Informace z moderního recruitmentu a talent sourcingu - HRMixer.cz - HRMixer.cz https://www.hrmixer.cz Sun, 23 Jan 2022 03:25:12 +0100 Joomla! - Open Source Content Management cs-cz Interview with Erikjan Lantink - Interim leader, TEDx Speaker, Leadership Coach https://www.hrmixer.cz/rozhovory/694-erijkan-lantink-interview https://www.hrmixer.cz/rozhovory/694-erijkan-lantink-interview Interview with Erikjan Lantink - Interim leader, TEDx Speaker, Leadership Coach

 

Have you ever gone to a job interview where they asked you the dreaded “Where do you see yourself in 1, 5 or 10 years” question and you had no idea what to say? It might have been just a cliché question from a recruiter who didn’t care about the answer. But if it did matter, what does your answer say about you? Yes, we try to live in the present, but can we really do that right if we have no vision of what we are heading towards? As Erikjan Lantink says: ‘Better starts with who’. Whether you are an executive, manager or a fresh graduate, knowing yourself, your goals, needs and passions is the key to growth, development and overall, a happy work and personal life.

 

Erikjan was a food retail executive for 17 years, living and working in the Netherlands, Belgium, the United States and across CEE. He spent those years in executive roles in general management, retail operations, HR and organizational development. Nowadays, he is self-employed, living in Prague and dedicates his time to helping people, most often leaders, to become the best version of themselves. He does that through projects, coaching and his regular newsletter where he shares his insights on growth, leadership, motivation, goals, mindset and much more.

 


 

 

‘Better starts with who’ is a phrase you commonly use. Can you explain what's behind it?

 

If you’re looking for more and better, begin by asking yourself a few questions. Who am I? You will be surprised how few people can give a good answer to that question (I’m not talking about your name here). What drives you? What are your values? What do you love to do? What makes you creative? The foundation to growth - and that’s what it’s all about - is to understand who you are. When you truly know who you are and what drives you, you’ll find it easy to discover a purpose for yourself. Once you know all that, your growth is happening. Therefore, better starts with who.

 

How did you come up with the phrase? Was there a point in your career when you needed to take a step back and figure out what you want?

 

By nature, I’m a very reflective person. A quote that I live by is your life is too short to let it go to waste. I think when you start a new job, and this is something I’ve always done quite well in my career, you need to have a rough idea where you want to be 3 years from now. You need to understand what you are trying to accomplish, how do you want to grow, and what options are you creating for yourself. Too many people step into a job and leave their growth possibilities with the manager and that’s where I always said that you actually need to turn it around. You need to think through what you want yourself and then have a conversation.

 

How do you help people become better leaders?

 

By asking them a lot of questions so I understand what truly drives them. But they will have to let me in. I see right through fake people, so it will need to become authentic quickly, otherwise we’re wasting our time. Then I help them to understand that by asking great questions, they in fact become better leaders. A good leader is curious. If you have somebody in front of you who talks more in statements and asks less questions, you’re not dealing with a great leader. Just watch it. Great leaders are curious and ask questions. Managers talk in statements.  All I really do is to facilitate a good conversation. If that happens, people will grow. And then I help them work with their teams by understanding each other and learning how to work together.

 

What is the most common issue or problem preventing people from becoming better leaders?

 

Fear. Insecurity. People often behave the way they behave because they’re afraid of something. The biggest bosses often have a lot of insecurity deep inside. They’ve built a successful business and a reputation for themselves, and they don’t want to see that change. They learned that command and control work and that’s how they manage. They lead with fear. Fear builds fear. In my opinion. What I’d like to see is companies where fear is absent, people can be themselves, and people feel safe.

 

What would convince a manager to become a leader?

 

That’s the million-dollar question. To me, there are three groups. There is one-third of people that get it, one-third of people that will never get it, and a third group that is a little bit on the fence and that might get it. I’m trying to influence the people that are curious and a little bit on the fence who are wondering: Should I change my management style? Should I do things a little differently? I believe in planting seeds and I think over time people will start to believe that a certain kind of leadership can work. I’m still amazed that so few people understand that if you show good leadership practices and engage the people more, you can create a workplace that people will love.

 

Can you tell in advance what a company’s management is like when you’re applying for a new job?

