EMEA Recruitment Podcast #147 - A Human-Centered Approach to Recruitment – Nina Grosse
We were happy to welcome Nina Grosse, Chief People Officer at iDeals, onto the EMEA Recruitment podcast.
“HR is on a journey to create an exceptional employee experience; we want to use more of the human-centered design approach and methodology, as well as use new platforms, to deliver this experience.”
Speaking to Paul Toms from just outside Zurich, Switzerland, Nina shares the enjoyment of being present in the exciting stages of her children’s lives and the sights of her morning walk.
As iDeals is a remote-first company, the value in such actives has been enhanced since COVID. Nina shares insights into one of the core values of the company and how this is put into practice.
We learn about Nina’s experience in becoming Chief People Officer. She shares some impressive statistics – 30-40% year-on-year growth at iDeals, which offers its product to 700,000 professionals in 120,000 companies. This allows iDeals to stand out amongst competition and attract new talent to the organization every week, which Nina says is refreshing.
She adds the company is still small enough that the CEO can personally welcome newcomers. The team is also dedicated, learns fast and is aligned with the company’s mission.
Paul asks Nina about the methods that iDeals uses to attract and retain people and customers. The company uses both a human centered and a systematic approach; it starts with understanding the customer needs, pain-points and the challenges that need to be solved. Using best practice and a cross-functional team to test protypes differentiates iDeals from traditional approaches.
In Human Resources, iDeals has redesigned the onboarding experience by adopting techniques that map its onboarding journey. This includes identifying pain-points, again, finding out their goals and ambitions, and mapping the feelings felt on a timeframe – all allowing better outcomes and experiences.
Although some may assume building a culture of this nature is harder to deliver in a remote-first organization, Nina explains culture is muti-dimensional, and core values are deeply rooted and embraced in the organization – care being among them. Nina gives some examples of how this is endorsed in the company, including an unlimited learning development budget. She adds that an evaluation of how someone can complement this culture is considered during the recruitment process.
Nina explains that an effective and efficient recruitment process starts with a detailed job profile, then multiple stages of screening; competency-based assessments, test tasks, case studies and simulations are all used. Through a combination of work from people, as well as business intelligence (BI) and data, feedback can be passed through the different stages to the onboarding phase - eventually used as an input to create an effective development plan.
BI and data is also discussed in terms of how it can assist in HR operations and the impact it has on remote working.
We learn about Nina’s 24 years of experience living in three different continents and how this has shaped her as a person: growing up in Asia, further education in America and now working in Switzerland. Nina encourages her daughter to explore and travel the world, too. Although now comfortably based in Switzerland, she still has the urge to explore new places.
The episode ends with the two things that Nina believes would make iDeals more exciting from both a business and people perspective.
If you’re interested in a specific part of the episode, please use the timestamps below:
02:25: The last thing that made Nina smile
04:20: Activities after COVID-19
06:05: Being the CPO at iDeals
08:30: How iDeals attracts & retains people
12:00: Hiring people remotely
19:40: Creating an efficient & effective recruitment process
25:00: How BI & data is used in the recruitment process
27:30: BI, data & remote working
31:00: How 3 continents have shaped Nina
39:25: Is Switzerland home for Nina?
40:20: Making the business more exciting and enjoyable
If you’d like to connect with Nina, you can find her on LinkedIn.
EMEA Recruitment is proud to partner with Operation Smile, an international medical charity that provides free surgery to children born with cleft lip and palate. We’re on a mission to create 100 new smiles through this partnership – if you can help raise awareness or donate to this cause, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
The EMEA Recruitment podcast is hosted by Paul Toms and Rose Jinks.
If you’d like to find out more about our specialist recruitment services, including HR recruitment, please visit our website: https://www.emearecruitment.com/
We also regularly keep you up to date with what’s happening in the recruitment industry via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
To contact Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/
Or follow him on Twitter: https://twitter.com/paul_toms
Do you have any feedback for us? Please get in touch with Rose: [email protected]
#emearecruitment #emearecruitmentpodcast #ninagrosse #paultoms #operationsmile #operationsmileuk #hr #humanresources
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EMEA Recruitment Podcast #160 - How to Create Value for the Business – Stefan Gebauer
45:05We were happy to welcome Stefan Gebauer, CFO International at Elanco, onto the EMEA Recruitment podcast. To kickstart the episode, Paul Toms asks Stefan about the last time smiled. He shares that he has three children - aged between two and 12. Often, when he smiles, one of them is involved. At work, the upcoming annual talent review and succession management workshop also makes Stefan smile, as people management discussions are an enjoyable part of his role. Discussing the routine of a typical day, Stefan credits his wonderful wife for managing operations at home. At Elanco, there is no typical day; flexible working arrangements provide balance, but Stefan is glad to be back in the office connecting with people. Since the COVID-19 pandemic, Stefan believes the way companies view flexible working is more positive, as it is shown to increase productivity and help integrate personal and professional lives. However, working 100% remotely is not sustainable and reconnection is important, he adds. Speaking about value creation, Stefan explains that first, as a Business Partner, you need to understand what creates value for the business and other BPs – know how to bring your strengths, regularly inspect your activities, the business needs, and the things that move the needle. Secondly, managing expectations is something that also needs to be considered; align with your BPs upfront and discuss what’s possible and what’s not. If something is not possible, suggest alternatives to see how you can create value within the possibilities. Thirdly, remove complacency and continue to set the bar higher for yourself. To do this, leave your comfort zone, seek feedback, and challenge yourself; that will help you deliver value for the business and your colleagues. Stefan has spent over 15 years with Elanco, something that was not part of the original plan, but is far from something he regrets. Stefan remains loyal because of the opportunities presented to him and the continuous journey of personal and professional growth in different roles and locations. Stefan enjoys his role, the people around him, and the opportunities he has had. Simply, if the chemistry