Join TA-Live with other recruiters and get 50% off for 3rd and following registrations

The 18th of April 2019 Amsterdam will be the European capital of innovative talent acquisition for the second time. Discover how you can optimize your hiring with strategy, process & technology. And what’s better than sharing knowledge with other recruiters or TA professionals?

Bring them along, because we offer a special discount for groups. The 3rd and following registrees will get a 50% discount on their ticket. On the 18th of April you can expect keynotes from leading voices like Karen Azulai, Sophie Theen, Christoph Fellinger and Teddy Dimitrova. In our parallel sessions you will learn from speakers like Matej Matolin and Richard Hutchinson.

Getting excited? You can subscribe here.

What do talent acquisition managers want in… Belgium

As a Talent Acquisition manager you are responsible for the recruitment strategy. The nature of this process depends on the country or region you are located. What do TA managers actually want in different countries? In this series we will showcase this based on data acquired from the European Recruitment Dashboard and the experiences of TA managers themselves. This time: Belgium.

TA managers in Belgium in data

Based on data acquired from the European Recruitment Dashboard we want to give an insight into the background of TA Managers in Belgium. We looked at the ratio men/women, age, international experience and countries where they would like to work.

Stephanie de Wulf, Talent Acquisition and Employability Manager at the Flemish Government (Vlaamse Overheid)

‘As a TA manager in Belgium, working for the government, I notice that there are more regulations that need to be respected. It does not allow enough flexibility.

At this moment, we are implementing a new Talent SaaS (in the cloud) system, Cornerstone on demand. This is a lot of work, but will give the Flemish government much more possibilities, which we are looking forward to. We also want to make use of artificial intelligence, because we find it important to have an efficient and fast selection process where candidates can do tests and interviews 24/7. Currently we state the time of the interview, which is not always appreciated by candidates.

As a talent manager, it is important to have a vision on strategic talent management. This is not just about recruiting and selecting, but it’s about the added value you want to create towards the business This means following trends and being aware of the job market. At the Flemish government we want our employees to be sustainable deployable. This means that we expact each employee to be on the right spot or moving towards it and contributing maximally to the values of the organisation. That’s hard with 28.000 employees. It is important to be creative. We help people to make use of self leadership when it comes to their career path. We also notice that we have to prepare people for the jobs of tomorrow, even though we don’t always know what these are.

To go forward in your job, you need to take the time one in a while to stand still en reflect on what is happening. I know this is a challenge in todays agitated society: I do notice when I schedule these moments for my team people get creative again and take the time to discuss. Work on your employer brand strategy and also work inside out. Your own employees are the best ambassadeurs to attract new colleagues.’

Steve Goethals, IT Recruiter – Matching Talent at vind!

‘A recent research (in Dutch) shows most Belgians don’t look for a job at all. You really have to convice them to get a new job, even if they would be happier. They value the work/life balance a lot and are not as active on LinkedIn as for example the Dutch.

For me, is it important to align the HR politicy with the goals and challenges of the company. For this, it is important to figure the whole recruitment process, from from vacancy intake to off boarding. You can only do this by using a sourcing plan, employer branding, KPI’s, ATS, testing etc.

My tip for TA managers is to pay a lot of attention to a good sourcer/recruiter who looks at hyperpersonalisation when looking for the right candidates.

The attention for remote e-testing is lacking in Belgium. I also would like to know more about social referral, augmented sourcing and onboarding.’

Isabel De Baecke, Business Unit Manager Talent Acquisition at Solvus

‘The biggest challenge in Belgium lies in recruiting volumes. Because of the language problems, the overheated job market, the influence of mobility challenges and because Belgium mostly is a market for small or medium-sized enterprises, the recruting is in relatively low volumes. This makes the cost per hire high and innovation in the selection process relatively expensive, which means the employer branding budgets are not optimally spend.

