Poland is No Longer the Obvious Answer to Staff Shortages

For years, the choice was simple. A shortage of workers in logistics, agriculture or production? Companies would quickly look to Poland. Polish workers have played an important role in the Dutch flexible labour market for many years. But this is no longer as obvious as it once was. For employers, it is therefore becoming increasingly important to broaden their recruitment strategy. 

 

Poland’s Labour Market Is Becoming Tighter 

The Polish labour market has changed significantly in recent years. Wages have increased considerably and the economic position of workers has improved. As a result, the financial difference between working in Poland and working in the Netherlands is becoming smaller, and moving to the Netherlands is no longer the obvious choice for everyone. 

Poland is also trying to offer more attractive conditions to younger workers. For example, employees under the age of 26 can, under certain conditions, benefit from an income tax exemption. 

This change is also visible in the Netherlands. Polish workers are still an important group of international employees, but employers and recruitment agencies are increasingly looking towards other European countries as well. 

 

The Labour Market Is Becoming More International 

The solution is therefore shifting from one main country of origin towards a much broader European labour market. At OPUS Recruitment, we now work not only with people from Poland, but also with people from Croatia and various Southern European countries. 

This offers employers an important advantage: the availability of staff becomes less dependent on labour market developments in one specific country. 

 

The Demand for Workers Remains High 

The fact that Poland is becoming less of an obvious choice does not mean that international workers are becoming less important. Quite the opposite. Especially in sectors such as logistics, agriculture, horticulture and production, workers from other European countries play an important role in filling vacancies. 

The challenge is changing. It is no longer just about whether you recruit internationally, but mainly about where and how broadly you recruit. 

 

What Does This Mean for Employers? 

For employers who have relied on a relatively steady flow of workers from Poland for many years, this development requires a broader approach: 

Recruit more broadly. By recruiting in several European countries at the same time, you become less dependent on the availability of candidates from one country. 

Different languages, different approach. A more international workforce requires clear communication, good support and suitable housing. 

Honesty and transparency are becoming more important. International candidates have more choices. Being clear about salary, working hours, housing, transport and employment conditions helps not only to find people, but also to retain them. 

 

Looking Ahead Instead of Holding On 

The days when one country was the answer to almost every staff shortage are behind us. Poland remains an important recruitment market, but it can no longer be seen as an obvious and unlimited source of workers. 

That is why we at OPUS Recruitment are broadening our recruitment activities. We work with candidates from Poland, Croatia and Southern Europe and continuously explore new European labour markets. This helps employers in logistics, agriculture and production make their staffing less dependent on one country.