works, people will stay with the company, he says. Stefan claims that Finance is a great place to be, as it is a highly diverse function and keeps you on your toes; in Finance, you are connected to management and the business itself. If you aspire to become a CFO, you will need the right mix of hard and soft skills, he explains. The hard skills include knowing the craft and gaining exposure to different areas of the business. The soft skills include the ability to build strong teams, foster engagement, and create a collaborative environment. However, a big differentiator is having the ability to jump from the big picture to the essential details – if you can do that well, that will differentiate you from others. The first step is gaining exposure to senior management. Stefan describes being CFO International as an exciting role and his dream job. Ten years ago, when he did his career map, the role of CFO International didn’t exist. When the initial public offering (IPO) was released, the business was split into the US side and the international side, allowing Stefan’s aspirations to come true. All the acquisitions, projects and integrations have added to his great experience at the company. He also shares what he is looking forward to in the future. Stefan splits his key learnings from multiple integrations into three parts: business, processes and systems, and people. The business side focuses on pre-integration preparation, how to get value out of acquisitions, and post-integration planning and structures. For processes and systems, it depends on if you have a transitional service agreement (TSA), which means you can continue to rely on the other company for a period to figure out how to integrate. If not, on day one, you own everything, which comes with its own challenges. You also need to consider how talent can be retained in that process. That leads to the third part - people. When staffing for a transformation, the main objective is to cause no major disruption. Over transformation periods, the team is essentially split into the operational team and the transformation team. Stefan believes that talent retention must be a fair and transparent process with open communication; acknowledge that you cannot make everyone happy and share what you can – but be mindful of legal restrictions on what you can share and when. Looking at attracting talent onto the project team staff, find ways to make them comfortable and reintegrate them afterwards, managing that proactively, Stefan recommends. He advises always overstaffing - as you may uncover things you were not aware of previously – and planning for productivity. Stefan shares that he is a very analytical person and possesses a lot of “blue energy” listed on his insights profile, allowing him to dive into the details and boil them down to the key points - ultimately enabling him to summarise things in an elevated speech-type way. We explore the recruitment challenges when retaining and attracting talent. Stefan explains the strategies in place at Elanco. The annual review includes assessing the processes in place to acquire talent and increase visibility, and the way of matching critical roles with your talent pipeline. Having a regular dialogue with employees and talent on career maps and development plans, and building that pipeline for the roles of the future, is significant. Nonetheless, no matter how well you plan, Stefan mentions that there will always be some regrettable losses and roles that cannot be filled internally. This is where bringing in an agency, such as EMEA Recruitment, can help with finding fresh talent and new ideas for the business. If you’re looking for a particular part of the episode, use the timestamps below: 02:00: The last thing that made Stefan smile 04:00: Planning, priorities and a typical working day 06:15: Views on flexible working 07:45: How to create value as a Business Partner 11:35: Stefan’s strengths and his L&D 13:45: Why Stefan has stayed with Elanco for over 15 years 16:15: Insights into Finance and how to become a CFO 21:15: Scaling a big picture down to the nitty-gritty 21:40: Stefan’s journey to becoming CFO International 26:10: Key things to consider when undergoing a transformation 33:40: Stefan’s analytical mind 35:40: Attracting and retaining talent 40:35: Why Stefan enjoys people management and development Would you like to reach out to Stefan? Connect with him on LinkedIn: https://www.linkedin.com/in/stefan-alexander-gebauer/ Operation Smile is the official partner of the EMEA Recruitment podcast. We’re proud to be raising vital funds and awareness for Operation Smile’s volunteers to continue delivering life-changing surgery to children with cleft lip and palate. To find out more about our partnership, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ This podcast is hosted by Paul Toms, Founder of EMEA Recruitment, and Rose Jinks, our Marketing Manager. You can find out more about our specialist recruitment services – including senior Finance positions – through our website: https://www.emearecruitment.com/ You can also learn more about us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ If you’d like to connect with Paul, please visit his LinkedIn profile: https://www.linkedin.com/in/paultoms/ And follow him on Twitter: https://twitter.com/paul_toms Do you have any feedback for us? Please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #stefangebauer #paultoms #operationsmile #operationsmileuk #recruitment #finance
EMEA Recruitment Podcast #159 - Mapping People to the Right Careers – Tshidi Khunou
1:00:59We were proud to welcome Tshidi Khunou, Talent Acquisition and Employer Branding Lead at SMG Swiss Marketplace Group, onto the EMEA Recruitment podcast. “We try to become the champion of those that don’t have a voice.” For Tshidi, 2023 is the Year of Yes, which involves trying new things that scare him. The last thing that made him smile was skiing in the Swiss mountains – an activity at the top of his list to conquer. Paul Toms discusses the benefits of moving to Switzerland, with Tshidi revealing the reason he moved with his family. The main driver was Tshidi’s young son, who loves the outdoors. And, with both sets of grandparents getting older, there was a growing desire to enable his son to build a relationship with them. However, Tshidi doesn’t recommend moving during a pandemic! Exploring the motivation for creating a YouTube channel and with 17 years of recruitment experience, Tshidi explains that he wanted to help candidates excel in interviews to prevent the loss of opportunities. He began answering questions on LinkedIn, but found videos more effective and time efficient. Tshidi originally moved into Talent Acquisition through university, working at a call centre and calling prospective students. As soon as he graduated, he was approached by his manager about a new role. Two months after Tshidi started in TA, the person in charge of recruiting throughout the whole of Africa resigned, empowering Tshidi to take advantage of the opportunity and travel across Africa, the Middle East and Australia for six-and-a-half years, before trying an agency role. He then moved into graduate recruitment, and other roles and companies, ultimately leading to SMG. He still loves the challenges that TA brings daily. Since joining SMG, his role as Talent Acquisition and Employer Branding Lead has been one of the best challenges Tshidi has experienced. Having joined the