As a TA manager you want the right talent on the right place at the right moment. To do this optimally, TA on its own is insufficient. That’s why we aspire to use Total Talent Management at Solvus. Apart from attracting talent internally, we also centralise the development and retention of this talent. But we also invest in attracting different forms of external talents. So I would advise other TA managers to not look at TA in isolation, but to think about a Total Talent management and take the business and hiring managers with you in this practice and the interest of it.

As a TA manager I am interested in new technological development and scanning the market looking for new trends. The added value of tools is not always clear. You have to know exactly what you need to make a right choice in the growing supply. We use tools like ATS and VMS to gain access to the job market and automise tasks so recruiters have more time, which they can use to invest in their relationship with our candidates. Apart from the classic assessment we also focus on value fit and measuring the potential and learning agility. We do this, ecause we believe that almost every job will change fundamentally in the next 10 years.’

Sophie Theen: “Learn to grow when you really need to”

Sophie Teen is a culture and talent guardian at 11FS, a London based start up in the Fintech sector. Currently her company is growing headcount at 300% a year globally. Before this, she was the head of HR at Revolut where within the year the headcount went up by 500%. You might say she knows a thing or two about recruiting in hyper growth, the subject she will be addressing at Talent Acquisition Live this year.

Sophie, I don’t think many of us can imagine recruiting for organisations growing at rates above 100% a year. Tell us, what do you do on a day to day base?

“The reality is as the first HR person, you end up doing everything working with the founders on almost everything about their people and culture. And as the company grew, so did my team. They specialize in their areas leaving me to have the headspace to plan for our future, which normally includes reviewing objectives for the business, the teams and myself. Looking at strategic workforce planning because we’re bootstrapped, everything needs to be accounted for financially, which kind of makes you do the 3rd, 4th, 5th degree thinking before you make a decision to hire. Although this might sound like you’re wasting a lot of time especially in a really fast paced startup, but you think: if I don’t do things strategically, then what makes us different? How do we know we’re doing better than others? I really enjoy that part of my day. The rest is when I spend time with leadership to work on human challenges, because let’s face it, there isn’t a one size fits all manual created to help HR professionals solve every problem in an organization. You’ve got to approach, think, resolve, learn, then bake it back into your current process. It’s all about learning constantly, never stop reflecting.”

So you will be talking about recruiting in hyper growth. How do you describe hyper growth and tell us a little about your experience with it. What numbers are we talking about?

“Hypergrowth is a common ask from founders when I get to meet them. We all live in the myth that hyper growth means hiring a bulkload of people, because it makes us look a lot more superior that our competitors. Well, that’s a lie I’ll tell you. Hypergrowth is when you double, triple your headcount but people are still happy working there albeit the new hires shifting your culture as they go. You can only do this by removing yourself from the idea of “grow grow grow at any expense” and finally learn to “grow when you REALLY need to”. It will force you to think about skill mapping, strategically mapping your workforce based on cost, workload, deliverables before any hiring managers say “I want to hire someone”. My hyper growth experience comes from running medium to XL sized headcount companies, but again, this is not a numbers competition. Hiring 200 people and losing 100 at the same time means you’re not doing it right.”

So you are doing insane numbers with a very small team. How do you manage that?

“Strategy and your people. I know, I sound like a flashy consultant about strategies, but there’s a reason why. I used to have a team of 11 hiring 200 people, now I have a team of 2 and we hired 120 people last year. It’s not magic, and there’s no secret sauce to it. Leading a strongly charged organization to hire so many people in a short period of time meant two things: strategically planning for gaps to fill (means asking questions you normally don’t dare to, because they tell you that HR’s role is just to hire when asked) and optimizing your internal resources. Ask yourself, who are your best ambassadors of the brand, and who knows more people than you do? The people in your company. Our biggest source of hires come from word of mouth which means, someone in the company already know them to refer them to us.”

You call yourself a culture guardian. What do you mean with that and how do you handle that part of your role?

