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.
When it comes to technical jobs today, the demand far outweighs the supply. Graduates and talent with technical skills have their jobs for the taking. So how can you get their attention in a sea of similar job descriptions? How can you make your organisation stand out? And how can you inspire talented people to apply for the position you’re offering? Here are 10 tips on writing an effective and captivating job description that will attract top candidates!
The internet is full of helpful articles on how not to botch an interview as a candidate. But what nobody seems to be talking about is how you can lose a great candidate due to a terrible interview. If the interview isn’t done right, the young talent can be left feeling uncomfortable and frustrated. This can lead to him/her rejecting an offer and signing a contract with a competitor.
If you’re not doing it already, it’s high time you make learning and development a focus of your company culture. Sure, it’s a bit of an investment, but it comes with great benefits: it helps you attract and retain top talent, boosts productivity and profitability, and helps you prepare your company for the future. Investing in your employees’ development not only makes them better equipped for their current roles, it also makes them good candidates for promotion so they can progress in their career path.
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.
You already know there’s a talent shortage, why should you read another article about the war for talent? Because at Exellys, we’re not talking about a war for talent anymore. We’re talking about a war for people. And we will tell you how to be victorious. To arms!
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.
The Great Resignation, the Big Quit, the Workers Revolution and many more terms have been coined to describe the current workplace transition. Employees are recalibrating what they expect from their employers. It’s no surprise that recruiting and retaining people is one of the most difficult challenges companies are facing. The competition for talent intensifies. So if you want to kick your HR goals in 2023, you should include these four recruitment and retention tactics in your strategy.
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.
From our personal experience with coaching over 300 young and promising talents, there are five common problems in organizations that make young professionals think about quitting.
Remember, you don’t need all five to lose your top talent — one can be enough.
With only a limited number of yearly graduates with a tech related background, it’s safe to say that tech talent isn’t growing on trees. But why exactly is it so hard to find talent and how can we tackle this?
Over 90% of hiring managers use LinkedIn to look for recruits and the professional networking platform is only gaining in popularity. So when it comes to your career, the potential of LinkedIn is huge. Here’s how you get started with the platform.
As a CEO, team lead or hiring manager, talent development should be one of the cornerstones of your working philosophy. But what is the tangible return on investment of talent development, really? And why does it seem to be so tricky to get it right?
If you’re approaching graduation or are on the lookout for a new challenge, the coronavirus pandemic may have got you wondering, “Should I even bother looking for a job with all of this going on?” You should! We’ll show you how to jumpstart your career in these uncertain times and give you our ultimate job-hunting tips for landing a job during a pandemic.
Here is a common misconception about job fairs. A lot of people seem to think that a job fair is just meant to be ‘strolled around’, to get a general idea of what companies have to offer and collect brochures and goodies.
Digitalization is forcing companies to innovate rapidly. Tech trends are forcing organisations to become leaner and more efficient while at the same time having to expand their IT & Engineering teams. How do you find the most suitable employees from the available talent pool? Here are three rules for scaling your team for greatness.
They say first impressions are the most important. So, when Rutger discovered Exellys and everything we stand for, he kept in touch. Because he could not get us out of his mind, even after having committed to another job, he eventually ended up with us. And that’s where the love story continues. Meet one of our technical consultants who, honestly, always had a connection with us and wisely decided to make his move.
In September 2017 Maxim started working at Melexis as an IT System Administrator and proud Exellyst. He made what he considers the best decision ever when choosing Exellys and kickstarted his career from day one with our Start Smart Programme. Today, (almost) 365 days later, he looks back on his experiences. Time for a chat!
What if we were to offer you an international professional adventure? Would you hesitate? Mara seized the opportunity and relocated all the way from Romania to end up as one of our Exellys Consultants. Today she is very happy to be here and proud to call herself an Exellyst working as a Full stack Java Developer at ING Belgium.
For the first time in history, four generations can be found around the meeting table. Each with their own style and preferences, their collaboration poses an entirely new challenge to employers that want to on-board and integrate tech talent. The stakes are high; miscommunication and frustration can lead to lower productivity and even conflict. But for managers who succeed, the rewards are great. This is how you bridge the generation gap in your workplace.
“We’re 9 months along and our first impression has been fully confirmed. The consultants at Glickman are a perfect fit.”
Last night we attended the 20th edition of the Datanews Awards and became IT Sourcing Company of the Year. This award wants to honor companies who successfully succeed in helping others to find, attract and retain the right people for the job.
In five years, over one-third of skills that are considered important in today’s workforce will have changed. Innovations such as artificial intelligence, quantum computing, genetic editing and more are no longer science fiction but near future. Companies need to embrace this technological and digital (r)evolution and talent needs to be prepared today in order to tackle the innovations of tomorrow.
Who has time for fun when there’s work to be done? We do! Our new office is awesome, but, as anyone who visits us soon finds out, it is more than just an office: it embodies who we are and what we do. Our new home perfectly symbolizes our mission: to nurture top tech talents through training, coaching in a fun and stimulating environment.
“We especially appreciate the matchmaking between candidates and our organisation, the time gains throughout the process and the continued training and coaching efforts.”
As you may have heard, we recently moved to a brand new office in Mechelen. Next to our tech talent scouts, talent development managers and sales and marketing teams we also have some very special guests… No less than ten pioneers in tech. That’s right, we named our meeting and training rooms after some of the people who had (and still have) a tremendous impact on technology today. They don’t need an introduction so let them introduce themselves just as they do on the walls of our office.
An impressive office, a buzzing crowd and four captivating panel members eager to share their story and love for Exellys on a Thursday night. That is all it took to introduce the new Exellys office in Mechelen. See you soon?
“Exellys has an excellent feel for our way of working and knows our DNA well; they always keep this in mind when matching talent with The Glue.”
You’ve made a great impression at a job fair. Or perhaps you wrote an exceptional letter of application? Whatever the reason, you received an invitation for a job interview. Perhaps this is your first interview or maybe you’ve got a few under your belt already. Fact remains that effective pointers are worth their weight in gold.
You can keep reading about what it is we do exactly but why do that if you can just see it? We selected 7 video’s from our YouTube channel to give you a quick impression of the life of an Exellys consultant.
Self-driving cars, drone deliveries, smart buildings, and Elon Musk’s vacuum tubes. The technology is there and the world is ready. But how does this ‘digital is the new normal’ mentality impact the banking industry?
In the current business landscape, competition for both customers and employees is fiercer than ever before. Despite this, we see more and more in the media that employees aren’t happy in the workplace.
We at Exellys, are passionate about attracting, selecting and matching IT graduates and young IT professionals with the perfect job at the right company. We bridge the gap between the academic and the business world and by doing so we give them both a chance to boost their potential.
For organisations, talent is key to make a difference. But in reality they usually look for ‘experience’ and work-related knowledge. That observation, in combination with my personal experience, gave me the idea for Exellys.