company six months after it was formed, he built everything from scratch and learned more about recruitment in Europe. Discussing what an efficient and effective recruitment and retention process looks like, Tshidi believes that candidates are more forgiving if prospective employers are honest about the challenges the company is experiencing. Secondly, he feels the question: Why do you want this job? is outdated and subjective to where the person is in their career. Instead, asking: What is the best opportunity for you and what does it look like? enables the employer to get unfiltered information from the candidate; that way, you are no longer mapping the job to the person - you’re mapping the person to the job. Leading onto the cost of the wrong hire, Tshidi believes that you can’t always quantify the effect it has on the team. Wrong hires have the potential to destroy a fully functional team and its synergy. For Tshidi, he’s been conscious of the fact that bad hires can lead to the loss of great talents - the same way promoting the wrong individual could prompt other talent to leave. He adds that people often don’t leave because of the company, but because of the leader. Therefore, hiring the wrong leader can deliver the same outcome as a bad hire. Addressing the impact of business intelligence and data on Talent and Huma Resources of the future, Tshidi acknowledges that it can bring huge benefits, but he believes SMG isn’t ready to use data in a TA space. Towards the end of the episode, Paul asks Tshidi about prioritisation and time management. Tshidi seeks to address and prioritise solving issues where things have gone wrong first. He credits a great Senior Recruiter in his team who always volunteers to step in to help. Believe in your team, focus on what you must do, and delegate to capable people who are happy to receive stretch projects, Tshidi concludes. Are you looking for a particular part of the episode? Use these helpful timestamps: 01:55: The last thing that made Tshidi smile 04:35: Moving to Switzerland 08:40: Creating a YouTube channel 14:30: Tshidi’s journey into Talent Acquisition 24:45: His role as Talent Acquisition and Employer Branding Lead 31:50: Efficient & effective recruitment & retention 42:30: The effects of tech on TA 48:25: The importance of maintaining relationships with candidates 52:50: Time management & prioritisation If you’re interested in learning more about Tshidi’s platform on LinkedIn, please visit: https://www.linkedin.com/company/topofthemorning-with-tshidi/ You can also find Tshidi on YouTube. EMEA Recruitment is proud to support Operation Smile, an international medical charity that provides life-changing surgery to children born with cleft lip and palate. If you’re able to help us in our goal of creating 100 new smiles, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ The podcast is hosted by Paul Toms, Founder of EMEA Recruitment, and Rose Jinks, Marketing Manager. We’re experts in professional services recruitment – including TA and HR positions. To find out more, please visit our website: https://www.emearecruitment.com/ You can also keep up to date with us through LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ If you’d like to contact Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/ Or follow him on Twitter: https://twitter.com/paul_toms If there are any topics you’d like us to cover in future episodes, please reach out to Rose: [email protected] #emearecruitment #emearecruitmentpodcast #tshidikhunou #paultoms #operationsmile #operationsmileuk #recruitment #talentacquisition
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EMEA Recruitment Podcast #158 - Making a Meaningful Difference - Madlaina Brogt & Sally Higham
59:22We were honoured to welcome Madlaina Brogt, Regional Head & Recruitment Delivery, and Sally Higham, Director – Head of Talent Attraction, at Lonza, onto the EMEA Recruitment podcast. “To see that people with a joint goal can make the impossible possible is an experience I will never forget.” Speaking to Paul Toms from the Lonza Tower in Basel, Madlaina reveals that the last thing to make her smile was the local Swiss chocolates she received from Lonza to celebrate its 125th anniversary. For Sally, her son always brings a smile to her face; she finds it nice to step back and listen to a 13-year-old’s perspective on life. To celebrate International Women’s Day in March, Lonza hosted a calendar of events and was even joined by a female astronaut from Houston. Sally admits that Lonza has come a long way on Diversity & Inclusion, but still has a long way to go. As an organisation, Lonza has selected some of the UN’s Sustainable Development Goals – gender equality being one of them. Lonza is collaborating with hiring managers to make sure there is a diverse slate as they go through the recruitment funnel; hiring managers also need to understand why D&I is important for the organisation, the culture and the brand. D&I is a journey that never stands still, they add. Exploring how the pair fell into a recruitment career, Madlaina shares that her plan was different originally, but she enjoys the challenge of being a recruiter and being part of Human Resources. As a recruiter, you are involved in shaping the future of the company and you need to acquire many different skillsets, she says. On the other hand, Sally fell into the industry having started her career in advertising. She loves her role, and has even lived and worked in Asia in past positions. Discussing how to attract and retain talent, we explore why it is important to showcase what employers can offer. At Lonza, a clear employee value proposition and strong storytelling is super important. From Global Talent Attraction, the use of programmatic campaigns helps attract talent and penetrate new markets. The use of strong experts in key roles to pipeline talent for the future and a focus on good candidate experience is also important. During the COVID period, Lonza recruited 2,000 employees, thanks to a strong team that was driving in the same direction. During the pandemic, there was a spike in activity and innovation, and a growing need for medicines. The company’s value proposition, “making a meaningful difference,” was exactly what they could offer prospective employees during that time; the cantonal and federal authorities were also able to assist Lonza in hiring people outside the EU. We also discuss the importance of listening and empathy. Madlaina describes the personality traits as cornerstones that give a human aspect to stakeholder management. The culture at Lonza is very strong and shaped by strategy, with a huge focus on development and retention; both listening and being empathic keep that alive. Delving into hiring efficiently and effectively from a Global Talent Acquisition point of view, Lonza’s talent referral programme and career sites are global pillars. There are different initiatives in different countries, but there is a structure and a process in place to enable a good candidate experience, irrespective of where they apply for a role. Exploring the true cost of the wrong hire – including wasted salaries, training time, effort and loss of productivity – we found that it can cost up to three times the annual salary of the employee. To avoid hiring the wrong person, organisations need to understand the disconnect in both expectations and personality fit, which goes much deeper than a review of technical skills, and make