This document summarizes a webinar on recruitment trends during the coronavirus pandemic. It includes: - A presentation by Monizze on the impact of COVID-19 on customer habits with meal/eco/gift tickets, including decreased transactions but higher average value per transaction. - A presentation by Febelfin on the situation in banks, noting continued recruitment focusing on key jobs while maintaining attention to diversity and inclusion. - A presentation by Isabel Group comparing the coronavirus and 2008 crises, noting high demand for skilled roles and an increasing number of applicants while contractors may rise.

1. Webinar 7 : Recruitment latest
trends / Coronavirus
Homeworking Challenge

2. Programme
• Introduction (5min)
• Jean-Louis Van Houwe from Monizze will answer to " What
impact does the Corona virus have on eco- / meal- / gift- tickets,
what are the changes in the transaction habits of their customers
and what is the evolution of their customers' orders?" (15min)
• Claire Godding from Febelfin will give a global picture of the
banks situation with the current recruitment and will reply to
"What do we learn during crises ? Why is it fundamental that you
keep paying attention to inclusion, and to enriching diversity in
your hirings -also now ? and What commitments to gender
equality do we currently see with banks ? " (10min)
• Katrien Van Geel from Isabel Group will compare the Corona crisis
with the crisis in 2008 and will explain how they cope(d) these
ones in terms of recruitment (10min)
• Q&A (15min)
• Conclusion (5min)

3. Your Speakers
Toon Vanagt
Host, Board of FinTech Belgium
CEO of data.be
Claire Godding
Senior Expert on Diversity & Inclusion and Societal
Needs for the financial sector
Febelfin
Katrien Van Geel
Talent Acquisition Manager
Isabel Group
Jean-Louis Van Houwe
CEO
Monizze

4. Your Speakers
Jean-Louis Van Houwe
CEO
Monizze

5. Monizze:
Impact of Covid-19 on
habits
8th of May -
Recruitment latest trends

6. • Meal / Eco / Gift vouchers
– Impact on employees
– Impact on merchants
• Monizze life
– New way of working
– Recruitment during covid-19
– Back to work
• Conclusions
Agenda

7. • Meal voucher beneficiaries
make less transactions
• Less visit of PoS
• No resto / snack for lunch break
• -20% in #, -8% in purchased
value (due to less issue in March)
• They buy more per Tx
• More purchase per visit
• +35%
• People receive less vouchers:
• Impact of unemployment
• - 30%
5/18/2020
For Discussion purpose only – Strictly
Confidential – ©Copyright Monizze
2020
7
Evolution of purchase habits
0
5
10
15
20
25
30
35
40
0%
20%
40%
60%
80%
100%
120%
140%
1 2 3 4
Purchase habit from jan to april
# Transactions in % Value in % Avg Cart in €

8. • Some POS win, some lose
• Colruyt & Makro winning share
– When buying more quantities less
time?
• Hard discount stable / small
loss
– Small impact on habits
– Localisation relative to our
Beneficiaries?
• Franchises / Okay win
(increases)
– Proximity / capillarity?
– Are people buying at different
places (home vs. Office)
5/18/2020
For Discussion purpose only – Strictly
Confidential – ©Copyright Monizze
2020
8
Are there changes in habits?
Feb -> April Evolution Inc. Cart value Evolution Inc. Cart value
Tx # 0,68% 0,25 1,09% 0,48
Tx € -13% -0,58% 4% 1,34%
Tx # -0,46% 0,35 0,44% 0,50
Tx € -18% -0,87% 2% 0,80%
Tx # 2,69% 0,23 0,57% 0,51
Tx € -3% 1,48% -9% 0,43%
Tx # 0,69% 0,47 0,10% 0,23
Tx € 14% 0,89% -13% 0,16%
Tx # -1,17% 0,68 -0,03% 0,50
Tx € -14% -0,43% -26% -0,02%
Tx # -0,54% 0,41 Tx # OVERALL
Tx € 26% -0,67% Tx € -8%

9. • Tools for all to tele-work
– Daily team call (mattermost + jitsi)
– Customer care with iPBX
capabilities
• Partial unemployment
– Sales & customer care: manage
loss of revenues
– Yet 100% for IT + PO + PSM:
invest in the future
• We have recruited
– 1 Team Lead CC (for 10 people)
– 2 IT’s (on a team of 6 people)
– Freeze recruit on sales positions
5/18/2020
For Discussion purpose only – Strictly
Confidential – ©Copyright Monizze
2020
9
Change of habits at Monizze
– did we recruit?

