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Survey recruitment trends in 2019

Some things to consider….as we are close to 2019. Some points can be converted in actions or strategies. You can ask yourself some questions as you start the new recruiting year:

Do you use the power of employee referrals ?

Employee referral is an internal recruitment method employed by organizations to identify potential candidates from their existing employees' social networks. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. Employee referrals are a very popular method for finding high-quality candidates through recommendations from company's current employees. By setting up employee referral programs, companies can improve their time, cost and quality of hire.

Did you consider candidate referrals on social media ?

If we accept that to gain new business through referrals is an attractive proposition, how do we apply that knowledge to the recruitment arena? Or more specifically, how do we apply the concept of referrals to help us attract new, high-quality, candidate applications in a tight candidate market ? Linkedin gives a powerful toolkit for candidate referrals in order to generate candidates for profiles. Do you use it systematically ?

What CRM styrategy do you have ?

Candidate Relationship Management (CRM) is a method for managing and improving relationships with current and potential future job candidates. Since we live in a candidate-driven market, having a CRM strategy has become an absolute must!

What is your inbound recruiting strategy ?

Inbound Recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer. Your goal in inbound recruiting is to attract, convert and engage candidates. What is your inbound recruiting strategy ?

Mail me for a tailor made approach: frjacobs@telenet.be

What HR tools do you use ?

Recruiting without HR technology has become mission impossible. There is a variety of great HR tools that significantly improve and fasten recruiting and hiring processes.

Where is the human touch that you added ?

Technology certainly makes recruiting tasks easier. But as you use more technology, you lose the humanness that people connect with.

You need to use some recruitment innovation to avoid a fully-robotic process. Make sure you use candidate names in correspondence. Try to recall personal details when talking to candidates. You can store notes about topics to discuss in your recruiting software.

Is your website mobile friendly ?

The best recruiting websites are designed for mobile. Not only should it be easy to find information while using a device, but candidates should also be able to apply for jobs from their phones. Recruiters who require applicants to switch to a desktop are going to suffer as people do more web browsing on the go and from the couch.

Can people work remote ?

As more jobs move completely online, more employees will work from home. Workers will be less willing to move for work. You will need to find ways to accommodate remote candidates. This will likely mean more video interviews and working around time zones. You might also need to convince clients to consider remote candidates. You might need to help clients learn how to interview candidates who live across the country. Workplace culture might not be as important to candidates, so you and your client will have to sell candidates on other job features, such as time off and educational incentives.

Mail me for a tailor made approach: frjacobs@telenet.be

Did you already experiment with video recruiting softwares ?

Video Interviewing or Video Recruiting or Digital Interviews is a fast emerging field in the landscape of recruitment today. This is an easy way to screen a high volume of candidates. The employer defines a set of questions on an online

recruiting software and invites a list of candidates to answer these issues.

Synchronous interviews are conducted live over the internet with both the interviewer and the candidate in attendance and are often used as an alternative to an in-person interview. In contrast, asynchronous video interviews are recorded by the job seeker at a time convenient to them. Typically, the applicant responds to questions displayed by the video interview platform. The hiring manager is not present for the interview.

The hiring manager has two main options. Some organizations conduct an online interview using popular, consumer-grade video platforms, such as Microsoft Skype and Apple FaceTime. This is the least expensive approach and is generally easy to set up. The drawback is that the technology can do little more than establish a connection and record, store and categorize the videos.

The other main option for the interviewer is to use specialized video interviewing software from vendors, such as HireVue, Montage, Spark Hire or Sonru. These platforms have data capture and analytics capabilities that the consumer video software lacks and have more controls for scheduling video interviews and sharing the videos among hiring managers and HR.

Do you use structured interviews to increase efficiency and to prepare for video recruitment ?

A structured interview (also known as a standardized interview or a researcher-administered survey) is a quantitative research method commonly employed in survey research. The aim of this approach is to ensure that each interview is presented with exactly the same questions in the same order.

Research shows that these interviews are much more effective than unstructured or semi-structured interviews, which is why they are being used by more and more employers. In recruiting a structured interview is a type of interview in which all the candidates are asked the same questions planned in advance

Mail me for a tailor made approach: frjacobs@telenet.be

Are you GDPR ready ?