any necessary changes. Paul asks Madlaina and Sally what they are most proud of. For Madlaina, she is most proud of being able to make a meaningful difference by contributing to projects that helped overcome a global pandemic, which has fostered a great sense of belonging and motivation for her. For Sally, growing a Talent Acquisition team and watching them deliver support for HR, people and the business has been a real joy. The episode ends with finding out who has inspired the duo over the years. Sally credits Jay Shetty (author of Think Like a Monk), Queen Elizabeth II and Caroline Barth – the CHRO at Lonza - for her drive and determination. Madlaina also credits Caroline for being a strong leader with a clear focus on people and culture, adding that Caroline joined Lonza at an important time during lockdown, helping inspire people and defining a strong HR strategy. To find the part of the episode that most interests you, please use the timestamps below: 01:50: The last thing that made Madlaina & Sally smile 04:45: D&I at Lonza 09:00: Journeys into a recruitment & talent career 15:05: How Lonza attracts & retains employees 21:30: Recruiting 2,000 people over the COVID period 25:48: Personality traits to leverage stakeholder management skills 29:35: The importance of listening & empathy 32:00: Hiring efficiently & effectively 38:40: The cost of the wrong hire 42:40: Changes in the retention plan during COVID 49:45: What Madlaina & Sally are most proud of 53:15: Who has inspired the duo over the years? If you’d like to connect with Madlaina or Sally, you can find them on LinkedIn. We’re proud to work with Operation Smile to bring you this podcast. Operation Smile provides life-changing surgery to children and adults with cleft lip and palate around the world. To find out more about their work, please visit: emearecruitment.com/operation-smile The EMEA Recruitment podcast is hosted by our Founder, Paul Toms, and our Marketing Manager, Rose Jinks. To find out more about how we can support you in hiring into your team, please visit our website: https://www.emearecruitment.com/ You can also keep up to date with our market insights through LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ Connect with Paul on LinkedIn if you’d like to get in touch: https://www.linkedin.com/in/paultoms/ Or follow him on Twitter: https://twitter.com/paul_toms Do you have any feedback? Please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #madlainabrogt #sallyhigham #paultoms #operationsmile #operationsmileuk #hr #humanresources #iwd2023
EMEA Recruitment Podcast #157 - The Optimistic Approach – Tania Micki
49:46We were delighted to welcome Tania Micki, Group CFO at Tecan AG, onto the EMEA Recruitment podcast. “Dream big, stay unique, make it count.” In this episode, Tania reveals that it’s the simple things that keep her smiling; spending time with her son in the mornings and dropping him off at school. In terms of time management, Tania believes it’s all about priorities and balance. She has always been ambitious, and strives to continuously learn and evolve in her career, now taking part in mentoring to help others. Paul Toms asks Tania what it feels like in the role of Group CFO at Tecan AG. She recalls coming back home from the office feeling great and smiling. Tania adds that, when you are doing something meaningful, it makes the work much more enjoyable. At Tecan AG, there is a focus on people and culture, which shines through. Tania discusses joining the company during COVID, which she found challenging. However, she had already had lunch some colleagues before lockdown, which made relationship building easier; even though relationships can be created virtually, it does not replace the face-to-face interaction, she believes. Touching on Tania’s optimistic approach, she explains that, through life and experience, you can either cry and complain or you can do something about it and find a reason to smile. Exploring the qualities of a leader, Paul commends Tania for the great recommendations listed on LinkedIn referencing her leadership and work ethic. In her role, optimism definitely helps, alongside being a role model, having clarity in your goals, and offering freedom and trust. Speaking about the younger generation and their attitude to work, Tania claims that the vast amount of information available means that they are looking for change at a faster pace. Instead, Tania is a fan of internal rotation and “asking the question”; you cannot learn about the company and your role in its entirety within 18 months, so have a conversation with your manager about opportunities before moving on – patience is key. Onto the future of the Finance function, Tania believes that artificial intelligence can support the function, but it will not provide all the answers. The added value is knowing the actions you are going to drive from digital tools and their results. Furthermore, Tania believes that qualifications can provide you with the foundations of knowledge and an understanding of the discipline, but you must update that on a regular basis, alongside your business acumen and common sense. As CFO, you must understand a wide range of topics that will bring change to the table. To end the episode, Paul and Tania discussed change, diversity, and women in the workplace. Tania has created a CFO/CHRO women group, who meet quarterly and exchange information. She is also a believer of natural change from an equality and equity point of view, and feels that a change in mentality is helping. Are you looking for a particular part of the episode? Use the timestamps below: 01:20: The last thing that made Tania smile 02:40: Setting priorities 06:55: What it feels like to be Group CFO 10:20: Joining Tecan AG during COVID 13:35: The optimistic approach 15:30: Qualities of a leader 19:05: The importance of trust 21:50: The benefits of staying with a company for 10+ years 27:40: The future of Finance 36:00: The importance of qualifications 40:50: Change, diversity, and progress If you’d like to reach out to Tania, connect with her on LinkedIn. EMEA Recruitment is a proud supporter of Operation Smile, an international medical charity that provides free surgery to children born with cleft lip and palate. Can you help us change a child’s life? Please give anything you can to support this cause: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, our Marketing Manager. Full details of our professional services recruitment offerings, including Finance & Accountancy, is available on our website: https://www.emearecruitment.com/ You can also keep up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ To contact Paul, please reach out to him on LinkedIn: https://www.linkedin.com/in/paultoms/ Or follow him on Twitter: https://twitter.com/paul_toms To share your thoughts on this episode, please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #taniamicki #paultoms #operationsmile #operationsmileuk #finance
EMEA Recruitment Podcast #156 - Digital Ways of Working – Andries Feikema
