Challenges and opportunities in the tight Dutch IT labour market

• Published in: Technology in society Vol. 77; p. 102541
• Main Authors: Ciff, T., Brouwer, A.E., Ponsioen, A., Van Lieshout, H.
• Format: Journal Article
• Language: English
• Published: Elsevier Ltd 01.06.2024
• Subjects: In-house recruitment; IT professionals; Labour market; Large organisations; Lateral entrant; SMSs; Talent management; Lateral entrant; Labour market; IT professionals; Large organisations; SMSs; Talent management; In-house recruitment
• DOI: 10.1016/j.techsoc.2024.102541
• ISSN: 0160-791X

Digitalization has profoundly permeated our lives. In Europe; The Netherlands, together with Finland, Sweden, and Denmark, are digitisation leaders. This intense use of technology asks for specialized IT professionals to manage it. Focusing on The Netherlands, there is a scarcity of IT professionals on the labour market. In order to gain more insight into the diverse perspectives employers have on the challenges and solutions around recruitment and retention of IT professionals, an exploratory-explanatory qualitative research design was operationalised and 36 semi-structured in-depth interviews were conducted with one or more representatives of SMEs and larger organisations. The outcomes showed that both, SMEs and large companies have vacancies and an increasing demand for support with digitisation and that the market demand mainly requires senior staff which are difficult to recruit and retain. Large companies mainly focus on IT knowledge while SMEs focus on ‘cultural fitness'. Both types of organisations practise “aggressive” forms of recruitment and they would prefer and focus on “more organic” forms of recruitment. The in-house recruitment is present mostly in large organisations and training and knowledge development is an important tool for recruiting and retaining staff in organisations. The recruitment focuses on more income, influence and involvement, by improving the primary and secondary employment conditions where well-being and maintaining a healthy work-life balance are of utmost importance. •Large and SMEs in the Netherlands have vacancies and an increasing demand for support with digitisation.•Market demand mainly requires senior IT staff which are difficult to recruit and retain.•Large companies mainly focus on IT knowledge while SMEs focus on ‘cultural fitness'.•Large and SMSs practise “aggressive” forms of recruitment and they would prefer and focus on “more organic” forms of recruitment.•The in-house recruitment is present mostly in large organisations and training and development is an important tool for recruiting and retaining staff in organisations; and the overal recruitment of IT talent focuses on more income, influence and involvement, by improving the primary and secondary employment conditions.