 

First of all, do you get a chance to ask questions about the company at the interview – and are the answers provided thorough and relevant? Am I able to demonstrate my curiosity and are people actually listening to me? Is it a dialogue or a monologue once you talk to the hiring manager or your potential manager? Watch out for the questions to statements ratio. When people talk in statements all the time then I get a little bit suspicious in terms of what that means. Even if you do all your homework, the culture can turn out differently than you expected. You need to really believe in what you can contribute and whether you see appreciation for that on the other side. It’s not just about hiring somebody, it’s about starting a relationship.

 

During your 25-year career, have you experienced the business shift from “focus on revenue” to “focus on people”?

 

It’s evolving, but we still have a long way to go. I think revenue and people go very well hand in hand. It’s not one or the other. When leaders help people grow, those people will want to do what’s right for customers, and those customers will enjoy the company and return. That’s how you drive revenue. It’s a simple equation and it actually works. Great leaders understand this. Managers continue to squeeze people and focus on revenue alone.

 

Do you see some significant differences between leadership styles in the Czech Republic and the Netherlands?

 

In general, I think there are good and bad leaders in both countries. One could argue that modern leadership is still under development in the Czech Republic, but I’ve seen good and bad examples everywhere. A good leader is curious, asks questions, allows dialogue, does not lead with fear, and helps people grow. If you would press me, I would say that in the Netherlands people could show a little more humility and interest in other people, and in the Czech Republic, people could rely a little less on hierarchy.

 

What gave you the idea to start your own newsletter?

 

I love to write, and I have an opinion. I’m also curious, which is why I always end with a question. It’s a fun way to be connected to people.

 

What do you enjoy about writing the newsletter? Does it give you something?

 

Firstly, I love to write. Secondly, it helps me to be creative and organize my own thoughts. There is learning for me inside of it. Third, I hope that I can influence some people and potentially work with them.

 

Is there some final advice you'd like to share?

 

For every leader: Listen a little more to your people. They have great things to share.

For everybody: If growing yourself is what you’re looking for, start by looking in the mirror.

 


 

Here’s a challenge for you: Try to dedicate more self-reflection time for yourself this year to realize your goals, passions and what drives you and see how it helps you to move forward. If you would like to get more insights from Erikjan, you can subscribe to his newsletter and get weekly tips and stories about leadership, motivation, growth and being a better you.

 

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petra.vrbova@goodcall.eu (Petra Vrbová) Rozhovory a videa Thu, 20 Jan 2022 00:00:00 +0100
PODCAST #65: Radikální otevřenost, startup recruitment a kdy začít propouštět nejvěrnější zaměstnance s Karin Fuentesovou a Vandou Seidelovou https://www.hrmixer.cz/podcast/693-podcast-65-radikalni-otevrenost-startup-recruitment-a-kdy-zacit-propoustet-nejvernejsi-zamestnance-s-karin-fuentesovou-a-vandou-seidelovou https://www.hrmixer.cz/podcast/693-podcast-65-radikalni-otevrenost-startup-recruitment-a-kdy-zacit-propoustet-nejvernejsi-zamestnance-s-karin-fuentesovou-a-vandou-seidelovou PODCAST #65: Radikální otevřenost, startup recruitment a kdy začít propouštět nejvěrnější zaměstnance s Karin Fuentesovou a Vandou Seidelovou

Další epizoda Nelidských zdrojů je v éteru a tentokrát přijaly pozvání Karin Fuentesová a Vanda Seidlová. Jako vždy tu s vámi jsou José Kadlec a Matěj Matolín a vy uslyšíte:

  • - Jak nabrat áčkové lidi do startupu,
  • - Kolik času musí founder trávit náborem,
  • - A proč propouštět lidi dříve než později.

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) Podcast Wed, 19 Jan 2022 00:00:00 +0100
How to be a better HR leader in 2022 https://www.hrmixer.cz/rozhovory/692-how-to-be-a-better-hr-leader-in-2022 https://www.hrmixer.cz/rozhovory/692-how-to-be-a-better-hr-leader-in-2022 How to be a better HR leader in 2022

At some point in our career, all of us probably experience ineffective leadership. A boss who makes you afraid to make a mistake, has no interest in development or his main focus is numbers, not people. Those who are lucky get to work with leaders who listen, reflect, inspire, and focus on growth and cultivate a work environment where people can thrive. On top of that, as a leader in HR, the focus on people and setting an example has an even bigger meaning. So how do you become a great leader and not just a boss?