47:21We were happy to welcome Andries Feikema, Global Director Procurement Digitalization and Transformation at DSM, onto the EMEA Recruitment podcast. “It’s not tool implementation, it’s business transformation.” Speaking to Paul Toms, Andries explains how nice it is to see people face-to-face again; he recently had the opportunity to meet someone he hired a year ago face-to-face for the first time since travel restrictions were eased. Andries also shares the last thing that made him smile, which was finding out his youngest daughter was selected for one of the two seats being offered at an academic hospital for an internship. In terms of time management, remote working has made Andries’ life much easier. Working from home means less time travelling and the ability to be more present. However, he admits that it is still important to meet people in person and to find the right balance. At the beginning of the pandemic, Andries really enjoyed remote working, but now, with people returning to the office, he is also enjoying that. With nearly 11 years at DSM, there is never a dull moment for Andries, as there are many opportunities and challenges at the company. He mentions the upcoming merger, which will bring some new dynamics to his role. He is also very passionate about digitalisation, sharing the benefits it can bring to a Procurement function and to the wider organisation. DSM started its digitisation journey in 2013/14. Since then, it has been extended further and matured. In 2018, with the design of the business case and funding for the journey, the fundamentals were put in place as part of the digital roadmap. Andries stresses the growing need for information. In order to get the right information, you need the right data, he explains. And, to obtain the right data, you need to have digital processes in place to supply the information to build upon sourcing strategies. He also emphasises the increasing importance of advanced and predictive analytics versus descriptive analytics. From a personality perspective, being open minded is the stand-out trait that Andries believes has helped him in his role. Being open to change, feedback and ideas, as well as being organisation sensitive, people sensitive and culturally sensitive, is an important skill, he believes. Referencing Simon Sinek’s Start with Why, Andries claims that organisations must be able to explain why they do what they do, otherwise it’s difficult to make change. Paul asks about the start of Andries’ Procurement career. 20 years ago, he began a traineeship at a bank and completed a Procurement assignment. From there, he met people at the right time and came in connection with NEVI (the Dutch Association for Procurement and Supply Management). Looking at how to find the right people for the organisation, Andries starts with the profiles he is looking for, the aspirations of the organisation, and makes sure he is supported by the HR department or external recruiters. The skillsets required to get into the discipline – and the skills needed to become better business partners - include analytical, conceptual and advisor skills, along with the ability to collaborate with the business and suppliers. Throughout Andries’ career, many people have inspired him. He mentions a previous Chief Procurement Officer at a huge oil company, who inspired Andries on a leadership level and how to make a change. Andries will be giving talks at summits and roundtables throughout the year talking about DSM’s digital transformation, sharing knowledge and building a network. If you would like to find out more, please connect with Andries on LinkedIn: https://www.linkedin.com/in/andriesfeikema/ The EMEA Recruitment podcast is available wherever you listen to your podcasts. If you’re interested in a particular part of the episode, please use these timestamps: 01:30: Travelling after COVID 03:30: The last thing that made Andries smile 05:00: How Andries manages his time 05:55: The flexibility of working from home 08:00: Approaching 11 years at DSM 09:10: His role as Global Director Procurement Digitalization and Transformation 11:20: Digital ways of working 14:20: Biggest challenges for the next few years 18:35: Personality characteristics that help Andries in his role 20:15: Focusing on the why 22:25: How Andries started his Procurement career 27:30: Key steps for getting the right talent 32:00: The effect of BI & data on the Procurement function 33:20: The skillset needed to get into the discipline 35:40: How cultural awareness helps Andries as a leader 38:00: Andries’ opinion on remote working 40:30: The people who have inspired Andries 42:00: Keynote speaking 44:00: Future events EMEA Recruitment is proud to support Operation Smile, an international medical charity that provides free surgery to children and adults with cleft lip and palate. We’re on a mission to create 100 new smiles through our partnership. If you’re able to support in any way, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager. To learn more about our professional services recruitment, including our specialist Procurement & Supply Chain division, please visit our website: https://www.emearecruitment.com/ You can also keep up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ If you’d like to reach out to Paul, please find him on LinkedIn: https://www.linkedin.com/in/paultoms/ You can also follow him on Twitter: https://twitter.com/paul_toms Do you have any feedback for us? Please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #andriesfeikema #paultoms #operationsmile #operationsmileuk #procurement #digitalization
EMEA Recruitment Podcast #155 - An International Career Journey – Mark Steele
47:56Thank you to Mark Steele, Director Corporate Planning at International Air Transport Association (IATA), for joining us on the EMEA Recruitment podcast. “There’s always a solution, and we will always find a way to deal with it.” To begin the episode, Paul Toms delves into Mark’s international career. Mark previously worked at Nissan for 22 years across Europe - in the UK, France, Finland, the Netherlands and Switzerland. In today’s market, 22 years in the same company is uncommon. However, for Mark, the years went by quickly; the longest he stayed in the same role at Nissan was for three years, before having the role expanded or changing location. Mark admits he has been very lucky to meet great people in great places. He explains that, in any situation, you can always find common ground. His advice for others considering an international career opportunity is to weigh up the pros and cons, but to not be afraid - life is short. If you do decide to accept the opportunity, give it at least six months before deciding the job is not for you, he adds. Paul askes Mark about his role as Director Corporate Planning at IATA. Mark finds the scope of his role excellent and praises his outstanding team, which is respected across the organisation. As a leader, Mark is a firm believer of trust, honesty, inclusivity and consistency. He gives mention to a previous manager at Nissan, named Rob, whose managing style has influenced Mark’s own approach. To gain top quality people, Mark says you must be crystal clear in what you want and the job description of the role, as well as to not over-spec or under-spec. Discussing the future of the Finance function regarding business intelligence and data, Mark discuses the sheer mass of data IATA currently holds; the company represents 300 airlines, which is over 80% of global air traffic. As a function, Finance is extremely focused on data. Mark believes that data is great, but does bring its own problems – deciding which reports are useful, which aren’t, and which ones can be improved to make this data more useful for the organisation is the next step in the process. Mark accepts there is a risk of employee burnout. During COVID and its corresponding restrictions on