Don’t think this new law applies to you? Think again! If you have even ONE European resident as a customer or email subscriber, it most certainly applies to you…and failing to comply could cost you BIG TIME!

General Data Protection Regulation (GDPR) is a new piece of EU legislation that will replace the current Data Protection Act (DPA) with the goal to unify data regulations within the EU. Staying compliant with GDPR is one of the top priorities for recruiters around the world.

What is your hiring metrics toolkit ?

Data-Driven Recruiting and HR Analytics are expressions used to demonstrate recruiting methods in which planning and decision making are based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

Are the recruiting efforts linked with the overall strategic goals ?

Stop! Does Your Talent Acquisition Program Align With Your Business Strategy? Strategic alignment is another recruiting trend that will gain more attention in 2019. Strategic alignment means linking recruiting efforts with the company's overall strategic goals. That way, recruiting can be planned and executed in the most efficient way to support and drive the company's growth.

Mail me for a tailor made approach: frjacobs@telenet.be

In house recruitment by an interim manager: key advantages part 1

Part 1 - 20181009

Technology as the major influence factor

“THE FUTURE OF RECRUITMENT IS NOT FULL OF ROBOTS DOING THE JOBS OF GREAT RECRUITERS. GREAT RECRUITERS WILL BE PUTTING TECH TO WORK, USING AUTOMATION, AI AND PREDICTIVE ANALYTICS TO MAKE BETTER HIRING DECISIONS AND TO MAKE THEIR LIVES EASIER.”

Recruiters want to spend more time engaging with candidates but at the moment they don’t have the process to enable this. This is where technology can help. I believe technology is one of the major factors influencing the performance of in-house recruitment. Tools, including automation and automatic postings on social media channels drive efficiency without making recruiting any less personal.  I believe intelligent automation is and will be the most readily adopted of tech solutions, because it creates time and cost savings and improves candidate engagement. Therefor I automate time consuming tasks in-house for almost every client that I have. I use a technology solution that allows me to access metrics quickly and easily. I understand KPI metrics and then I communicate results to the talent acquisition team, hiring managers, wider HR team and business leaders. I think about what my client want to hire for.  I always consider a values based recruitment model to ensure hiring is fair and consistent and I have a clear process for identifying right-fit candidates.

At each moment the system that I install is ready to be used or to be re-booted for new search profiles that have to be launched.

In fact, it becomes even more personal if I have time to spend with candidates because screening, shortlisting and scheduling have become streamlined and communications intelligently automated and personalised.

Does this sounds great to you  ? mail me frjacobs@telenet.be

I provide my clients in-house with a simple to use ATS system and a career web portal if they do not use one. The ATS automates postings on jobsites and the application procedures and the status of a specific profile that is launched for every profile at candidate level. The career portal makes the digital marketing easy by providing an apply link on websites and social media.

A dashboard is installed to automate the postings on social media. Thus I have  more time for direct search and screening of the candidates.

Also a wide range of metrics are put in place to measure the success of recruitment per strategy used.

example

I come in January and February to recruit. After that I finished I go to another assignment. When the client needs profiles again in September all is rebooted and the profiles are published in 1 day on several websites and social media by date and hour over a defined campaign period.

Does this sounds great to you  ? mail me frjacobs@telenet.be

Uitnodiging voor een kennismaking. Tijdens dit gesprek kunnen we mogelijks 25-50 percent van uw sourcing problemen oplossen.

De blijvende schaarste van kandidaten zorgt voor een krappe markt en het wordt steeds moeilijker om kandidaten te vinden. Bedrijven gaan dan oplossingen zoeken in het buitenland. Als gevolg komen bedrijven die wel eens de technische realisatie hebben uitbesteed er vaak achter dat het één en ander mis kan gaan. Slechte communicatie en/of het resultaat wordt niet geleverd wat er verwacht wordt. Veel bedrijven willen daarom liever alles in huis houden. Zo kun je snel schakelen en heb je overzicht wat er allemaal gebeurt. Maar het kan anders.