Prior to being self-employed, Erikjan Lantink spent his 25-year career in executive roles in general management, retail operations, HR, and organizational learning and developed an understanding of human resources from many perspectives. Now he works daily to help and inspire both aspiring and experienced leaders to become better so they can have a positive impact on their teams and business. ‘You need good managers to run a business, but ideally, you’d like those managers to become good leaders’, says Erikjan.

Off the top of your head, what does it take to become an HR leader?

As a first step, I think you need to love working with people and believe that (good) people are indeed a critical asset to any organization. Then you need to have some understanding of the HR profession and what’s needed to lead a successful HR function. I personally also believe it helps to have a good understanding of the business. That’s why I balanced my HR roles with operational roles during my career.

Is there a difference between an HR leader and HR manager?

Leaders empower their people. Managers control their people. With leaders there’s usually more autonomy and engagement. With managers there’s more control. You need good managers to run a business, but ideally, you’d like those managers become good leaders. Because that means they’re growing their people. Works the same way in HR.

Kazdy recruiter by se mel umet ke kazde situaci flexibilne postavit a nelpet na zabehnutych systemech 1

Can you be a little bit of both?

I spent 20 years in retail, so I know controls are necessary. I also believe in trust. It’s not about blindly trusting people so that’s why you also need to have good talent in your organization. When I talk about brand culture pipeline, one of the important aspects is you need to hire the right people and if you don’t, then trust and empowerment will not work, and you will need to have more controls. That is the role that HR needs to take on. Somewhere in my newsletters I wrote that leaders lead and HR enables. I’ve seen too many leaders that stepped away from the responsibility of being a leader and tried to rely on HR to do the hard part: whether to fire somebody, do performance reviews and so on. I think an HR leader has a role to facilitate in the organization, but leaders should also take their ownership.

Should HR stand as an example for the rest of the company?

Yes and no. Leaders have their own responsibility in building a people-focused team and they need to take more ownership of their own people practices and not always point at HR and let HR do the hard work. It’s still amazing to see how few leaders can have a decent growth (performance) conversation. It’s actually a disaster. That’s where HR can help and enable the circumstances for people to grow and develop. So yes, HR does have to set an example in terms of having a vision what a people-centric company looks like and then help building it.

Did the HR leader position change during the pandemic? If so, how?

Overall, yes. But not everywhere. The pandemic has made companies realize how important the people factor is in doing good business. Many companies have also realized that people can be productive from home and still get done what needs to get done. In many cases HR has demonstrated the ability to quickly adapt and change and build a hybrid working model that worked for many people and companies. Many companies have seen that trust and empowerment (forced by circumstances) work. Or otherwise said, that people don’t just sit at home and do nothing, but that they are productive. And then there are the managers (not leaders) who can’t wait to see all their people back in the office as quickly as possible. Those are the managers that are dealing with trust issues.

What is the most common issue preventing people from becoming better leaders?

Fear. Insecurity. People often behave the way they behave because they’re afraid of something. The biggest bosses often have a lot of insecurity deep inside. They’ve built a successful business and a reputation for themselves, and they don’t want to see that change. They learned that command and control work and that’s how they manage. They lead with fear. Fear builds fear. What I’d like to see is companies where fear is absent, people can be themselves and feel safe.

Kazdy recruiter by se mel umet ke kazde situaci flexibilne postavit a nelpet na zabehnutych systemech 2

What should a junior HR specialist focus on if they want to become a leader one day?

Anybody can be a leader. It’s not related to a function. That’s a big misconception. Leaders are not those who are higher up on the ladder. Leaders are those who influence, drive change, and help other people grow. My advice for a junior HR specialist would be to first of all be curious. Understand why things work the way they work. Ask great questions of your leaders. Don’t take no for an answer. Ask why or why not? And have a plan for yourself. Know what you want for yourself. Know what your next role could look like. Talk about it. Don’t wait for a manager to come to you and hand you your next job. Good leaders expect their people to be ambitious and ask for the next assignment.

What can an HR leader do to make sure that HR has an important part in business strategy?

Here are 6 steps you can take to create a more strategic role for HR in your company:

  • - Have a clear vision how HR can help drive the business (Employer Brand. Engaged Culture. Talent Pipeline).
  • - Demonstrate that vision with concrete initiatives.
  • - Influence other leaders by being curious and engage in dialogue.
  • - Be present in the business.
  • - Build a strong talent pipeline.
  • - Rotate talent also through HR.

