Collaboration among our labels: connection, strengthening and growth

In the dynamic world of employment mediation and consultancy, collaboration is the key to success. The Specialist Group (TSG) understands this like no other and uses a unique formula in which various labels reinforce each other at national and international levels. This approach not only offers a diverse and specialist service but also enables TSG to continuously build and innovate while maintaining a personal approach and local culture.

TSG’s success is based on a conscious choice for specialization and continuous innovation. Instead of placing all labels under one brand, TSG focuses on strengthening each other through collaboration. Emanuel Peters, director of Sensor, explains: “Our strategy is to strengthen each other through collaboration. For example, when a challenge arises at Sensor, it can consciously pass it on to STAR, which excels in handling this. We retain our strength by focusing on what we are good at and optimizing that.”

One concrete example of this synergistic collaboration can be found in the partnership of TSG labels Litecad and Sensor. Litecad is a leading engineering firm characterized by its specific approach and strong reputation in attracting and retaining customers and specialists. Yet Litecad faced a challenge in attracting new, young specialists.

To take on this challenge, we have Sensor, a label that excels in attracting and retaining (young) talent. Emanuel explains: “This results in Litecad and Sensor strengthening each other, with Sensor focusing on attracting suitable specialists. This collaboration simplifies the process of recruiting and retaining staff.” One concrete example of this is Litecad’s Pipeliner traineeship, in which Sensor quickly and efficiently delivered five suitable professionals for a NAM project, which resulted in a successful completion of the project.

A larger sales area

Similar dynamics apply to other labels, like STAR and Sensor. STAR has an extensive customer base, while Sensor excels in finding and contracting young specialists. Emanual explains: “Productive collaboration between these labels creates a larger sales area for all TSG organizations. This results in more opportunities for specialists to work with various customers, which results in more diversity in their work. This promotes the development of both the specialists and TSG customers.”

A personal approach and local culture

Through a proven strategy, the Specialist Group maintains the local culture and personal approach between the labels. Each location has its own identity, and although they want to keep that culture, there is one system and structure to strengthen collaboration. They establish norms and values, such as working hours and desired behavior, but adapt their approach to the various motivations of different regions.

Emanuel emphasizes the importance of internal investments in personal relationships, regular conversations, and check-ins. “We have managers and team leaders who promote open communication. There is attention to specific areas of expertise and a structured weekly schedule that ensures involvement.” TSG’s system is designed to ensure constant personal attention, including to customers. “To strengthen customer relationships, we regularly visit customers and specialists on location. We are there at least four times yearly, creating lasting relationships.”

An approachable and non-distant culture characterizes TSG. They like to keep it personal and resolve any tensions immediately. “This approach makes it easy for people to talk to us and makes it pleasant to work with us,” adds Emanuel. “We use a business-like but informal approach, which reduces the distance between each other. Our strength lies in building strong relationships.”

Bind, captivate, and retain

“Even though we consist of different labels, we feel like one company,” says Emanuel. “STAR, Sensor, and Litecad experience more unity, which allows us to make an impact quickly and find each other better. TSG’s goal is always to bind, captivate, and retain specialists, facilitating a working environment where employees thrive.”

In a market where qualified personnel are scarce, it remains crucial to understand how to attract, captivate, and retain people. “We ask ourselves: What do we offer our specialists? And how do we ensure that they remain involved in their work?” The key word, according to Emanuel, is ‘preservation.’ “How do we retain talented people so our organization can function optimally? Offering opportunities for growth and development is essential because a constant flow of people contributes to a dynamic and successful working environment.”