How we deal with HR.

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

53. Andere ;-)

54. ‣ 48 hours of freedom
‣ 20+ projects
‣ 1 project: Bazinga
Hackathon

55. Here comes a short statement
about a significant
subject.

56. Here comes a short statement
about a significant
subject.
No
leaderboard!

57. Here comes a short statement
about a significant
subject.
Company
values

58. Personal
status &
progression

59. Co-
creation

62. External impact.

63. ‣ work in progress...
‣ ESF
‣ scale vs. small teams?
3. Self-steering & co-creation

64. ‣ networked organisation
‣ flat vs. hierarchy
‣ challenge: genY !
‣ challenge: communication
Roles vs. Functions

65. 4. Recruiting

66. Recruitment & sales are the same.

67. We recruit online.

68. 4 ‘golden rules’:
- It’s the network, stupid!
- Drip, not tsunami.
- Be where they are.
- Know your strengths.

69. 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...)

70. ‣ 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!

71. 2d degree network

72. 2d degree network

73. 2d degree network

74. ‣ 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!

75. ‣ 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!

76. 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)

77. ‣ 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

78. Design experiences to be shareable

79. Encourage to share

80. ‣ social media: define your channels (Twitter vs Facebook
vs LinkedIn)
‣ Google search
‣ CPC advertising
3. Be where they are

81. Social media
‣ Facebook = recruiting
‣ company life
‣ jokes, inside news: employee POV
‣ “we understand you”
‣ shareable!

82. Social media
‣ Facebook = recruiting
‣ company life
‣ jokes, inside news: employee POV
‣ “we understand you”
‣ shareable!

83. ‣ “be where they are”
‣ Fork 4 HR ( = SEO optimized recruitment CMS)
‣ define your keywords!
Google Search

84. Google Search

85. Google Search

86. Google Search

87. Fork 4 HR

88. ‣ supportive
‣ Google Search Ads or Facebook ads?
‣ define your keywords!
CPC advertising

89. http://wijs.be/nl/trends-inzichten/blog/detail/beter-recruteren-cpc-campagnes-kunnen-helpen

90. ‣ non-core profiles: use outside help!
‣ management profiles: use outside help!
‣ network, assessment, confidentiality
4. Know your strengths

91. ‣ 2d degree network
‣ process, not a campaign
‣ be where they are
‣ use outside help where necessary
Summarize

92. Most of all:
Be a cool place to work.

93. Alignment between internal and
external
communication, message, mission,
purpose...

95. Questions?

96. 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