Employers in Belgium

Director of the Red Cross Reception Centres of Jette and Uccle, Belgium and Deputy Director at the Red Cross Reception Centre in Uccle, Belgium

Farid and Chloé's Story

In my opinion, migrants are an asset to any organization or company. We never look at the name on a job application - nor at religious beliefs, race, sex, social status or political affiliation. We only focus on competences. At our Red Cross centre, we have a long history of hiring staff with migrant backgrounds. They come from various countries and cultures and have experienced different journeys. Having an employee who has knowledge of the residents’ languages, of their culture and experiences, is a big asset for us.

Good profiling for the General Purpose position at our centre consists of conducting a personal interview to identify which qualities the candidate has that are necessary to perform the job, we measure their  level of motivation, and we conducti a scenario test to examine how the candidate would react in different situations. It is important to explain what is expected from the employee, what the rules are and to identify possible issues. We cannot emphasize enough the importance of going through all these aspects with employee candidate during the job interview, as communication is key to a well-functioning workplace.

With Ajmal, we liked his résumé, his knowledge of languages, and his responses to the scenario tests.  He had previous experience as a volunteer in humanitarian work which prepared him well for this position. Ajmal was also a resident of the centre and his volunteer experience with the Citizen Service network and prior work experience was seen as great assets. But the most compelling reason we chose to hire Ajmal was his level of compassion and motivation. He was really inspired to work here.

 Migrants bring new ideas and expertise. They expand the network of organizations and companies and provide employers with a new recruitment pool. We have come across magnificent résumés of engineers, doctors, PhD holders with impressive academic and professional careers who have difficulties finding a job in other sectors.

Our advice to other employers would be to rise above names and nationalities. We should be able to introduce anonymous job applications and focus on the candidate’s intelligence and capacities. I really hope that employers in Belgium can unlock the potential in newcomers with foreign backgrounds.

“The most compelling reason we chose to hire Ajmal was his level of compassion and motivation.”

Successfully hiring a new employee always depends on two things: a good profiling of the candidate, and some good luck, whether or not the new contract will benefit both parties. Good profiling for the general-purpose position consists of conducting a personal interview to identify which qualities the candidate has that are necessary to perform the job, identifying what his/her motivation is, and conducting a scenario test to examine how the candidate would react in different situations. It is important to discuss and explain in advance what is expected from the employee, what the rules are and to identify where possible issues could occur. We cannot emphasize enough the importance of going through all these aspects with a future employee during the job interview, as communication is key.

With Ajmal, we liked his résumé, his knowledge of languages, and his responses to the scenario tests.  He had previous experience as a volunteer in humanitarian work which prepared him for this position. Ajmal was a resident of the centre and his volunteer experience with ‘Citizen Service’ and work experience with the WTC Red Cross centre were seen as great assets. But the most compelling reason we chose to hire Ajmal was his level of humanity and motivation! He was really inspired to work here and I will never forget the pride on his face, wearing a big smile, when arriving on his first day in his Red Cross uniform.

Migrants bring new ideas and expertise, they expand the network of the company and provide employers with an enlarged recruitment pool. We have come across magnificent résumés of engineers, doctors, PhD holders with impressive academic and professional trajectories who apply for jobs at the centre and who have difficulties finding a job in other sectors. One piece of advice for other employers would be to rise above names and nationalities we should be able to introduce anonymous job applications and focus on the candidate’s intelligence and capacities. I really hope that the shift in mentality among Belgian employers can be continued and that they realize the potential in newcomers with foreign backgrounds.

يستخدم موقع منظمة الهجرة الدولية ملفات تعريف الارتباط. بالاستمرار في استخدام خدماتنا، فإنك توافق على استخدام ملفات تعريف الارتباط و التقنيات المشابهة. اغلاق