From vacancy to sustainable placement

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IWS builds a network of motivated jobseekers through contacts within the refugee support chain and local communities and connects them with employers open to diverse talent.

The approach:

1. Employer intake vacancy, job requirements, workplace culture

2. Sourcing & selection

3. Candidate screening (skills, language, availability, motivation)

4. Employer screening (safe working conditions, realistic expectations)

5. Culturally aware candidate preparation, tailored to the specific vacancy

6. Employer preparation

7. Placement

8. Follow-up: day 1-7, day 30, day 60, day 90, day 180

 

What IWS does differently: many trajectories stop the moment someone is placed. Our experience shows that the period after placement is what actually determines success. That's why IWS's support doesn't end at placement.

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Workforce Bridge—Light

Do you prefer to handle the rest of the process yourself? We provide a shortlist of 2-3 qualified candidates, including CVs and a brief summary.

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Examples from practice: Through IWS, one status holder found work at a fast-food chain, another woman found a job in hospitality, and a third woman started her own restaurant with IWS's support.

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Advising on Effective Integration of Status Holders and Newcomers

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Practical, experience‑based insights for sustainable integration

IWS supports municipalities and social organizations in helping status holders and newcomers integrate effectively and sustainably into the workplace. Our advice is grounded in practical experience and a deep understanding of the Dutch labor market and work culture.

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Our Expertise Includes

• Effective workplace integration strategies Practical, evidence‑based approaches that support long‑term participation.

• Insights into cultural and practical barriers Clear guidance on common challenges in labor participation and how to address them.

• Advice on collaboration between municipalities, employers, and social organizations Strengthening cooperation to create smoother, more inclusive pathways to work.

• Support in designing inclusive work processes Assistance in building workflows that support diverse teams.

• Conversation support on cultural and language differences Helping teams communicate effectively across cultures.

• Practical toolkits and implementation guides Including templates and instructions for setting up inclusive onboarding processes.

• Presentations and knowledge sessions Based on our experience in international and national advisory bodies (IOM, RRAG), focused on workplace integration.

 

Quickscan Integration Approach

A low‑threshold first step: we assess your current integration approach and provide concrete, actionable recommendations.

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What We Do Not Provide

IWS does not carry out municipal casemanagement or PIP implementation tasks. We offer advisory and supportive services that complement the municipality’s regular integration trajectory.

Cultural Training for Employers and Teams

Training in Dutch workplace culture, communication, and navigating cultural differences: practical guidance for managers and teams.

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Support with Workplace Communication and Collaboration

When misunderstandings or tension arise in the workplace, we offer a listening ear, facilitated conversation, and advice for both employees and employers, and refer them to qualified professional support where needed.

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Subsidy Advice for Employers

We help employers identify relevant financial schemes available when hiring status holders or newcomers, such as wage cost subsidies (loonkostensubsidie) and the no-risk policy (no-riskpolis).

Work Preparation for Status Holders and Newcomers

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Before someone starts in a specific job, it is important to become familiar with Dutch workplace culture, communication styles, and expectations. IWS provides this preparation for status holders and newcomers on behalf of municipalities and organizations.

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What We Offer

• Introduction to Dutch workplace culture and expectations Clear guidance on norms, behaviors, and professional standards in the Netherlands.

• Communication and feedback skills How to give and receive feedback effectively on the Dutch work floor.

• Essential employee skills Punctuality, reliability, teamwork, and other core competencies for successful employment.

• Practical workplace‑focused language development Strengthening Dutch language skills needed directly on the job.

 

This is general work preparation, separate from any specific vacancy. Culturally sensitive preparation for one concrete role is part of the IWS Workforce Bridge.