Als het gaat om outsourcen zijn er verschillende opties. Je kunt een bedrijf inschakelen hier in Belgie of Nederland, maar je kunt de technische realisatie ook uitbesteden in het buitenland. Wat mij opvalt is dat veel bedrijven proberen de tweede optie toch een beetje te vermijden. De reden hiervan is voornamelijk dat de communicatie niet echt lekker verloopt (deels vanwege de taalbarrière), kwaliteit komt niet overeen met de verwachtingen, maar ook de mentaliteit in het buitenland is heel anders dan bij ons.  

OUTSOURCEN KAN ANDERS !

Wij hebben sinds 2009 twee business en incubatiecentra in Roemenie waar we een ‘hub’ oprichten en we ontlasten u van alle administratieve formaliteiten en zoeken personeel.

Wij doen de search de contractonderhandelingen en de registraties bij de arbeidsinspectie van het personeel dat u in dienst neemt. Wij verzorgen uw personeelsadministratie en loonfiches en begeleiden en coachen de nieuwe werknemers van uw bedrijf in Roemenië.

Wij nemen het  volledige hr-luik en de integratiebegeleiding in Romanië en België op ons en we gaan met U een structuur opzetten die werkt en uw werknemers op afstand worden een onderdeel van uw organisatie.

VOORDELEN VAN OUTSOURCEN

De eerste reden is de schaarste op de arbeidsmarkt die wegvalt.

Een tweede  voor de hand liggende reden is kostenbesparing. De tarieven in het buitenland zitten namelijk veel lager als hier in België en Nederland.

ENKELE CASE STUDIES

1. Een IT bedrijf richt een bedrijf op in ons business center en lost op deze manier de schaarste op van IT-profielen op de Belgische en Nederlandse arbeidsmarkt. De ganse opzet neemt 2-3 maanden in beslag en vandaag kent het bedrijf een groei omdat het bedrijf meer projecten kan uitvoeren. De roemeense werknemers komen niet of zelden naar Belgie.
2. Een bouwbedrijf dat internationaal actief is heeft een ploeg van project managers die de tendering voorbereiden. Nadat de Belgische moeder de tender heeft gewonnen gaan deze project managers en designers mee met dit project. De site managers die bij de Roemeense dochter in dienst zijn gaan internationaal de site managen. De Roemeense werknemers komen zelden naar België.
3. Een bedrijf gaat zijn calculatie en design doen in Roemenie. De resultaten worden doorgegeven aan de Belgische moeder die daarna de werken lokaal gaat uitvoeren met Belgische werknemers. De reden van de ‘hub’ is de schaarste in de arbeidsmarkt.
4. Een bedrijf actief in de toelevering van buro materialen gaat zijn ganse sales en service center in Roemenie neerzetten. Het is gemakkelijk om werknemers te vinden die verschillende talen spreken en voor de administratieve diensten is het met de huidige cloud softwares geen enkel probleem om deze in Roemenië te doen.

Voor meer informatie mail mij frjacobs@telenet.be of bel mij even voor een afspraak +32478331799

Amendments to the conditions for application of income tax exemption to software engineers

More info and help: mail frjacobs@telenet.be

A new legislative Order has introduced changes regarding the tax exemption available on the wages of IT professionals. In order to decide who will benefit from said tax exemption certain conditions must be met, as follows:

• Reintroduction of the EUR 10,000 threshold

In order to benefit from the income tax exemption for software engineers, the employer must have earned at least EUR 10,000 per software engineer during the previous fiscal year.

• Removal of the condition requiring software to be part of a “final product”.

Employees of economic operators operating on the territory of Romania in accordance with the legislation in force, whose scope of activity includes the creation of computer programs (CAEN code 5821, 5829, 6201, 6202, 6209), benefit from the tax exemption on income from Wages and salaries, if the following conditions are met cumulatively:

(A) the posts they are assigned correspond to the list of occupations as: Administrator, Analyst, System engineer,  Project manager,Programmer, System Designer, Computer system engineer ;

B) the post is part of a specialized computer department, highlighted in the employer's organization chart, such as: department, department, office, office, compartment or the like;

C) they hold a diploma awarded after completing a form of long-term higher education or hold a diploma awarded after the completion of the first cycle of undergraduate studies issued by an accredited higher education institution and actually carry out one of the specify activities ;

D) the employer realized in the previous fiscal year and recorded separately in analytical balances the revenues generated from the activity of creation of computer programs for marketing;

E) the estimated annual incomes have a value of at least the equivalent in lei of EUR 10,000 for each employee benefiting from the tax exemption on income.

