Labor Market Lighting: How to Attract Top Talent

An article in LED Magazine, now Solar Magazine, is about recruitment in the lighting sector, in which Niels Uljee from Voltys is interviewed about recruitment in the lighting industry.

The strength of an organization lies to a substantial extent in the sum of the qualities of its people. For a lighting company, it is no different.An article in LED Magazine, now Solar Magazine, is about recruitment in the lighting sector, in which Niels Uljee from Voltys is interviewed about recruitment in the lighting industry.

The strength of an organization lies to a substantial extent in the sum of the qualities of its people. For a lighting company, it is no different.

Consequently, a quantitative and qualitative imbalance in the labor market is a problem. The editors of LED Magazine asked Niels Uljee of Voltys Recruitment about the current state of affairs: 'The best people have freedom of choice. There are few of them. They want to work for companies that have something to offer them. Hiring them is not for everyone; they separate the wheat from the chaff, while they can make the difference in the success and growth of a company. The consequence is that there is a large group of companies in the lighting sector that is not moving forward. In other words: the labor market is partly locked down, and that has an impact on the market.'

So what can you, as the average small or medium-sized enterprise (SME), actually do to compete in the battle for those people?

A sexy image, innovative products, smart working methods, and a compelling story are attractive. Ensure you stand out. Innovate in your service delivery, organization, and market approach. I am convinced that these kinds of qualities are not reserved for large, financially powerful companies. Even a smaller enterprise can, with some creativity, position itself as an organization people want to work for. Of course, you must then deliver on what you project in practice.

Consequently, a quantitative and qualitative imbalance in the labor market is a problem. The editors of LED Magazine asked Niels Uljee of Voltys Recruitment about the current state of affairs: 'The best people have freedom of choice. There are few of them. They want to work for companies that have something to offer them. Hiring them is not for everyone; they separate the wheat from the chaff, while they can make the difference in the success and growth of a company. The consequence is that there is a large group of companies in the lighting sector that is not moving forward. In other words: the labor market is partly locked down, and that has an impact on the market.'

So what can you, as the average small or medium-sized enterprise (SME), actually do to compete in the battle for those people?

A sexy image, innovative products, smart working methods, and a compelling story are attractive. Ensure you stand out. Innovate in your service delivery, organization, and market approach. I am convinced that these kinds of qualities are not reserved for large, financially powerful companies. Even a smaller enterprise can, with some creativity, position itself as an organization people want to work for. Of course, you must then deliver on what you project in practice.