'Always get the job done!'

The labor market is experiencing exceptional tightness. Employers are facing huge staff shortages on a daily basis. You would think that this would be good news for people for whom it is normally difficult to find a job, such as people over 50, lateral entrants and migrant workers, but in practice this is unfortunately disappointing. "Employers continue to place (too) high demands on the personnel they recruit," says Henri Lensen, director of Profimax, a company that supports companies in the construction and facade industry in their personnel challenges. As personnel shortages continue to increase, Profimax receives many requests.

"Often it breaks down on language, minimum hours to be worked or skill matrix," Lensen said. "Employers too often do not want to make concessions. Our pool of 20% consists of Dutch or Dutch-speaking people and also professionals from other European countries, who are only too happy to work here. Therefore, it is time for employers to start thinking differently. Not from the vacancies they have, but from the available skill matrix of the candidates who are available. A motivated person over fifty with too little experience? We train them together with the customer! An experienced production employee from Lithuania who does not meet all the job requirements but does have the right attitude? We will give him additional guidance in the production line! It is mainly a question of the right mindset. Years ago, many of our clients also had to get used to seeing a Polish carpenter at work, while the white license plates on construction sites and at production companies are now unthinkable."

Focus on the right feel

Profimax believes that retaining staff is at least as difficult as recruiting new staff, Lensen said. "This is also why at Profimax we tend to work with permanent teams, which are supported daily by our field managers. We go into production or on the construction site and ask our customers specifically about their desired job profiles. We then hold these against our employees' skill matrices, focusing on the right feel. Are our employees going to feel comfortable here? As mentioned, all our customers want an employee with an 8, but an employee with a 6.5 and with growth potential is just as interesting. Managing expectations is key in the start-up process. We used to have too many drop-outs in the first 2 days. That is fortunately a thing of the past due to the current working method. Profimax increasingly succeeds in getting the work realized together with the customer, within budget, within the quality standards and not to forget within the planning. More and more clients fortunately realize that the market has become a labor market in recent years. We are successfully anticipating this together."

"Our areas of operation have traditionally been in roof and facade technology, finishing and metal, with our people being deployed both in production and on the construction site. Last summer we additionally started a construction division," Lensen says. "Our employees feel perfectly at home on all utility works in the Netherlands and Belgium. At Profimax, VCA, PPE, GPI and the Construction Pass are always the standard. We have our own inspector for our tools and fall protection equipment such as harnesses, shutlines, etc. Of course, Profimax is SNA (NEN 4400-01) certified. We will also be participating in the energy performance and safety ladder in 2022."

The alternative to subcontracting

Profimax works exclusively on the basis of hours performed, Lensen emphasizes. "We do not take on works for a fixed price. Our working method is the new standard and the alternative to subcontracting." According to him, working in subcontracting is out of date and also no longer responsible. "This is because the subcontractor has no grip on the process in which he is engaged and no influence whatsoever on the planning, deliveries and construction situation. The client-subcontractor relationship is not based on cooperation, but on shifting risks. Working on the basis of hours worked, on the other hand, is based on cooperation. During the preliminary phase, the client has been able to think carefully about how he wants to realize the work, in how many assembly hours and in how many operations. Profimax personnel always work under the client's daily supervision. Once we start work, we have one common goal: to realize the work safely and within the quality standards and schedules. In practice, it is increasingly apparent that this is the right way to work! We face a common challenge and this is reflected in the mutual atmosphere. Profimax customers are increasingly embracing this cooperation and we are very proud of that!"