talent in motion
Post on 15-Sep-2014
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How we deal with HR.TRANSCRIPT
Talent in motion18/3/2014
Good evening. My name is Bart.
This is my daughter Merel (I have 3 kids).
I’m passionate about coffee.
I’m passionate about
I live and work in Ghent.
I work at digital agency Wijs (ex Netlash-bSeen).
Part of Heaven Can Wait ecosystem.
You can find me on Twitter: @netlash
The challenge for Wijs 3/10/2013
This is chapter title
‣ 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
‣ 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
First... get the basics right!
‣ start with the ‘why’, not with the ‘what’
‣ define your values
!
Basics
But you know this, right?
Basic Values of Wijs
Waarom Wat Hoe
Waarom Wat Hoe
Medewerkers Maatschappij
Klant
Bedrijf
Medewerkers Maatschappij
Klant
Bedrijf
Waarde creëren
Moet in evenwicht zijn!
Create value, in balance.
Why?
“Make the web better.”
What?
- transparancy - innovation - passion - quality - results
How?
‣ 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
1. Radical transparency
2. Focus on development
3. Self-steering & co-creation
4. Recruiting
(Possible) answer
1. Radical transparency
2. Focus on development
3. Self-steering & co-creation
!
Intertwined!
Answer
1. Radical transparancy
‣ share knowledge, internal & external
‣ an eye on the numbers
‣ allow personal branding
‣ design shareable experiences
‣ encourage to share
1. Radical transparancy
Core value:
open source We share our knowledge.
‣ 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
Add value to our ecosystem.
Pay it forward.
‣ share ‘company life’ through Twitter & Facebook
‣ put employees in the picture
‣ encourage employees to share (allow!)
‣ design experiences to be shareable
Like & Share!
Design experiences to be shareable
Design experiences to be shareable
Design experiences to be shareable
Design experiences to be shareable
Design experiences to be shareable
Encourage to share
Social media
‣ Facebook = recruiting
‣ company life
‣ jokes, inside news: employee POV
‣ “we understand you”
‣ shareable!
A quiet revolution.
‣ 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
2. Focus on development
‣ 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
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
Part of Heaven Can Wait ecosystem.
‣ encourage entrepreneurship (press, sector, coaching)
‣ allow entrepreneurship
‣ A-B-C program
!
2. Focus on development
Contact us on www.wijs.be or drop [email protected] or
[email protected] a line or send a tweet to @vreewijs or
drop by at Voorhavenlaan 31/3, 9000 Gent.
We’ll make you awesome in digital.
‣ “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
3. Self-steering & co-creation
‣ teams with P&L
‣ responsibilities, not tasks
‣ roles, not functions
‣ output, not input
‣ decision power at the right level...
3. Self-steering & co-creation
‣ multi-disciplinary teams
‣ formal & informal communication
‣ work from home... (?)
‣ environment aimed at ‘chance encounters’
Focus on communication
Andere ;-)
‣ 48 hours of freedom
‣ 20+ projects
‣ 1 project: Bazinga
Hackathon
Here comes a short statement about a significant subject.
Here comes a short statement about a significant subject. No
leaderboard!
Here comes a short statement about a significant subject.
Company values
Personal status &
progression
Co-creation
External impact.
‣ work in progress...
‣ ESF
‣ scale vs. small teams?
3. Self-steering & co-creation
‣ networked organisation
‣ flat vs. hierarchy
‣ challenge: genY !
‣ challenge: communication
Roles vs. Functions
4. Recruiting
Recruitment & sales are the same.
We recruit online.
4 ‘golden rules’:
- It’s the network, stupid! - Drip, not tsunami. - Be where they are. - Know your strengths.
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...)
‣ 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!
2d degree network
2d degree network
2d degree network
‣ 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!
‣ 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!
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)
‣ 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
Design experiences to be shareable
Encourage to share
‣ social media: define your channels (Twitter vs Facebook vs LinkedIn)
‣ Google search
‣ CPC advertising
3. Be where they are
Social media
‣ Facebook = recruiting
‣ company life
‣ jokes, inside news: employee POV
‣ “we understand you”
‣ shareable!
Social media
‣ Facebook = recruiting
‣ company life
‣ jokes, inside news: employee POV
‣ “we understand you”
‣ shareable!
‣ “be where they are”
‣ Fork 4 HR ( = SEO optimized recruitment CMS)
‣ define your keywords!
Google Search
Google Search
Google Search
Google Search
Fork 4 HR
‣ supportive
‣ Google Search Ads or Facebook ads?
‣ define your keywords!
CPC advertising
http://wijs.be/nl/trends-inzichten/blog/detail/beter-recruteren-cpc-campagnes-kunnen-helpen
‣ non-core profiles: use outside help!
‣ management profiles: use outside help!
‣ network, assessment, confidentiality
4. Know your strengths
‣ 2d degree network
‣ process, not a campaign
‣ be where they are
‣ use outside help where necessary
Summarize
Most of all: Be a cool place to work.
Alignment between internal and external communication, message, mission, purpose...
Questions?
Wijs bvba
Voorhavenlaan 31/3 9000 GENT
09 335 22 8009 330 09 83
http://[email protected]
BE 0473.071.275