Talent in Motion

2,181 views

Published on

How we deal with HR.

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
2,181
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
10
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Talent in Motion

  1. 1. Talent in motion 18/3/2014
  2. 2. Good evening. My name is Bart.
  3. 3. This is my daughter Merel (I have 3 kids).
  4. 4. I’m passionate about coffee.
  5. 5. I’m passionate about I live and work in Ghent.
  6. 6. I work at digital agency Wijs (ex Netlash-bSeen).
  7. 7. Part of Heaven Can Wait ecosystem.
  8. 8. You can find me on Twitter: @netlash
  9. 9. http://slideshare.net/netlash
  10. 10. The challenge for Wijs 3/10/2013
  11. 11. This is chapter title
  12. 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. 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. 14. First... get the basics right!
  15. 15. ‣ start with the ‘why’, not with the ‘what’ ‣ define your values ! Basics
  16. 16. But you know this, right?
  17. 17. BasicValues of Wijs
  18. 18. Waarom Wat Hoe
  19. 19. Waarom Wat Hoe
  20. 20. Medewerkers Maatschappij Klan t Bedrij f
  21. 21. Medewerkers Maatschappij Klant Bedrijf Waarde creëren Moet in evenwicht zijn!
  22. 22. Create value, in balance. Why? “Make the web better.” What? - transparancy
 - innovation
 - passion
 - quality
 - results How?
  23. 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. 24. 1. Radical transparency 2. Focus on development 3. Self-steering & co-creation 4. Recruiting (Possible) answer
  25. 25. 1. Radical transparency 2. Focus on development 3. Self-steering & co-creation ! Intertwined! Answer
  26. 26. 1. Radical transparancy
  27. 27. ‣ share knowledge, internal & external ‣ an eye on the numbers ‣ allow personal branding ‣ design shareable experiences ‣ encourage to share 1. Radical transparancy
  28. 28. Core value: open source We share our knowledge.
  29. 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. 30. Add value to our ecosystem. Pay it forward.
  31. 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. 32. Design experiences to be shareable
  33. 33. Design experiences to be shareable
  34. 34. Design experiences to be shareable
  35. 35. Design experiences to be shareable
  36. 36. Design experiences to be shareable
  37. 37. Encourage to share
  38. 38. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
  39. 39. A quiet revolution.
  40. 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. 41. 2. Focus on development
  42. 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. 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. 44 Part of Heaven Can Wait ecosystem.
  45. 45. ‣ encourage entrepreneurship (press, sector, coaching) ‣ allow entrepreneurship ‣ A-B-C program ! 2. Focus on development
  46. 46. We’ll make you awesome in digital.
  47. 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. 48. 3. Self-steering & co-creation
  49. 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. 50. ‣ multi-disciplinary teams ‣ formal & informal communication ‣ work from home... (?) ‣ environment aimed at ‘chance encounters’ Focus on communication
  51. 51. Andere ;-)
  52. 52. ‣ 48 hours of freedom ‣ 20+ projects ‣ 1 project: Bazinga Hackathon
  53. 53. Here comes a short statement 
 about a significant subject.
  54. 54. Here comes a short statement 
 about a significant subject. No leaderboard!
  55. 55. Here comes a short statement 
 about a significant subject. Company values
  56. 56. Personal status & progression
  57. 57. Co- creation
  58. 58. External impact.
  59. 59. ‣ work in progress... ‣ ESF ‣ scale vs. small teams? 3. Self-steering & co-creation
  60. 60. ‣ networked organisation ‣ flat vs. hierarchy ‣ challenge: genY ! ‣ challenge: communication Roles vs. Functions
  61. 61. 4. Recruiting
  62. 62. Recruitment & sales are the same.
  63. 63. We recruit online.
  64. 64. 4 ‘golden rules’: - It’s the network, stupid! - Drip, not tsunami. - Be where they are. - Know your strengths.
  65. 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. 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. 67. 2d degree network
  68. 68. 2d degree network
  69. 69. 2d degree network
  70. 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. 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. 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. 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. 74. Design experiences to be shareable
  75. 75. Encourage to share
  76. 76. ‣ social media: define your channels (Twitter vs Facebook vs LinkedIn) ‣ Google search ‣ CPC advertising 3. Be where they are
  77. 77. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
  78. 78. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
  79. 79. ‣ “be where they are” ‣ Fork 4 HR ( = SEO optimized recruitment CMS) ‣ define your keywords! Google Search
  80. 80. Google Search
  81. 81. Google Search
  82. 82. Google Search
  83. 83. Fork 4 HR
  84. 84. ‣ supportive ‣ Google Search Ads or Facebook ads? ‣ define your keywords! CPC advertising
  85. 85. http://wijs.be/nl/trends-inzichten/blog/detail/beter-recruteren-cpc-campagnes-kunnen-helpen
  86. 86. ‣ non-core profiles: use outside help! ‣ management profiles: use outside help! ‣ network, assessment, confidentiality 4. Know your strengths
  87. 87. ‣ 2d degree network ‣ process, not a campaign ‣ be where they are ‣ use outside help where necessary Summarize
  88. 88. Most of all:
 Be a cool place to work.
  89. 89. Alignment between internal and external communication, message, mission, purpose...
  90. 90. Questions?
  91. 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

×