skip to Main Content

NEWS

Hottest information about 8th Annual HR Excellence Summit

10 OCTOBER 2019

Christophe
VANDEN EEDE

VP Talent Acquisition & Development
ING

3 Questions For Christophe Vanden Eede

Is it easier to identify and acquire talents with social media tools today? Or has it become more of a challenge to acquire the right people?

Social media has been a true game changer in the recruitment industry for the last 10 years. We clearly have a better understanding of our target audiences, where they are active and what makes them tick. Other aspects, however, (lowering entry to exit ratio on labour market, co-botisation, new skills requirements, etc.), make talent acquisition more challenging than ever and chances are high that it will even get worse for the companies. It forces us to rethink how we source talent to cover our needs. I foresee a future where companies apply for talents to convince them to work for them, in different kinds of contract setups.

Using phone robots at the first interview – What is your opinion on that?

As a principle, it is wise to try to automate the steps in your recruitment process where a human cannot add value. The first interactions are usually used to ask the same questions (why would you like to work for us, what is your ambition …) and quickly decide whether to continue or not with a candidate. You also need to consider the candidate experience. What is the story you are telling to your audience? They might not feel like being treated as humans when being processed by a bot, but if you want to push the image of an innovative tech company, it could make sense. Luckily, there are many other options available, like video platforms, where these questions are asked by a pre-recorded recruiter and the candidate can answer easily on his cell phone or tablet. We do see this kind of approach work with certain profiles, but certainly not all.

How do you ensure that the right talent wants to work for your company and not for your competitors?

Make sure you know what you are standing for: clarify your EVP and ensure it can be experienced throughout the whole process, up to onboarding (if possible, even within the company afterwards). Employer Branding looks a lot like marketing, but you need to keep in mind that the process is far more emotional for the candidate than buying a candy bar. Make sure you deliver on your promise, throughout the process and afterwards, or else they will feel cheated and leave you in a heartbeat (or stay and become disengaged, which is actually even worse). Talent Acquisition is somewhere in between a science and an art. You need to measure as much as possible to see what could be enhanced, but start experimenting from a creative belief to differentiate yourself from your competitors on the labour market.

Christophe has change written all over his career. After his studies in Law and general management, he started at Electrabel (now Engie), a Belgian electric company, to help shift the mindset from servicing delivery points to servicing customers. Later, he joined the HR department to build the employer brand and set up a channel strategy for the sourcing of new recruits. This is where he got the digital microbe. After 5 years he became L&D manager and set out to implement a new learning culture. He also participated in a project to help boost digital transformation, first for Belgium and later for all European units. From January 2016 to April 2017 he was the Chief Learning Officer at Engie (Benelux), After changing to the Telecom sector at the Telenet Group (part of Liberty Global) as the Chief Talent Officer, he decided to go into banking at the ING Group. He currently holds the position of Global head of Career Management. He is co-author if the book social technologies in business and president of the Belgian HR digital community.

9 OCTOBER 2019

Rosaria BONIFACIO

VP Human Resources
Nokia

3 Questions For Rosaria Bonifacio

Is it easier to identify and acquire talents with social media tools today? Or has it become more of a challenge to acquire the right people?

With the social media we reach out to more talents than before, then we need to make sure we can nail down to the real competences we need. It really depends to the profile we are looking for.

Using phone robots at the first interview – What is your opinion on that?

It depends what kind of profile you want to hire, for repetitive work it might be a possibility.

How do you ensure that the right talent wants to work for your company and not for your competitors?

  • Onboarding
  • Offering a career perspective
  • Leadership we express
  • Competence Development programmes

Results oriented, intercontinental business professional leading strategic human capital initiatives for multinational Global 500 and Fortune 500 companies. Proven success as a proactive change agent driving effective organizational transformation for progressive business models. Versatile team builder with a passion for developing and empowering multicultural teams.
Experience in a variety of industries: telecomunication, oil and gas, medical equipment, consulting.

8 OCTOBER 2019

Alberto PLATZ

VP Global Talent Acquisition & Engagement
Swarovski

3 Questions For Alberto Platz

Is it easier to identify and acquire talents with social media tools today? Or has it become more of a challenge to acquire the right people?

I don’t think it is easier, I feel it is faster and we have access to more candidates and a lot of information. However, we need to pay attention that not all data we find in Social Media is necessarily true. Still, a good screening is needed, and screening takes time unless we use AI and Machine Learning technologies. Here is where I see the advantage.

Using phone robots at the first interview – What is your opinion on that?

Robots help us to screen, to create short-lists of candidates faster, but can’t replace the final human interview. Robots are good for the company but can have a negative impact on the candidate experience, especially those candidates who are declined without being contacted by humans during the application process and suddenly they are declined without any feedback. The feeling of being declined by a machine is not good.

How do you ensure that the right talent wants to work for your company and not for your competitors?

The cultural fit of the talent to my company is key. If we somehow match the talent’s purpose with the company’s purpose, we have a great advantage. We need to make sure we cover most expectations of the talent who joins us and work on a positive employee experience, from onboarding to development and career advancement opportunities, with fair performance management practices, recognition and reward programmes, and, most importantly, good leadership practices. We need to achieve that our talents feel proud to work in our company.

I have been working for Swarovski for over 32 years; the first eleven years based in Barcelona selling our crystal components in the B2B area, managing the Spanish and Portuguese Markets and the last thirteen years for the Gemstones Business holding several positions as Sales Director in the European and Middle Eastern Territories. In 2012 I joined the Corporate HR team as the Global Director of Engagement and in addition in 2015 I took over the internal and external HR communication and the talent acquisition topics from a global strategic perspective. I love to play Ice Hockey with my Barça veterans friends and if I find time a like to practice golf.

FOR MORE INFORMATION ABOUT
SPEAKERS AND CASE STUDIES

THANK YOU FOR YOUR CALL REQUEST

You will be contacted shortly.

Back To Top

RELATED EVENT

8th Annual HR Excellence MENA Summit