Originally from Turin in Italy, Sara Baudetto is a shining example of the potential that awaits those who dare to step out of their comfort zones and embrace new challenges. She wanted more for herself than her native country could offer, so she ventured out. Now, she’s enjoying the perfect blend of her dream job at Rabobank and the continued coaching and training from Exellys.
When it comes to the talent shortage, we’re not out of the woods yet. In the fast-evolving landscape of the business world, the traditional approach to recruitment should give way to a more flexible and forward-thinking mindset. Stop looking for that “five-legged sheep”, that one perfect candidate that checks all the boxes. Instead, focus on perspective over perfection and see how this approach can lead to a more engaged, committed and motivated workforce.
Companies worldwide are hard-pressed to find, hire and retain talented employees. The talent shortage puts talent in the driver’s seat: if they don’t like you as an employer, they can just go elsewhere. So how do you deal with this talent shortage and what can you do to become more attractive as an employer? Here are five effective ways to adapt and future-proof your hiring strategy.
In all Exellys countries, and especially in Belgium and the Netherlands, we continue to face a talent shortage. Finding and retaining talent is hard, and yet there are still a lot of companies who approach recruitment from a position of abundance. In this podcast we’d like to share with you our insights, that come from our years of expertise in attracting, developing and retaining talent. We will share with you 3 things we believe companies should be doing today to be relevant tomorrow, and we’ll give you a few concrete tips so you can improve your hiring strategy right away.
Many of our clients invest heavily in Risk & Compliance. There’s pressure on financial institutions to be compliant with strict laws and regulations, which are constantly evolving. Keeping up is a marathon, not a sprint. It’s hard work and costs a lot of time and energy – resources you don’t always have in-house. While it might be tempting to just ask for support from an external consultant (which we’re happy to do, by the way), we want to make a case for a more sustainable and shared solution.
Tim Koster is living, breathing proof that the Exellys model works. Transitioning from the academic to the professional world is never easy, but he grabbed on to the training and coaching he got from Exellys, did the work and came out on top. That’s why we invited him for a chat about his Exellys journey so far.
The times they are a-changin’, sang Bob Dylan. You better start swimming, or you’ll sink like a stone. It was true nearly 60 years ago, and it’s true today. With the rise of every new generation comes a shift in world views, and the things young people find important in a job change too.
How does a psychology student end up as a DevOps Engineer? Actually, it’s not as far of a stretch as you might think. Erik Lokhorst told us all about this trajectory and his first experiences as an Exellyst.
Meet Daniëlle Metz, one of our first hires in the Netherlands since Exellys opened a brand-new office in Amsterdam. She just finished a 3-month data traineeship in London that we organised together with DTSQUARED.