Under the new Order, any software development activity, whether or not it is included in a final product, that complies with the specific occupations mentioned in the Appendix will benefit from the tax exemption. The previous condition, according to which the software had to form part of a “final product”, is thus eliminated, being deemed to have generated too much confusion in practice.

The new provisions enter into force on 1 July 2017.

More info and help: mail frjacobs@telenet.be

Recruitment in Belgium and Romania: Employer Branding

Why Employer Branding?

Employer branding is defined as “the package of functional, economical, and psychological benefits provided by an employer and identified with the employing organization.” Employer branding is meant to convey the identity of the organization, the working culture, and why it is valid for a potential employee to choose them. Employer branding helps to land the right talent as well as help the existing employees create a deep sense of loyalty with the organization. An organization’s name or logo ultimately have little to do with its brand. A brand is a synopsis of what the organization stands for or represents. Promoting these characteristics is a way of projecting an organization’s brand and attracting people who share the same values.

Digitalize Your Employer Brand Strategy in a Mobile way

The digital technologies underlying talent attraction, engagement and retention may not be new, but they are being used to new effect. Enormous amounts of information are accessible as never before, from what’s being said about your company online to internal forums focused on improving business processes.

Analytical and processing capabilities have made similar leaps with algorithms scattering intelligence across digital networks. Mobile devices such as smartphones, tablets, and phablets make that information and computing power accessible to users around the world.

As these technologies gain momentum, they are profoundly changing the strategic context of employer branding. Research by Employer Brand International found social media (58 percent) to be the No. 1 channel for communicating the employer brand while only 21 percent are using a mobile-optimized career website to communicate their employer brand.

Employer Brand Should Tell Compelling Stories

Speaking of the story of your organization, employer branding is all about the stories you develop and tell your audiences. Again, people are far more interested in what you do and how you’ve affected your employees, community and industry than they are reading a bulleted list of your benefits package.

Make use of the tools you have in social media, blogs and careers pages. Instead of mentioning the educational assistance perk on your career page, gather testimonials from current students or graduates who used your program to further their career. This will show potential career paths within the organization, explain the reality of the program and even introduce real employees in a way that allows the job seeker to see themselves in your company, working alongside those individuals and taking advantage of those benefits.

Convinced you need to start focusing on employer branding? Great! But where to do you begin? Here are a few tips to get you started:

1.      Define who you are and what you want to say

This may seem like a no brainer, but you’d be surprised how many people have a hard time articulating exactly what their company does and why it matters. Take a quick survey of employees from different departments – if they all aren’t saying the same thing, your brand needs to be more clearly defined. It’s essential to know who you are as a brand and be able to communicate that and your stance in the world to your customers.

2.      Make social media a priority

Social media is here to stay, and it should be an integrated, valuable element of your marketing and recruitment strategy. Social media remains an often-untapped resource for HR managers and executives. Not only is it a prime avenue to authentically show off your brand culture, it’s also a great place to post job openings and opportunities.

Since social media is primarily visual, make sure your job posting fits with the nature of each platform. A visual job posting software like ViziRecruiter is an easily integrated asset for your social media communication efforts.

3.      Get your leadership on board

This one may be easier said than done, but getting your leadership or executive team on board with making branding a priority will help it trickle down faster. Being able to demonstrate the value in employer branding will be essential for them to justify an investment in time, money and staff resources.

Showing them blogs like this one or other relevant content is a good place to start. Consider putting together a case study about companies who exceed at employer branding and clearly demonstrate how it has helped their bottom line, recruit top talent or solidify brand loyalists.

4.      Create relevant content

Once you’ve defined who you are, the next step is figuring out what you want to contribute as a brand to your customers, or the world at large. Does your product or service cater to women? If so, think about other things they care about that are still relevant to your brand. Provide them with tips on saving time or making their lives easier.

Post regular blogs to your website, tidbits on social media or in a monthly e-newsletter. The real success will come naturally when you’re authentic and genuine to who you are and the people you serve.

Need help: mail frjacobs@telenet.be

Read more: http://www.pbsworldwide.com/