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.’

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).”

Subscribe to our news update and receive the whitepaper ‘Modern assessment tooling’

Do you want to stay updated about Talent Acquisition Live? Subcribe to our news update and receive a copy of the whitepaper ‘Modern assessment’ tooling’!

 

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.

Teddy Dimitrova: “Have a hospitality mindset in recruitment”

Introducing one of our keynote speakers for Talent Acquisition Live: Teddy Dimitrova.

Teddy is originally Bulgarian and moved to the Netherlands 10 years ago to study. Although she is 100% Bulgarian, after a decade here she does consider herself one third Dutch. After several years in the hospitality industry, she realised it was way too corporate, too many layers, rules and stiffness. She got headhunted by a recruitment agency and before she knew it she was a “IT recruitment consultant”.

Three years later she can say without a doubt she has found her true calling in talent management. We interviewed her about her experience in the field and her keynote on TA Live.

So what is Talent Management for you?

‘Recently I’ve discussed the title with several people from the industry and some say it is a fancy name for a recruiter. On this, I don’t agree. A recruiter is a separate profession. As talent manager I help startups and scale up grow – from setting up the whole infrastructure, through recruitment strategy to the actual growth. Think about everything from employer branding, EVP (values, benefits), employee happiness, on-boarding programs etc. What I really love about it is the fact that in the startup world there are very few restrictions (e.g. budget or not enough FTE’s for the projects), but for the rest – you can be creative, think out of the box and just create something unique – what is a better challenge than that?’

Your background isn’t in HR, but in hospitality. Does the service attitude you learned there help you with your current career?

‘According to statistics, 97% of the hospitality educated people don’t end up working in the hospitality industry. One of the main reasons is that they get headhunted in their early post graduate years by many industries – for one big reason – their hospitable mindset and attitude. This is something you mostly can’t really teach someone, it is something you are born with. Characteristics you would often see are adaptability & flexibility, passion, empathy, patience, team work, great communication skills, quick minds, customer centric etc. I strongly believe that having those qualities has not only helped me to be successful in my job, but has made my approach and work ethics quite distinctive.’

‘The hospitable mindset and attitude is something you can’t really reach someone.’

‘When talking about “service attitude”, the hospitality industry has changed a lot in the past years. Every industry has recently been through influences of new generations and digitalisation. Therefore, we don’t talk about servicing anyone anymore, we are talking of giving great experience. And that’s something that has become a huge topic in the talent industry as well. Candidate experience is one of the most important pillars in your recruitment strategy these days.’

So where do you get your inspiration, how do you develop your own skills?

‘Well, I’m super proud to be part of the Recruitment Slackers Community, where I often help organise meet ups, share knowledge during sessions and also stimulate others to do so. Actually being part of this community and being so active in there is a big part of my day to day life and has helped me become a better recruiter, sourcer and overall better person.’

You moved from Bulgaria to the Netherlands during your student years. Do you think your dual perspective helps you recruit better?

Yes, I moved to study and stayed. Having the background of Eastern European and the experience moving abroad, starting my life from scratch helps me a lot. I mostly work with candidates from abroad and when I share my experience, challenges and successes with them, we manage to create quite a bond and it also helps me persuade people to move. Also, being an expat has made me aware of a lot of cultural differences between the Dutch and all other nationalities, which helps on the side of hiring people on cultural fit. For the past years, I pretty much managed to map European countries and know where to find certain type of candidates. For example: I know that it wouldn’t make sense to headhunt developers in Bulgaria, as their financial status is quite good and they don’t want to relocate. Especially in comparison with Macedonians or Serbian for example, who would rather relocate to central Europe to escape political situations in their countries.

April 18th at TA Live you will be talking about recruiting with the end in mind. Tell us a little about your talk.

‘When I was an agency recruiter, I would often talk with startups and would hear the same issues – no budget, high urgency, no strategy, delayed projects etc. But due to the lack of budget, the only thing startups would have is creativity. I couldn’t help to think: what would I do if I was in a similar situation? When I joined Bloomon, we were talking about hiring 8 developers. But we knew that this might change very quickly and grow to 30-40 open roles instead of 8. And yes, the challenge was the same – low budget, no agencies, no branding, no strategy – so we had to be creative. We sat down with the CTO and mapped out everything we could think of that didn’t cost (much) money. I was super lucky to get all the freedom and flexibility to experiment. There were also failures for sure, but I learned a lot. Now with those learnings I am more than excited to help other startups in their journeys.’