travel, IATA lost huge amounts of revenue and underwent a restructuring. As a result, 20% of positions were lost – four of which were in Mark’s team and have yet to be replaced. This means they must be extremely critical in tasks they accept and laser sharp on prioritisation. Listen to the end of the episode to learn about how Mark looks after his wellbeing outside of work and the advice he would offer to his 18-year-old self. To find the part of the episode that interests you most, please use these timestamps: 01:35: The last thing that made Mark smile 03:40: Key takeaways from Mark’s international career journey 06:15: Working for Nissan for 22 years 10:20: Advice on international career opportunities 16:20: Mark’s role as Director Corporate Planning 19:10: Managing a team at IATA 22:55: Qualities of a leader & the manager who inspired Mark 25:30: Making the recruitment process efficient & effective 28:45: The impact of BI & data on the Finance function 33:00: The progression of the Finance role 35:10: The risk of burnout 37:35: How Mark looks after his wellbeing outside of work 40:50: The importance of family & advice for your 18-year-old self If you’d like to contact Mark, connect with him on LinkedIn. Operation Smile is the official partner of the EMEA Recruitment podcast. We’re committed to creating 100 new smiles through this partnership. If you can help raise awareness or funds for this cause, please visit emearecruitment.com/operation-smile This episode was hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager. To learn more about our international recruitment services, please see our website: https://www.emearecruitment.com/ You can also follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited To connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/ Or follow him on Twitter: https://twitter.com/paul_toms Are there any topics you’d like us to cover in future episodes? Please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #marksteele #paultoms #operationsmile #operationsmileuk #finance
EMEA Recruitment Podcast #154 - Freedom in Procurement – Cyrille Desbazeille
40:59We were proud to welcome Cyrille Desbazeille, Chief Procurement Officer at Franke in Zurich, onto the EMEA Recruitment podcast. “Shifting a culture of an organisation takes time and resilience, but once the willingness is there and you are progressively creating the critical mass, you can really move the needle.” Speaking to Paul Toms, Cyrille reveals the last thing to make him smile – it’s a sustainability-focused response! Cyrille has recently faced similar challenges to other CPOs around the world in terms of supplier issues and inflation. However, as Franke is privately-owned, the company has a good cash position and is not strained by results, but by business continuity. Cyrille shares the reasons he joined Franke, along with insight into how the culture is much different to his previous workplace, Coty Inc. Franke is currently undergoing a transformation and merging three different divisions into one. Cyrille also mentions the root cause of his passion for people development. At one of his previous employers, Danone, investing in people is key. The idea that you’re recruiting a person for – ideally - a minimum of two roles (the current position and a potential, developed role) is something Cyrille believes in. Discussing patience in the hiring and development process, Cyrille addresses the desire for employees to have things immediately. In his opinion, this is inefficient, because people deliver their best around the 18-month to two-year mark. If people are with the company for a period shorter than 18 months and do not learn from their mistakes, there is a high possibility that they will be unable to implement their learning in the next organisation. When it comes to finding the right candidates for the role, the process will begin with the recruitment manager. However, there is now a large need to sell the organisation to the person. Since Franke isn’t as big as its competitors, employees have a chance to make a lasting impression compared to multi-national companies, where it becomes difficult to evidence tangible results. Cyrille offers his advice for those debating whether or not to go into Procurement. He states that Procurement is the only function facing upstream, along with Research & Development. He adds that Procurement allows you to have a full scope of responsibility to find the right people and suppliers; it also has its complexities, but is a very exciting function, overall. Interestingly, at Franke, business intelligence (BI) and data is yet to have an impact on the Procurement function. However, Cyrille admits that BI and data will make Procurement more interesting; if you have a robot or AI managing the transactional elements, professionals will have more time to do the strategic thinking fed by information coming from BI. Cyrille shares his outlook on time management, focus and prioritisation - he has always been clear on prioritising his family. At work, he focuses on the areas where he can bring value and defines what is important. If you do not make the trade-off yourself, someone will do it for you – protect your agenda and your health, he says. Listen to the end of the episode to learn about how a 40-year relationship with a supplier had to be reshuffled in just 12 months. If you’re interested in a particular part of the episode, please use the timestamps below: 01:00: The last thing that made Cyrille smile02:30: What it feels like to be CPO at Franke05:20: Cyrille’s past roles 09:30: Where Cyrille’s passion for people development comes from13:10: Why patience is important in the hiring & development process20:20: How to source candidates effectively 25:30: Advice for people looking to move into Procurement30:50: The impact of BI & data on Procurement34:30: Time management, focus & prioritisation37:50: Reshuffling a 40-year relationship with a supplier in 12 months You can find Cyrille on LinkedIn if you would like to connect with him: https://www.linkedin.com/in/cyrille-desbazeille/ EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. If you can donate anything to support this cause, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, our Marketing Manager. Learn more about our specialist recruitment services – including Procurement & Supply Chain – through our website: https://www.emearecruitment.com/ We also regularly post updates on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ To connect with Paul, please reach out to him on LinkedIn: https://www.linkedin.com/in/paultoms/ You can also follow him on Twitter: https://twitter.com/paul_toms Are there any topics you’d like us to cover in future episodes? Get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #cyrilledesbazeille #paultoms #operationsmile #operationsmileuk #procurement
EMEA Recruitment Podcast #153 - Leading through Trust – Edgar Magyar
