social media channels. Put an appeal in your vacancy text asking who also wants to make a case for road safety or climate change. That way, you immediately attract candidates who stand behind that vision."

Culture decisive

Mes argues that jobseekers want to know where they will work. The atmosphere is decisive, as is the culture and the boss. Show what you value in norms and values and do not copy 'the drinks or ping-pong table' by default.
Le Fèvre pays a lot of attention to company culture. "If you get more staff, you have to ensure a good culture within your company. We therefore look for people who fit the culture we have. We value freedom and trust and therefore have as few rules as possible, and therefore no fixed working hours. Our company opens when the first employee opens the door and closes when the last one leaves. We do many fun activities together, for example the tradition of the late summer BBQ with food from our employees' different cultures. Partners and children are then also welcome. And we celebrate successes together, big and small."

Finding staff, 3 tips

Despite the staff shortage, you can find suitable staff. These 3 tips from Mes will get you more applicants now and in the future. 

1. Check your online reputation as an employer

"Job applicants and (former) employees give their opinions about you as an employer online. For example, through job market websites such as Indeed, Glassdoor, or LinkedIn. More than 50% of jobseekers search online to find out what your company's reputation is", Mes explains. "They form an initial opinion based on that." This can determine whether or not someone will apply for a job with you. Check how you are known, and whether this matches how you want to be known. If it does not, then make an improvement plan and do employee satisfaction surveys, for example.

2.  Write your own job vacancy

Your job vacancy is an advert for your company. So, do not just copy a standard job ad, but create your own. And make sure this text fits your corporate culture. Be transparent about your norms and values and reflect this in your writing style. "Make your text appealing and not too stiff, you obviously want to convince someone how much fun the job is", Mes believes. Above all, jobseekers want to get a good feeling about the vacancy. And someone does not get that by reading about the tasks you have to do. And mention the salary right from the start, that way an interested party immediately knows whether it matches their current income and financial situation. "Mentioning an estimate of the salary is also possible."

3. Turn your applicants into fans

Make sure every applicant looks back on the application process positively. After rejecting a candidate, you quickly lose their commitment. While this could also be a candidate for the future. Or a fan who will recommend your company to their own network. "Make sure, for example, that an applicant always receives a reply and also provides substantive feedback", Mes tips. She mentions a few more common pitfalls in a job application process:

• Starting an interview too late, forcing the applicant to wait in the corridor.
• Not giving the applicant a say in when the interview takes place.
• Making the applicant return several times for follow-up interviews.
• Not explaining the course of the procedure.
• Not allowing the applicant to speak during the interview.

Positive even when you reject an applicant

If there is one moment when you can make a difference, it is at the point of rejection. Mes: "Of course the applicant is disappointed, but don't make the situation even more awkward for them. Clarify the reason, express your appreciation that someone applied and give tips for the future. And ask about their experience of the application process."