Talent in Motion

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How we deal with HR.

How we deal with HR.

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  • 1. Talent in motion 18/3/2014
  • 2. Good evening. My name is Bart.
  • 3. This is my daughter Merel (I have 3 kids).
  • 4. I’m passionate about coffee.
  • 5. I’m passionate about I live and work in Ghent.
  • 6. I work at digital agency Wijs (ex Netlash-bSeen).
  • 7. Part of Heaven Can Wait ecosystem.
  • 8. You can find me on Twitter: @netlash
  • 9. http://slideshare.net/netlash
  • 10. The challenge for Wijs 3/10/2013
  • 11. This is chapter title
  • 12. ‣ digital agency ‣ 55 people ‣ est. 2006 ‣ multi-disciplinary ‣ young, fast-moving sector ‣ young, fast-moving company ‣ young, fast-moving people... (28.7 year avg) Wijs
  • 13. ‣ how to keep (and select) people during merger? ‣ how to attract new talent in small market? ‣ how to develop new generation... and keep them interested? Challenge
  • 14. First... get the basics right!
  • 15. ‣ start with the ‘why’, not with the ‘what’ ‣ define your values ! Basics
  • 16. But you know this, right?
  • 17. BasicValues of Wijs
  • 18. Waarom Wat Hoe
  • 19. Waarom Wat Hoe
  • 20. Medewerkers Maatschappij Klan t Bedrij f
  • 21. Medewerkers Maatschappij Klant Bedrijf Waarde creëren Moet in evenwicht zijn!
  • 22. Create value, in balance. Why? “Make the web better.” What? - transparancy
 - innovation
 - passion
 - quality
 - results How?
  • 23. ‣ how to keep (and select) people during merger? ‣ how to attract new talent in small market? ‣ how to develop a new generation... and keep them interested? Challenge
  • 24. 1. Radical transparency 2. Focus on development 3. Self-steering & co-creation 4. Recruiting (Possible) answer
  • 25. 1. Radical transparency 2. Focus on development 3. Self-steering & co-creation ! Intertwined! Answer
  • 26. 1. Radical transparancy
  • 27. ‣ share knowledge, internal & external ‣ an eye on the numbers ‣ allow personal branding ‣ design shareable experiences ‣ encourage to share 1. Radical transparancy
  • 28. Core value: open source We share our knowledge.
  • 29. ‣ open source code (Fork CMS, Chopstick) ‣ blog, twitter, whitepapers ‣ Online Trendreport ‣ presentations ‣ attend & organize industry events ‣ guest lectures at schools ‣ internships ‣ helping with school works ‣ sponsoring Open source
  • 30. Add value to our ecosystem. Pay it forward.
  • 31. ‣ share ‘company life’ through Twitter & Facebook ‣ put employees in the picture ‣ encourage employees to share (allow!) ‣ design experiences to be shareable Like & Share!
  • 32. Design experiences to be shareable
  • 33. Design experiences to be shareable
  • 34. Design experiences to be shareable
  • 35. Design experiences to be shareable
  • 36. Design experiences to be shareable
  • 37. Encourage to share
  • 38. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
  • 39. A quiet revolution.
  • 40. ‣ develops people (personal branding, leadership, ...) ‣ attracts new talent ‣ creates culture (“we”) ‣ gives sense of control & direction ‣ ... and it helps with sales too! 1. Radical transparancy
  • 41. 2. Focus on development
  • 42. ‣ before they are employees! (internships, guest lectures, sector sponsoring...) ‣ fast-track to start (welcome pack, wiki, training) ‣ POP & coaching ‣ designlab, dev meetup, OM academy... ‣ personal training budget 2. Focus on development
  • 43. 1 on 1 Individueel In groep In groep Zelfsturend POP traject, coaching LG & HR Inwerkschema’s, Groeitips, wiki Opleiding, seminaries, congressen Kennisdelingmomenten Hackathon, Bazinga Zelfsturing met sterke omkadering
  • 44. 44 Part of Heaven Can Wait ecosystem.
  • 45. ‣ encourage entrepreneurship (press, sector, coaching) ‣ allow entrepreneurship ‣ A-B-C program ! 2. Focus on development
