Talent in Motion
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1. Wijs is a digital agency located in Ghent, Belgium that is part of the Heaven Can Wait ecosystem. It has 55 employees and was established in 2006. 2. The challenges Wijs faces include keeping and attracting young talent in a small market. To address this, Wijs focuses on radical transparency, employee development, and self-steering/co-creation. 3. For recruiting, Wijs utilizes an employee's network through social media with a continuous drip approach, is present where candidates are online, and leverages outside help for certain profiles. The overall goal is to create an engaging work culture.
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Talent in Motion
- 2. Good evening. My name is Bart.
- 3. This is my daughter Merel (I have 3 kids).
- 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
- 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?
- 18. Waarom Wat Hoe
- 19. Waarom Wat Hoe
- 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
- 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
- 34. Design experiences to be shareable
- 35. Design experiences to be shareable
- 36. Design experiences to be shareable
- 38. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
- 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
- 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.
- 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!
- 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
- 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
- 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