53:41Thank you to Edgar Magyar, CFO and Global Client Finance Lead at Publicis Groupe in Zurich, for joining us on the EMEA Recruitment podcast. “Go and show the world you’re able to do it.” To start the episode, our Founder, Paul Toms, asks Edgar about his relationship with his wife – the two are considered a Finance power couple. Edgar shares how they met in the workplace, and grew to take advantage of many opportunities in various companies and industries. He also explains the benefits of having a partner who can challenge and advise you on your work-related decisions. Edgar talks about his management and leadership style, and how this benefits the team. He is a firm believer of trust and suggests solutions without dictation. He adds that leadership positions are offered within his team to people who are trusted and can work well together. We discuss the strategies that make an effective recruitment process and how high-quality candidates come to be selected at Publicis Groupe. As a hiring manager, you must be clear about the needs of the business and transparent about the business itself. The technical aspects are important, but consider the character traits, cultural fit and the current team – introducing the prospective candidate to the team will benefit both parties in the long-term. Highly motivated teams are built with strong team culture, Edgar believes. Delving deeper into Edgar’s management style, he shares that coaching is another critical element and team contribution leads to far better outcomes. He also expresses his distaste for being involved in operational processes, as he much prefers designing and fixing processes to obtain the most effective solutions. As well as being CFO, Edgar has additional Finance responsibility, looking after the legal matters for two global clients, UBS and Stellantis. His job is never boring and he find it to be a very exciting role. In terms of time management, he says one can only be efficient when you don’t carry problems. He reiterates the need to trust your people, as you cannot manage everything. Make time for decent sleep and exercise, and always make time for your family and friends, as they are the ones that will always be there for you, he says. We explore the impact of business intelligence and data. In Finance, there are huge quantities of data, with increasing complexity, that need to be managed. Edgar highlights that Excel is a great tool, but the amount data has become too heavy – data visualisation tools and tools that can automate processes (like Power BI) are becoming increasingly essential to obtain more sustainable solutions. We learn about the Executive MBA in Digital Transformation that Edgar completed. He is now putting his learning into action, and developing a global platform that will work to make processes more manageable and leaner, ultimately adding value for the key group clients in the future. Listen to the end of the episode to hear about the CFO’s 50th birthday celebrations and his friendships that span over the decades. If you’re looking for a particular part of the episode, please use the timestamps below: 01.55: Positives of COVID-19 on Edgar’s personal & work life03:40: A Finance power couple06:00: Edgar’s leadership style12:50: Recruiting quality people21:40: Effective management strategies24:35: The defining moment in Edgar’s career26:55: What it feels like to be a CFO33:00: The importance of time management38:00: The impact of BI & Data on Finance42:30: Edgar’s Executive MBA48:00: Edgar’s outlook on life50:00: 50th birthday celebrations If you’d like to reach out to Edgar, you can connect with him on LinkedIn. We are proud to work with Operation Smile to bring you the EMEA Recruitment podcast. Operation Smile is an international medical charity that provides free surgery to children with cleft lip and palate. If you’d like to find out more about our partnership, see our website: https://www.emearecruitment.com/operation-smile This episode is hosted by Paul Toms and Rose Jinks. Are you hiring into your team or looking for a new role yourself? Find out more about our full range of recruitment services through our website: https://www.emearecruitment.com/ You can also stay up to date with us via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ If you’d like to contact Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/ You can also follow him on Twitter: https://twitter.com/paul_toms If you’d like to share your feedback on this episode, please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #edgarmagyar #paultoms #operationsmile #operationsmileuk #finance
EMEA Recruitment Podcast #152 - Showing Everyone What’s Possible - Lizi Jackson-Barrett
52:15We were honoured to welcome Lizi Jackson-Barrett, Confidence Strategist, onto the EMEA Recruitment podcast. “Have the confidence to have huge goals and say them out loud.” In this episode, Paul Toms explores the service Lizi provides to clients, with the overarching goal of increasing the confidence of others strategically to accelerate business growth and success. Firstly, we learn how Lizi started her business. She noticed a gap in the market when people were constantly saying, “I know I should be… but…” - that’s where the lack of confidence would come into play. Lizi was open in sharing her hair loss story, but found it difficult to find someone to turn to for help in increasing her confidence. She has now developed a framework that consists of five Cs, beginning with identifying the areas of improvement and affirming what they would do if they were able to develop this soft skill. Paul asks Lizi about her public speaking experiences. Lizi is a keynote speaker and has given TEDx speeches, originally starting on small stages. She explains her love for the stage, sharing that it is a different way to reach people and make a difference in people’s lives. She shares the wonderful feeling of gaining feedback from people in the audience, who get in touch to tell her she has made improvements in their lives without ever talking to them in a one-to-one setting. Lizi explores the issues clients usually approach her with. She highlights the fact that even the individuals who are in high positions share the same worries, which become harder when these people are expected to have no confidence wobbles and know exactly what they are doing. The other challenges seen – more so in solo entrepreneurs, especially creative ones - is knowing their worth and charging a fair price for their work. Relating back to her business model, she initially started with an orientation towards females, but this has since changed. Without generalising, she has observed that men are keen to jump straight into the programme, whereas women are keener to explore the feelings behind the lack of confidence – ideally a mix between both is needed to create change. The highlight of Lizi’s career was being able to evidence the profound influence of her teachings on clients. She shares a few examples of qualitative and quantitative results, which reveal her work continues to make a difference in a meaningful way, even after the programme has ended. This is done through equipping clients with the tools to push themselves forward, instead of fleeing from challenges. Lizi’s sessions can be completed in small groups within two-hour blocks, or on a one-to-one basis completed hourly, over eight sessions. The sessions are very goal-driven, with more things coming into focus as the programme progresses alongside the five C framework. It is important to note that we all have things we aren’t good at, Lizi emphasizes. It’s the strength of acknowledging those struggles and getting the help to get better at those things. Additionally, consider the fact that there are some things you can lack skills in and, ultimately, that is fine. Close to the end of the episode, we uncover the person who has inspired Lizi the most. Her mother embodies the very work Lizi tries to allow others to strive for, sharing her mother’s story and