  • 46. We’ll make you awesome in digital.
  • 47. ‣ “we’ll make you awesome in digital!” ‣ that’s why they come, that’s why they stay ‣ (that’s also why they leave...) ! 2. Focus on development
  • 48. 3. Self-steering & co-creation
  • 49. ‣ teams with P&L ‣ responsibilities, not tasks ‣ roles, not functions ‣ output, not input ‣ decision power at the right level... 3. Self-steering & co-creation
  • 50. ‣ multi-disciplinary teams ‣ formal & informal communication ‣ work from home... (?) ‣ environment aimed at ‘chance encounters’ Focus on communication
  • 51. Andere ;-)
  • 52. ‣ 48 hours of freedom ‣ 20+ projects ‣ 1 project: Bazinga Hackathon
  • 53. Here comes a short statement 
 about a significant subject.
  • 54. Here comes a short statement 
 about a significant subject. No leaderboard!
  • 55. Here comes a short statement 
 about a significant subject. Company values
  • 56. Personal status & progression
  • 57. Co- creation
  • 58. External impact.
  • 59. ‣ work in progress... ‣ ESF ‣ scale vs. small teams? 3. Self-steering & co-creation
  • 60. ‣ networked organisation ‣ flat vs. hierarchy ‣ challenge: genY ! ‣ challenge: communication Roles vs. Functions
  • 61. 4. Recruiting
  • 62. Recruitment & sales are the same.
  • 63. We recruit online.
  • 64. 4 ‘golden rules’: - It’s the network, stupid! - Drip, not tsunami. - Be where they are. - Know your strengths.
  • 65. 4 ‘golden rules’: - It’s the network, stupid! - Drip, not tsunami. - Be where they are. - Know your strengths. (Psst... these are also good practices for all online marketing...)
  • 66. ‣ people mostly find jobs through their network ‣ online (social media) is network on steroids ‣ use this to spread vacancies ‣ it’s not the first degree network! 1. It’s the network, stupid!
  • 67. 2d degree network
  • 68. 2d degree network
  • 69. 2d degree network
  • 70. ‣ goal is not: find applicants in your network ‣ goal: get your network to spread jobs to their network ‣ Kevin Bacon! 1. It’s the network, stupid!
  • 71. ‣ goal is not: find applicants in your network ‣ goal: get your network to spread jobs to their network ‣ Kevin Bacon! 1. It’s the network, stupid!
  • 72. 2. Drip, not tsunami ‣ recruitment & employer branding is not a campaign, it’s a proces ‣ small continuous updates over a long period of time ‣ (so it’s not that bad if you screw one up)
  • 73. ‣ share ‘company life’ through Twitter & Facebook ‣ put employees in the picture ‣ encourage employees to share (allow!) ‣ design experiences to be shareable 2. Drip, not tsunami
  • 74. Design experiences to be shareable
  • 75. Encourage to share
  • 76. ‣ social media: define your channels (Twitter vs Facebook vs LinkedIn) ‣ Google search ‣ CPC advertising 3. Be where they are
  • 77. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
  • 78. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
  • 79. ‣ “be where they are” ‣ Fork 4 HR ( = SEO optimized recruitment CMS) ‣ define your keywords! Google Search
  • 80. Google Search
  • 81. Google Search
  • 82. Google Search
  • 83. Fork 4 HR
  • 84. ‣ supportive ‣ Google Search Ads or Facebook ads? ‣ define your keywords! CPC advertising
  • 85. http://wijs.be/nl/trends-inzichten/blog/detail/beter-recruteren-cpc-campagnes-kunnen-helpen
  • 86. ‣ non-core profiles: use outside help! ‣ management profiles: use outside help! ‣ network, assessment, confidentiality 4. Know your strengths
  • 87. ‣ 2d degree network ‣ process, not a campaign ‣ be where they are ‣ use outside help where necessary Summarize
  • 88. Most of all:
 Be a cool place to work.
  • 89. Alignment between internal and external communication, message, mission, purpose...
  • 90. Questions?
  • 91. Wijs bvba Voorhavenlaan 31/3
 9000 GENT 09 335 22 80
 09 330 09 83 http://wijs.be
 info@wijs.be BE 0473.071.275