10. • Background of the proposed principles
– After 6 weeks, need fresh air & social contacts
– Back to the office is allowed if well organized
• Guiding rules:
– “Good common sense” principle
– Remote working remains the preferred choice
for Monizze
– When at the office:
• keep distances (min 1,5m)
• organize desk seating accordingly
• wearing a mask always advised
– not compulsory at the desk (when
distancing is respected)
– compulsory when circulating
– Prevent yourself from using the lift
• Max 2 people
• Organization of the teams:
– A maximum of 50% of monizzers will
be possible together at the office to
respect distancing
– Distinct rolling group will change each
week (group 1 even weeks, group 2
uneven weeks)
– This must be coordinated and
approved by your responsible before
joining the office
• Always keep in mind:
– Washing your hands many times AND
is mandatory at the following events:
• arriving at the office,
• after restrooms,
• before eating,
• leaving the office,
• arriving at home.
– After eating: wash your table with
disinfectant and towel
Back to Work : principles

11. Inspirer
Encourager
Coopérer
Préserver
Progresser
18/05/2020 11
Jean-Louis Van Houwe
jlvh@Monizze.be
Linkedin: jeanlouisvanhouwe
Take care of your beloved ones!
Remain at home and keep connected to news
Thank you !

12. Your Speakers
Claire Godding
Senior Expert on Diversity & Inclusion and Societal
Needs for the financial sector
Febelfin

13. HR priorities in Banks & evolution
Gender perspective
Recruitment practice in Banks in Covid-19 time

14. 14 |
Five most significant HR trends in 2020
(until February)
War for Talent
Rise of AI and automated work
Diversity & Inclusion
Purpose & Culture
Flexibility & Fluidity

15. 15 |
Five most significant human capital trends in 2020
War for Talent
Continuity
Diversity & Inclusion
Purpose & Culture
Flexibility & Fluidity

16. 16 |
Biggest Business Challenges in
2020
Innovation Digital
Risk Talent
Client
(Until February)

17. 17 |
Biggest Business Challenges in
2020
Continuity
Role in
Society
Digital
inclusion
Talent
Credits

19. 19 |
Why Should banks care about diversity in recruitment
NOW ?
Connection to clients needs
Collective intelligence
Innovation capacity
Risk management
Retain & attract best talents
More inclusive culture, more resilience

20. 20 |
The specific gender mix in the financial
sector
Gender in the Financial Sector

21. Recent evolution in Banks
recruitment
Since 2018 : less jobs available in branches, more IT &
digital new jobs.
Since 2019 : War for talent becomes more tangible
(less candidates).
Since 2019 : More efforts on inclusive employer
branding

22. 06/2019 : The Women in Finance Charter

23. 90 % of the financial sector
Measure glass ceilings
Define targets
Make job descriptions inclusive
Changing the sector image

24. Banks & Recruitment during the crisis
(BNP Paribas Fortis, KBC, ING, Belfius, Puilaetco)
Recruitment goes on in 6/6 banks (reduced with 10 to 25%) focusing
on key jobs
Full online recruitment process in 5/6 banks
Online onboarding (some contrats postponed to 07)
Key jobs : risk / compliance – project – IT – wholesale banking -
experts
Candidates still applying. Very satisfied of the digital hiring
experience.
Attention to gender & diversity remain important in 6/6 banks

25. Your Speakers
Katrien Van Geel
Talent Acquisition Manager
Isabel Group

26. Katrien Van Geel
Talent Acquisition Manager

31. BUILDING BRIDGES

32. MOST VALUABLE ASSETS

33. Insights Previous Recession (2008-2012)

34. Insights Recession (2008-2012) >< 2020

35. Talent Acquisition @ Isabel Group
Open slots
29%
35%
22%
0%
5%
10%
15%
20%
25%
30%
35%
40%
2018 2019 2020
Open slots % of FTE
Open slots % FTE

36. 75% 75%
31%
0%
10%
20%
30%
40%
50%
60%
70%
80%
2018 2019 2020
Hirings % Open slots
Hirings % Open slots
Quarter results
Talent Acquisition @ Isabel Group
Hirings

37. Talent Acquisition
Permanent vs. Contractors
58% 56% 60% 59%
42% 44% 40% 41%
1/1/2017 1/1/2018 1/1/2019 1/1/2020
Employees Contractors

38. Talent Acquisition
Number of applicants 2020

39. Conclusion. Too early?
• High needs capabilities for high skilled profiles
• Fintech hiring lead time still a challenge
• Number of applicants is increasing (April & May)
• Permanent candidates give more value to
stable companies than before
• Candidates are more involved in the recruitment
process
• Expect an increase of available contractors
• More hiring needs due to intensified digitalization
and increased speed required in new product
development

40. Thank you!
Silver partners
Bronze partners

41. Join us :
• /FREE Webinar 8: Manage Deconfinement / Coronavirus
Homeworking Challenge, Friday May 15th, 2pm
• /FREE Webinar 9: Financial Insights / Coronavirus Homeworking
Challenge, Friday May 22nd, 2pm
• /FREE Webinar 10: Post covid financials / Coronavirus
Homeworking Challenge, Friday May 29th, 2pm
SEE YOU ONLINE😊