Talent Acquisition at Customs Netherlands

Customs Netherlands is critical in ensuring secure and fair trade while protecting society and facilitating international commerce. However, increasing complexities like online global purchases, rapid technological advancements, and annual retirements demand a workforce transformation.With approximately 1,000 positions to fill each year, customs Netherlands needed to evolve its Talent acquisition strategy to attract diverse, future-ready talent and meet competitive targets.

1200

Over the span of just 12 months, the company successfully filled 1,200 positions, exceeding their ambitious target. This achievement addressed immediate workforce needs and reinforced Customs Netherlands’ reputation as a progressive and inclusive employer.

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Developing the employer brand

We conducted in-depth internal and external research to uncover how Customs Netherlands was perceived as an employer. Using these insights, we crafted a clear and compelling employer value proposition (EVP) that aligned with their mission and emphasized diversity, inclusion, equality, and purpose (DIEP). This EVP became the foundation for their employer branding initiatives, positioning Customs Netherlands as an inclusive and innovative company.

Building digital presence

To attract talent effectively, we developed a “working at Customs” website optimized for SEO. The site showcased job openings and values, culture, and opportunities at Customs Netherlands. It provided transparent insights into the hiring process and promoted upcoming events, making it a go-to platform for potential candidates.

Launching inclusive campaigns

We designed targeted campaigns with inclusivity at their core. These campaigns used diverse candidate personas to align messaging with the needs of different demographics, from digital natives to strategic thinkers. By leveraging data-driven segmentation, we ensured that each campaign reached the right audience, boosting engagement and applications.

Implementing data-driven tools

A central data infrastructure allowed Customs Netherlands to monitor performance in real-time. Predictive analytics enabled the company to anticipate workforce needs, while quantitative and qualitative methods helped refine decision-making at every step. This data-driven approach optimized the hiring funnel, making the process more efficient and effective.

Strategic workforce planning

To address their long-term goals, we developed a strategic calendar that prioritized roles based on urgency and impact. Additionally, we advised implementing a new applicant tracking system (ATS) to streamline operations and enhance the candidate experience.

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Talent Acquisition at Customs Netherlands

Developing the employer brand

Building digital presence

Launching inclusive campaigns

Implementing data-driven tools

Strategic workforce planning

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