The document discusses the challenges of talent recruitment and staffing needs at Belgian railways. It notes the aging workforce and increasing technical complexity of trains. It also outlines the various recruitment channels used, including job fairs, social media, partnerships with schools and job training organizations. The document concludes by recognizing opportunities to better predict workforce needs, increase channel efficiency, and continuously innovate recruitment strategies and processes.

1. 28/05/2019
nmbs.be/jobs
Christian Smets
Expert Corporate Recruitment
War for Talent

2. Some years ago at the Belgian railways

3. Now

4. Talent

5. Staff evolution
(SNCB, Infrabel & HR Rail)

6. Age structure
(SNCB, Infrabel and HR Rail - 1/1/2019)

7. Number of filled vacancies

8. Most needed profiles

9. Channels

10. Jobsite sncb.be/jobs

11. Events
Jobdays Meet & Greet Escape trainJobtrainsJobfairs

12. Social Media

13. Traditional Media
Out-of-Home Radio OnlineStickering

14. Internal Media
Ambassadors Screens,…Refer a Friend

15. Links with schools & organisations
YOUCA +
Traineeships
(on-the-job-training)
Competitions:
BERT, BEST,
STEM…
Partnership
FOREM, VDAB,
Actiris, MASEOS
School visits 3D glasses

16. Monitoring and evaluation of channels

17. Challenges & Opportunities

18. Better prediction of profiles  workforce planning
More insight in channel efficiency
Increase of use of social media
Continuous innovation in event planning
Continuous improvement of processes
Increasing technical complexity of trains
Internal Challenges
Investment in training of graduates from schools
Getting rid of hierarchical culture

19. Bridge function and interaction with schools
(dual learning, traineeships,…)
Declining level of schooling quality
(mainly at HB05 level formerly known as A2)
Declining level of knowledge of languages
Low level of geographical mobility
External Challenges

20. Opportunities

21. Mechelen station

22. M7

23. M7

24. Thank you!