Company Rensen trains new people internally

Rensen arranges the technology in this tight market in a unique and proactive manner

You can grow to the top within control technology company Rensen. As a result, some colleagues have been developing within this great organization for years. In this tight labor market, they are now reaping the benefits. 

You don't learn control technology at school

Commercial director Ruud Cuppé and technical director Michel van der Leest want to empower people. That is why they pay a lot of attention to guidance and internal training. Binding people to you by stimulating them in a pleasant working environment, that is Rensen's culture. As a result, many employees often stay with Rensen for a long time. The directors themselves are living proof of this with 23 and 18 years of Rensen on their CV.  

Doesn't your ideal employee also come straight out of school? Then read on. 

Ambitions in sight

 “We invest a lot of time in maintaining our relationships with existing employees. We consciously make time for this,” says Ruud. “We visit the construction site, have a chat with our colleagues, listen to feedback and are respectful to each other. In this way we discover where personal strengths lie and what the ambitions of our employees are.” 

Michel: “Anyone who comes to work for us and asks 'What can I grow in?', I immediately ask a question in return: what do you want to grow in? Our colleagues choose their own path.” 

Internal training

“We are good at providing direction and guidance. You don't learn control technology at school. It is about working with a direct colleague who has all the knowledge and skills of the profession. Then you also grow every day.” 

This process of internal guidance and training takes time, but Rensen is happy to take it. This allows colleagues to experience that they have the time to learn 'on the job'. That Rensen really takes this seriously is evident from the fact that they hired someone specifically for this a few years ago. “He monitors the main lines. However, you will not be drowned in a new position with us, because we are all at the heart of the organization,” says Ruud. “There is always a safety net,” Michel adds. 

Software engineers wanted

Rensen is off to a good start with internal training and the growth of young talent in panel construction. Yet there are still wishes. Because who will soon fill the vacancy of software engineer? And can he bring some friends with the same skills?  
 

“There is certainly internal training and guidance for these positions, but a network is also important when you are looking for talent. For example, we are in discussions with trainers in electrical engineering and mechanical engineering. In our opinion, it is better to have a construction heart with a love for IT than the other way around to work at Rensen. In this way, we actually retrain students even before they have started their first job. That fits perfectly with our pioneering, enthusiastic and committed character.”  

Upcoming talent

The energetic company in Uden has stood for a no-nonsense culture for decades. Rensen empowers employees by offering them space and growth opportunities. A win-win situation according to the directors. What is certain is that by training people internally, the company will always be ahead in the labor market. This way the level of knowledge and quality remains high and Rensen. A place where people want to work.