Team in the spotlight: Human Resources

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Q1. classic: what are the overall team tasks?

Corinne: The HR team has many different responsibilities and is involved in several internal projects. The running theme through all our activities is to attract the right people to Sofico and provide a framework where they can develop their talents and grow.

We offer a listening ear to those who need it, facilitate and monitor performance management, handle a lot of administration and administer the payroll for all non-APAC offices and of course selection and recruitment.

Lars: Internal mobility is also our responsibility. Think of transfers of colleagues between offices.

Corinne: Lars also takes care of mobility and fleet management. As part of Sofico’s Corporate Social Responsibility efforts, we are promoting Electric Vehicles through the new TCO-based car policy, bike lease, the availability of showers and charge points at the offices where this is applicable. This is region dependent of course.

Miek: There are also some ‘miscellaneous’ tasks: following up on grants and incentives, HR policies and procedures or ISO related HR security policies.

The employee is in the driving seat of their career, but we offer them a framework to help them focus on and plan their personal growth.

Ellen Segers

Q2.  How is the team organized to tackle this broad list of responsibilities?

Miek: Every one of us has a different mix of responsibilities but flexibility within the team is important. Most of us have a focus on top of common or shared tasks. Corinne focuses on internal projects that support our strategy such as career coaching, learning organization, tooling, HR policies. Lars is more involved in fleet management and recruitment. Ellen and I jointly look after the payroll for the non-APAC countries, on top of our other activities.   

Leen: I have a specific focus on recruitment and selection to help speed things up, try out new tactics, and make sure we bring in the right people at the right place.

Q3. What are the biggest challenges for Human Resources?

Ellen: One of the main challenges in Human Resources in general is employee retention. So, a lot of what we do supports that. This is a cross-team responsibility, but HR plays a major role by offering people opportunities. The employee is in the driving seat of their career, but we offer them a framework to help them focus on and plan their personal growth, think of the Personal Development Plan, career wheel, job coaching, and career coaching…

Lars: And there’s also the broader context of employee well-being, creating a culture of mutual trust where compliments and honest, constructive feedback are readily given. This is important for both employee retention and recruitment. People look at the whole picture: work-life balance, growth opportunities, company culture.

Leen: Attracting and retaining new talent in a very tight market will always remain a challenge. How do we distinguish ourselves from other IT companies? It is worth mentioning that once they are in the final phase of our recruitment process, almost all candidates sign a contract. A good sign that our ‘Employee Value Proposition’ is appealing: our company, our vision, our culture, the market we serve and the product and services we offer, career opportunities, the international aspect, our agile way of working, CSR, etc.

People look at the whole picture: work-life balance, growth opportunities, company culture.

Lars Minoodt

Q4: Where do you find these candidates? What tools and methods do you use?

Ellen: LinkedIn is the main tool used today. It allows us to publish our vacancies but also actively search for candidates and guide them towards our new career portal.

Leen: Besides incoming applications, we also actively reach out to people through LinkedIn Inmails. Pro-active searches help us build a network within the job market of the different countries where we recruit.

Miek: The diverse international character of our recruitment activities can be a challenge. We have to take a different approach per country. We also have to keep up to date with the specific regulations and legal aspects (like employee benefits and the taxations thereof per country) and align these to have a fair HR policy for all countries.

This year, we received 45 CVs via the referral program. From these, 14 new colleagues were recruited. A ratio of 1 in 3, so a great success.

Corinne Martens, HR Manager​​​​​​​

Q5. How can colleagues help you find the perfect candidate?

Miek: Everyone can participate by checking if their LinkedIn profile is up to date, sharing our vacancies on LinkedIn (or Xing for Germany), or by mentioning Sofico to their network, like our Sofico ambassadors already do.

Leen: We have an employee referral program. So, if you have people in your family, football team, or church choir who could be a good fit: talk to them about Sofico and send us an e-mail with their information.

Corinne:  Also, nice to report, we received 45 CVs via the referral program. From these, 14 new colleagues were recruited. A ratio of 1 in 3, so a great success.

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