What HR trends do you see for 2022?

The future of work will continue to be a hot topic with hybrid working models. An increased focus on Brand > Culture > Talent Pipeline will continue to become more important - the war for talent has just begun. Other trends I see coming are the individualization of the employee, skill development for the future (i.e. digital, IT, human leadership) and growing leaders who understand the above and are willing to invest in it.

Is there some final advice you'd like to share?

For every leader: Listen a little more to your people. They have great things to share.
For HR leaders: Now is the time.
For everybody: If growing your business is what you’re looking for, start by looking in the mirror.

Thank you to Erikjan for an interview with great insights. If you would like to continue your personal and/or professional development, feel free to subscribe to his weekly newsletter with insights on growth, leadership, motivation and mindset that will help you keep your focus on throughout the year.

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) Rozhovory a videa Wed, 12 Jan 2022 00:00:00 +0100
21. 4. 2022: Recruitment Academy Awards 2022 https://www.hrmixer.cz/konference/691-21-4-2022-recruitment-academy-awards-2022 https://www.hrmixer.cz/konference/691-21-4-2022-recruitment-academy-awards-2022 21. 4. 2022: Recruitment Academy Awards 2022

Vyhlášení vítězů 7. ročníku největší české HR soutěže Recruitment Academy Awards proběhne 21. dubna 2022 v Praze. Během večera budou představeny ty nejlepší projekty v kategoriích Pracovní inzerát, Náborová kampaň, Referral program, Kariérní video, Kariérní stránky a zlatý hřeb večera Recruiter roku.

Více o registracích a vstupenkách najdete na: www.raawards.cz

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) Konference Mon, 27 Dec 2021 00:00:00 +0100
24. - 25. 3. 2022: RecruiTECH https://www.hrmixer.cz/konference/690-24-25-3-2022-recruitech https://www.hrmixer.cz/konference/690-24-25-3-2022-recruitech 24. - 25. 3. 2022: RecruiTECH

Konference RecruITech Hungary zaměřená na technologie využívané v HR a recruitmentu proběhne v Budapešti ve dnech 24. - 25. března 2022. Mezi speakery se objeví také José Kadlec.

Vstupenky můžete pořídit zde: https://recruitech.hu/

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) Konference Sun, 26 Dec 2021 00:00:00 +0100
Výsledky průzkumu nálady na trhu práce v roce 2021 https://www.hrmixer.cz/goodcall/689-pruzkum-2021 https://www.hrmixer.cz/goodcall/689-pruzkum-2021

infografika pruzkum petra v2

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petra.vrbova@goodcall.eu (Petra Vrbová) GoodCall Thu, 23 Dec 2021 00:00:00 +0100
PODCAST No 64: Whistleblowing a proč se na něj musí HR připravit s Janem Slámou z platformy Nenech to být https://www.hrmixer.cz/podcast/688-podcast-no-64-whistleblowing-a-proc-se-na-nej-musi-hr-pripravit-s-janem-slamou-z-platformy-nenech-to-byt https://www.hrmixer.cz/podcast/688-podcast-no-64-whistleblowing-a-proc-se-na-nej-musi-hr-pripravit-s-janem-slamou-z-platformy-nenech-to-byt PODCAST No 64: Whistleblowing a proč se na něj musí HR připravit s Janem Slámou z platformy Nenech to být

Další díl podcastu Nelidské zdroje je tu a s ním tradičně José Kadlec a Matěj Matolín. Tentokrát přijal pozvání Jan Sláma, spoluzakladatel Nenech to být a vy v podcastu uslyšíte:

- Jak skutečně zaujmout generaci Z
- Jak oznamovat neetické jednání ve firmách
- A jak se připravit na Evropskou legislativu o whistleblowingu

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) Podcast Tue, 21 Dec 2021 00:00:00 +0100
PODCAST No 63: Metaverse a další technologické trendy v recruitmentu https://www.hrmixer.cz/podcast/687-podcast-no-63-metaverse-a-dalsi-technologicke-trendy-v-recruitmentu https://www.hrmixer.cz/podcast/687-podcast-no-63-metaverse-a-dalsi-technologicke-trendy-v-recruitmentu PODCAST No 63: Metaverse a další technologické trendy v recruitmentu

Vítáme vás u dalšího dílu Nelidských zdrojů. Tradičně jsou tu s vámi José Kadlec a Matěj Matolín, tentokrát ale trochu netradičně – jen ve dvou. Probereme řadu tipů a témat, mezi nimi například uslyšíte:

- o aktuálních trendech v recruitmentu,
- jak metaverse a blockchain ovlivní naše životy,
- a kam se jako recruiter chodit vzdělávat. 

