Currently I am working for Idella, former Piramide groep, in the Netherlands.
They have rebranded their 30 yrs old Fintech company today. Also they have outlayed their development process: Design Thinking.
Being their Recruiter, looking to recruit a lot of .NET Developers in the greater Amsterdam Area, I love to translate the Idella way of working into my way of working to hire the .NET Developers.
And renamed the recruitment process.
They, the Developers empathize, define, ideate, prototype, test, implement….
What should the recruiter be doing:
- understand with whom they have their coffee – empathize
- create a skillset to work with, to evaluate them on – define
- campaign in the right area – ideate
- find people that are interested – prototype
- evaluate their hard and soft skills – test
- offer them the job – implement
<<< the new logo!!!
>> A brief personal message to all Layar’s finest 🙂
It has been a great time working for you guys, while being able to double the size of the company.
I really will miss you all! <<
As of this week I will morph into the role of recruiter at Dolby Laboratories,
Enjoying your work makes you wonder, what is a work life balance?
While doing cool things at work and being able to work every where you want to…
It makes you think, am I really blurring the boundaries here? Or is it my life, being in recruitment for 24hrs a day? While enjoying life… besides work as much as I do and should be doing…
I once overheard: “If you found your dream job, you will never ever have to work again”
Being Recruiter, is I think something that comes from within…. Isn’t?
The mobile phone
I got this call a few weeks back: “Gordon we would like to hire some more people, what should we do?”
After the following conversation it turned out, that the best thing this company could do is to put a recruiter in place, with a background in IT, Internet and Mobile, taking care of their hiring needs.
Since I am still Trainer and Speaker on the subject of Mobile and Internet Recruitment and still going strong with my Mobile Recruiting Project called Shake Your Job.
I did find a way to help out this company, consultancy…. Contracting or Interim you could call it as well.
And as of today, for the next few months, I am back in race of finding the best candidate first!
May I present myself: Gordon Lokenberg Recruiter at Layar +31 6 421 21 451
Talking Mobile and Recruiting here,
This week I started reading the Tomi T Ahonen Almanac 2010
And wow, that is good reading.
In the almanac Tomi Ahonen starts with the numbers and they are massive:
4.6 billion subscribers on mobile versus approx 1.2 billion landlines…
All the stats on mobile are climbing year over year for the past 10 years.
And if you compare these figures with like people that have internet acces via PC or with cars on the road or people with a backaccount, or tv sets out there, the numbers according to mobile usage still win..
So mobile is here to stay or not? Thought you might say yes to that one. But what do all these numbers actually tell us.
Well they do tell us that half of the world population is near a mobile phone and able to pick it up when it rings or bleeps.
Back to basics in recruiting
So if you are into recruiting and thinking Recruitment went “mobile” and into social networks and stuff, like I usually write about on this blog. You also see you are still able to pick up the phone and just call somebody as ask him to work at your company.
An example where you might integrate your social media search into recruitment calls here is an opening you might want to use, I heard it yesterday and I like it, soooo easy:
“Hi I found your profile on Facebook and I was wondering if it could be possible to call somebody I found on the internet and actually get him on the phone!… Well it seems to work….”
Oh uhm, they might hang up on you as well of course.
Here a short video on Sourcing candidates in some of the search engines
This video shows what kind of results the different search engines may give you while searching for a Java Developer.
If you like to see more on this topic, ask me +316 421 21 451