Traineeship

"It gives peace of mind and clarity to be able to explore different directions"

When Hidde de Jong applied earlier this year for a position in the master planning department, he did not expect to start as a trainee. “But during the job interviews, they saw my ambition to develop myself and through the traineeship we were able to set that ambition in motion.”

The traineeship consists of three phases: an operational, tactical, and strategic phase. Each phase lasts about a year, although this also depends on the trainee’s preferences. Together with a coach, the trainee’s needs are assessed, and the programme is tailored accordingly. It starts off with an operational role, such as customer service or the commercial control team, and from there it is developed further into more strategic or specialist positions.

“The difference with a regular entry-level position is that we make concrete plans in advance,” explains Mark Born, Sales Operations Manager, and De Jong’s coach during the traineeship. “We look at ambition and potential, and then we build a journey around that. Along the way, you decide whether you want to grow into a specialist or managerial role. That provides clarity, but also the flexibility to adjust. We assess in each phase what support is needed and available.” For De Jong, this meant starting off in the customer service team. “It’s an ideal position for getting to know the organisation from the inside out. You immediately get a broad picture because you are interacting with planning, sales, and customers.”

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Exploring new directions

Because the traineeship is designed to be flexible, there is room to explore new directions. “At first, I was determined to work toward a managerial position,” De Jong says. “Now that I’ve seen more of the organisation, I’m also open to a specialist role, such as supply chain engineer. When I mentioned this, action was taken straight away. I joined meetings and spoke with supply chain engineers. That gave me more insight into making a well-considered decision about my next phase.” This flexibility is intentionally built in. Born explains: “The risk of an operational role is that you can get swallowed up by day-to-day tasks. That’s why we schedule monthly check-ins to prevent stagnation.” De Jong adds: “It provides future prospects. The opportunity to keep developing is already there.”

Taking ownership

According to Born, Learning & Development is an essential part of Van den Bosch. “The traineeship is a perfect way to bring ambitious people into key positions. We want colleagues to keep learning and developing. That also aligns with our drive for continuous improvement.” The trainee’s own commitment is equally important. “We facilitate and encourage, but it’s essential that the trainee takes ownership of their own development. We put this in place together so the right steps can be taken.”

For De Jong, this feels natural: “You see that the company is investing in you, and that’s motivational. At the same time, it gives me peace of mind and clarity knowing that I have the space to explore different directions. Because in the end, practical experience is where you really learn the most.”

Discover more about the traineeship and apply via www.vandenbosch.com/careers.