Last but not least, can you tell us something about you most people won’t know?

‘Oh, that’s a challenge. I’m quite open about myself and pretty distinctive in things I like or don’t like and people know that. Perhaps the fact that 10 years ago I was convinced that I would be General Manager of a luxurious 5 star hotel in Rome is not very well known. Also what actually NO ONE knows is the exact number of pair of shoes I have. More than 120 for sure…’

2nd edition of Talent Acquisition Live the 18th of April 2019: very early bird until 1st of December

After a very successful first event, the second edition of Talent Acquisition Live will be in the spring of 2019. On April 18th you can hear all about European innovation in talent acquisition.

First speakers announced

The first two speakers are already known: Karen Azulai from Everythingsourcing.com and Christoph Fellinger from Beiersdorf will be two of our keynote spreakers. Anna Ott will be this year’s host. The event will take place at the same location as last year: De Nieuwe Liefde in Amsterdam

There will be a very early bird discount until the 1st of December

Register now for the very early bird! If you want to know more, you can sign up for our email update.

 

Tips for getting your hotel for Talent Acquisition Live

Coming to Talent Acquisition Live and the pre-event The Talent Unconference and still looking for a hotel in Amsterdam? In this article we will help you with your search.

Near location De Nieuwe Liefde

At the 20th of September, Talent Acquisition Live will be at De Nieuwe Liefde in Amsterdam. Near this location, there are only a few available hotels under 150 euros, like Hotel de Hallen, Cityhub Amsterdam, Amadi Parkhotel and Grand Hotel Downtown Amsterdam.

You can find a full list of available hotels near De Nieuwe Liefde here.

Amsterdam Sloterdijk

Another great option for a hotel is in Amsterdam Sloterdijk. This part of Amsterdam has a direct train to and from Schiphol. De Nieuwe Liefde is also easy to reach from Amsterdam Sloterdijk via tram 12. There are plenty of options for a good hotel under 150 euros, like Urban Lodge Hotel, XO Hotels Park West, Mercure Hotel Amsterdam Sloterdijk Station and MEININGER Hotel Amsterdam City West.

You can find a full list of available hotels in Amsterdam Sloterdijk here.

Amsterdam-Centrum

You can also look for a hotel in Amsterdam-Centrum. A few options under 150 euros are Hotel Not Hotel, Rembrandt Square Hotel, XO Hotels City Centre, Hotel ibis Amsterdam Centre Stopera and Ecomama.

You can find a full list of available hotels in Amsterdam-Centrum here.

WeAreKeen and ODYN are the winners of the Start-Up Competition

WeAreKeen and ODYN are the two winners of the Start-Up Competition of Talent Acquisition Live. These two organizations, chosen by the public, will be present at the event as partners.

Thrilling competition

With almost three hundred votes and a thrilling competition, WeAreKeen and ODYN ended up winning by popular vote. They’ve won a free sponsor package at Talent Acquisition Live and will be present as a partner at the event on the 20th of September. They will also have a client-case, in which a client of the organisation will tell about the work of the winning Start-Up.  The other contesters were Duckflow, Joboti, Tigris, Equalture, InteriMarket and Peoplecamp.

About WeAreKeen

WeAreKeen provides tech & digital recruiters to in-house recruitment teams on a flexible basis. They do this for scale-ups and large tech corporations. Today’s market is all about the candidate, that’s why they focus relentlessly on the development of our candidates. WeAreKeen does this via their ‘Tech Recruitment Apprenticeship’ based on ‘10 Recruitment Building Blocks’.

About ODYN

ODYN is creating the world’s first blockchain powered talent community. They are working on a new set of fun and gamified tools. AI and smart search algorithms will help people find the right career path. ODYN’s ultimate goal is fulfilled when everyone can do work that they enjoy, that fits their personality, their talent and their ambitions.

Register for TA Live 2018

4 keynotes and 16 breakouts on innovation in recruitment. From strategy and process till tooling. With cases and insights from Bill Boorman, Booking.com, Albert Heijn, Cognizant and many more. More info can be found here.

 

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