“It means I take the word “culture” very seriously. It means that when one of our staff is in despair, or having a challenge, I drop everything and go to them. They are my first and utmost priority. But this doesn’t mean just being a listener, because I’m not that. My role to guard the culture to is keep our people happy by solving their problems. Of course from time to time, there are exceptions when they’re out of my control. But all in all, I know what our company principles are and I bake them into every process, conversations, trainings, and wherever I see gaps.”

Last question: can you tell us something about you most people won’t know?

“I spent a huge chunk of my life living near the beach and so while I’m in the UK, I use the Calm app for beach waves sounds for sleep all the time! I’m one of those people who you call beach bums, because I can be there for hours and hours on end.”

Vote now for the Talent Acquisition Live Startup Competition 2019

Vote now for a change to win a free ticket for Talent Acquisition Live. You can vote for the startup which can win a free partner package worth € 2.000 for Talent Acquisition Live the 18th of April 2019 in Amsterdam. Voting is possible till 1st of March.

The competition serves very different parts of the recruitment landscape. Two of them will get a free sponsor package at Talent Acquisition Live by popular vote. Voters are eligible to win a free ticket. At the 18th of April 2019 Digitaal-Werven and Werf& organize the second edition of Talent Acquisition Live in Amsterdam, you can find more about the program here.

Nominated startups

Gust.network
Jobrokket
Nfold
Recruitment Accelerator
The Referral Company
Recruit Robin
The Disruptors

How can you vote?

Login with your LinkedIn account by clicking on the following LinkedIn logo After logging in, you end up on the voting page and you can cast your vote once
You have 10 minutes to vote after logging in
Your LinkedIn data will only be used during the voting period to verify that each person has voted only once

Webinar: Why you should partner up with Talent Acquisition Live

Want to know why you should partner up with Talent Acquisition Live? Go watch our webinar on 11 February 4:30 pm (CET) in which co-founder of Talent Acquisition Live, Martijn Hemminga, and partner manager Ineke Pompen will explain to you why we should collaborate. You can register here.

Presenters

Martijn Hemminga is multi entrepreneur in the field of recruitment tech, recruitment marketing & employer branding. Together with Bas van de Haterd, Martijn founded Talent Acquisition Live in 2018.

Ineke Pompen is partner manager from the leading Dutch platform on recruitment, recruitment marketing and employer branding: Werf&.

Talent Acquisition Live

The second edition of the international conference on innovative talent acquisition will be held on the 18th of April in Amsterdam. It’s the perfect event for innovative recruitment (tech) suppliers, especially when you want to enter the Dutch and/or Belgian market.

Karen Azulai: “Collect as much info as possible before the phone interview”

Karen Azulai is a global sourcing expert, co founder of HR Tech Nation and in 2018, her parallel session was best rated on Talent Acquisition Live. So she is in the line-up of 2019 as a keynote talking about improving your sourcing by using the really great technology out there. Who is this amazing woman who is seen as the go to person on augmented sourcing? We asked her a couple of questions to get to know her better.

Karen, can you tell us a little about yourself? What do you do on a day to day base?

Everyone always knew that I would be the person to turn to for any type of information. My father has a background in intelligence, I served in the army in the Intelligence Force. Information was my life. This is why being an Information Professional was such a joy for me. And I made a career out of it.
6-7 years ago I became a talent sourcer. Up until that point I also dealt with recruiting here and there. I also studied HR for a short while. The fact that I was ALWAYS deeply attracted to “the future” made me always keen to learning about technologies. And I started using advanced sourcing tools from the moment they came out to the market and I’ve seen them evolve.
In parallel to sourcing, I also studied as much as I could about robotics and AI and all the advanced technologies. I am an avid follower of the Singularity University and when you study there, you understand the magnitude of what we are going through and where we are heading. So I did a lot of global sourcing, changed people’s lives without meeting them even once.