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) Podcast Thu, 16 Dec 2021 00:00:00 +0100
Infografika: 8 tipů, jak zvládnout pohovor v online prostředí https://www.hrmixer.cz/goodcall/686-infografika-8-tipu-jak-zvladnout-pohovor-v-online-prostredi https://www.hrmixer.cz/goodcall/686-infografika-8-tipu-jak-zvladnout-pohovor-v-online-prostredi Infografika: 8 tipů, jak zvládnout pohovor v online prostředí

S příchodem pandemie se urychlila digitalizace procesů v mnoha oborech včetně HR. Před pandemií by si jen málokterý recruiter nebo kandidát dobrovolně vybral možnost mít pohovor online, ale dnes už je očekávané mít minimálně možnost si zvolit, zda chcete přijít osobně nebo se spojíte na dálku. Online pohovory s sebou přináší pro kandidáty mnohé výhody jako flexibilitu, ale přípravu na něj byste neměli podcenit. 

V infografice proto najdete 8 tipů na to, jak zvládnout pohovor v online prostředí, co všechno před pohovorem zkontrolovat, na co si dát pozor a jak udělat co nejlepší dojem.

8tipu new 1

 

Teď už možná sami vidíte, že i když nemusíte na pohovor dojíždět nikam osobně, důkladnější přípravy byste vynechat neměli. Máte zájem o další pomoc při hledání práce? Podívejte se na stránky neziskové organizace Genixa, kde najdete zajímavé bezplatné webináře ze záznamu a vypsané termíny nových kurzů. Přejeme vám hodně štěstí!

 

 

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katerina.bedrnova@goodcall.eu (Kateřina Bedrnová) GoodCall Mon, 06 Dec 2021 00:00:00 +0100
22. 11. 2021, Blesk.cz l „Nejčastějším odmítnutím starších ročníků je jejich „překvalifikovanost“, říká k situaci na pracovním trhu u Čechů ve věku 50+ zakladatel neziskové organizace Genixa, Milan Novák https://www.hrmixer.cz/media-1/685-22-11-2021-blesk-cz-l-nejcastejsim-odmitnutim-starsich-rocniku-je-jejich-prekvalifikovanost-rika-k-situaci-na-pracovnim-trhu-u-cechu-ve-veku-50-zakladatel-neziskove-organizace-genixa-milan-novak https://www.hrmixer.cz/media-1/685-22-11-2021-blesk-cz-l-nejcastejsim-odmitnutim-starsich-rocniku-je-jejich-prekvalifikovanost-rika-k-situaci-na-pracovnim-trhu-u-cechu-ve-veku-50-zakladatel-neziskove-organizace-genixa-milan-novak

 

Do důchodu jim zbývá i více jak deset let, mají zkušenosti i chuť pracovat, ale přesto je na řadě míst nechtějí. Jak ukazují data Úřadu práce ČR i analýza projektu Neviditelní, starší Češi si jen s velkými obtížemi hledají novou práci. Společnosti o ně nejeví zájem nejenom kvůli věku na občance. Překážkou je také překvalifikovanost a obava z nepochopení moderních trendů a technologií. Tito zkušení pracanti přitom mají mnohé, co mohou firmě - i s mladým kolektivem - nabídnout.

 

Milan Novák, zakladatel neziskové organizace Genixa a CEO Goodcall, se v článku pro Blesk.cz vyjadřuje k současné situaci Čechů ve věku 50+ na trhu práce - https://www.blesk.cz/clanek/zpravy-udalosti/694161/cesi-nad-50-let-jsou-na-ocet-u-pohovoru-muze-byt-pritezi-i-nemoc-a-moc-zkusenosti-mini-experti.html.

 

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petra.vrbova@goodcall.eu (Petra Vrbová) Média Fri, 03 Dec 2021 00:00:00 +0100