achievements. The key point? If you let yourself chase these big goals and acknowledge you want them, there’s so much that is within our reach than we think isn’t. For Lizi, she only has to look to her mother to see proof of that. Listen to the end of the episode to discover the superpower Lizi would choose to have. If you are interested in the work Lizi conducts and want to find out more, you can connect with Lizi on LinkedIn, or reach out to her via Instagram or Facebook. To find a particular part of the episode, please use the timestamps below: 01:25: The last thing that made Lizi smile02:40: The evolution of Lizi’s job title03:35: Introduction to the service Lizi provides05:40: The difference between confidence coaching and life coaching08:40: How Lizi’s business started 10:15: Lizi’s service model 13:20: Lizi’s experience doing TEDx talks16:00: How Lizi’s career history helped her with public speaking18:35: The common issues clients have26:10: The line between overconfidence & arrogance27:00: Moving from a female service model to male & female31:15: The highlight of Lizi’s career35:00: Why confidence continues to rise after the programme41:05: How Lizi overcomes problems with her own confidence43:00: The person who inspired Lizi the most45:40: The superpower Lizi would choose to have Operation Smile is the official partner of the EMEA Recruitment podcast. We’re proud to be raising vital funds and awareness for Operation Smile to deliver free surgery to children and adults with cleft lip and palate. If you’re able to support us, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ This episode is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager. Our full range of recruitment services can be found through our website: https://www.emearecruitment.com/ If you’d like to keep up to date with market insights, follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ To reach out to Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/ Or, you can follow him on Twitter: https://twitter.com/paul_toms Are there any topics you’d like us to cover in the EMEA Recruitment podcast? Please get in touch with Rose: [email protected] #emearecruitment #emearecruitmentpodcast #lizijacksonbarrett #paultoms #operationsmile #operationsmileuk #confidence #tedx # keynote
EMEA Recruitment Podcast #151 - Highlights of an HR Career – Hein Knaapen
46:26We are delighted to welcome back Hein Knaapen, Managing Partner, Europe at CEO.works, onto the EMEA Recruitment podcast. “There is only so much that matters - it’s not that difficult intellectually to identify, emotionally it’s not easy – but, if you manage, you can create more value in less time.” In the beginning of the episode, Hein tells Paul Toms about his extensive Human Resources career, with 36 years in corporate organisations - 15 of those as a Chief Human Resources Officer. Hein has recently joined the ranks of entrepreneurs. Hein is pleased about the progress of his new CEO.works venture and shares his advice for aspiring entrepreneurs. Initially nervous about taking the risk, Hein understands the apprehension, but whether you do it or not, there is a leap of faith involved. Remember: risk and reward. The overarching aim of Hein’s work is to unclutter the thinking of organisational leaders, such as the CEO and CHRO, to identify the areas where value creation sits and streamline the company’s focus on those areas. The typical mistake leaders make is losing focus. Hein reiterates that, in everything you do, the questions that needs to be answered are: How does this improve company performance? And, if it doesn’t, why do it? Paul asks Hein about his perspective on Diversity & Inclusion initiatives compared to the world pre-pandemic. Hein believes there will always be some degree of difficulty in bringing about diversity (diversity in terms of thinking and actions, not equal opportunity). He highlights the importance of investing, educating and equipping managers to create a climate and a team to foster diversity. Later in the episode, Hein shares his coming out story. Hein came out as a gay man when he was 32, explaining that he could have been aware he liked men when he was ten-years-old. However, being part of a conservative family and one of five sons, he buried his feelings, as he didn’t know how else to handle it. Once he came out, his experience was overall quite positive and he feels very fortunate not to have had any negative experiences during his career. Hein shares the highlights of his career, of which two experiences spring to mind. The first was when he was CHRO officer at ING, a multi-national banking and financial service company, where he had an exceptional leader that he worked well with to make a strong contribution to the company. The second experience was at Unilever, where we worked alongside a CEO to help change the culture of the company and found it to be an extraordinary experience. The pattern, he explains, is having a team that values his input and shares a strong alignment of thinking. Hein explores the key to an effective and efficient recruitment process. His advice is to identify three to five key deliverables and then two to three distinct abilities. Hein believes total focus and clarity of the essential deliverables is the most important factor for successful recruitment. The episode ends with the things Hein is most excited about for the future, as well as details of the monthly webinars he creates on value and people-related topics. With his experience in HR and working largely with first time CHROs, Hein teaches them how to create a very selective and focused people agenda that is tightly linked to the company strategy. If this is of interest to you, connect with Hein on LinkedIn. The EMEA Recruitment podcast is available wherever you get your podcasts, or you can watch the episode on YouTube: If you’re interested in a certain part of the episode, please use the timestamps: 00:40: The last thing that made Hein smile01:30: Positives of the last 3 years 04:20: Hein’s proudest achievement05:20: Advice for those wishing to start a business08:00: The value CEO.works brings to organisations12:20: The mistake leaders make repeatedly18:25: How does Hein stayed focused personally?22:00: Diversity & Inclusion pre-COVID & in the present day26:40: Hein’s coming out story33:25: The highlights of Hein’s HR career36:10: How to make efficient & effective recruitment decisions39:25: What Hein is excited about in the future Operation Smile is the official partner of the EMEA Recruitment podcast. We’re raising vital funds and awareness for Operation Smile to deliver life-changing surgery to children and adults with cleft lip and palate. If you’d like to find out more, please visit the Operation Smile website: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/ This episode is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager. We specialise in professional services recruitment, including hiring into HR teams. Find out more through our website: https://www.emearecruitment.com/ You can also follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/ If you’d like to connect with Paul, please reach out through LinkedIn: https://www.linkedin.com/in/paultoms/ Or follow him on Twitter: https://twitter.com/paul_toms If you’d like to share any feedback on this episode, please contact Rose: [email protected] #emearecruitment #emearecruitmentpodcast #heinknaapen #paultoms #operationsmile #operationsmileuk #hr #humanresources