“I changed people’s lives without meeting them even once”

Two and a half years ago – I noticed the HR Tech market was starting to thrive. And I also noticed that automated sourcing processes became part of some of the recruiting platforms. So I dove into that market as well. And 3 years later and I’m totally immersed in it, as a blogger, as a judge in competitions, as a mentor, etc.
I’m also training advanced sourcing methods as well as consulting companies on how to upgrade their sourcing and recruiting teams, digitalising/automating processes and basically preparing them to a market where exponential technologies are going to rule and where everyone has to have a different mindset.”

Focussing on your sourcing work, do you do this nationally or internationally and how do you manage time zones and languages?

“I speak Hebrew, English, Spanish, French and I understand Italian. I used to know some Dutch from back in the days when my family and I lived in Den Haag! I source anywhere on the face of the planet, however there are times and projects that I think it’s more beneficial for the client to have a local provider. For example, in India.

Of course I also source in Israel but only for unique senior roles. Time zones are a bitch…but nothing stands in one’s way when they really want something. I’ve been known to attend meetings at 6 AM and/or midnight.”

You will be talking about augmenting sourcing. What parts of the sourcing process (identifying talent, connecting with talent, actual contacting talent, etc.) do you use technical augmentation for?

“Anything that will help me work more effectively and would help me better understand who this candidate is, personality wise and if they would be culturally-fit as well. Collect as much info as possible BEFORE the phone interview. That means, great sourcing tools, chatbots, gamification, testing apps and more.”

Finally, can you tell us something about you most people won’t know?

“I moved apartments 34 times, I played 4 music instruments, I used to be a flight attendant for 4 years fro El Al, I travel with my pillow and I once took a course about Lichens (google it!..) in the North and South poles. And there isn’t one arts and crafts course that I haven’t taken: from Vitrage (making glass windows) to puppetry to sculpture to drawing to knitting to stiching. You name it, I did it (and some of it was good too).”

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Last chance for the early bird: profit until 1st of February

Do you want to discover how to optimize your hiring with strategy process and technology? Speakers like Teddy Dimotrova, Christoph Fellinger and Karen Azulai will tell you all about it. Profit from the early bird until 1st of February and join us on 18 April 2019 in Amsterdam.

Second breakout session by Richard Hutchinson

Our second breakout session is known: Talent Generation & Innovation Director (Capita) Richard Hutchinson will tell you all the ins and outs about a new way to reach candidates.

Candidates don’t need to talk to you to find out all about what it’s like to work at your organisation. So, we need to stop spending 80% of our time attempting to get strangers to talk to us and we have to take an entirely different approach; which is all about nurture marketing and data analysis. Adam Gordon from Candidate.ID will do the introduction.

About Richard Hutchinson
Richard Hutchinson is passionate about recruitment and specifically talent attraction, sourcing and engagement; as he puts it, “the exciting and critical part of the recruitment life cycle!” Richard is responsible for talent attraction and innovation for both Capita’s internal recruitment as well as their large Capita Resourcing (RPO). He cherishes the opportunity to enhance talent attraction and innovate across multiple employers.

The biggest trend for 2019: even more personal contact with the candidate

2019 has started and we have much to look forward to, our own Talent Acquisition Live for example! But what else can we expect this year? At the first edition of Talent Acquisition Live, in September of 2018, we asked experts of the field what they think the trends for 2019 will be. If we can predict one trend already for 2019, it is that the relationships with candidates will be even more personal than they already are. ‘Recruitment and marketing will melt together even more’ said one of the visitors for example. ‘We need more talent that knows about both disciplines.’

To sell a dream

Nick Eaton, one of the speakers on the event, was speaking about ‘selling a dream’ instead of ‘shortlisting and interviewing’, the work where recruiters are known for traditionally. He saw a near future of communities, where it is about engagement with candidates.

Other interviewees also spoke about the more personal approach. But… it has to be digital, and with speed when reacting. Another subject also plays a big role: the GDPR: ‘I have the feeling that not everyone has embraced it’, said one of the visitors. ‘But it is these rules that make it even more imporant than ever to have personal contact with the candidates.’

Watch the whole video:

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