By EMEA Recruitment & Paul Toms
The podcast currently has 167 episodes available.
We were proud to welcome René Behr, Chief People Officer at IWC Schaffhausen, onto the EMEA Recruitment podcast.
“True success lies in shaping a future where people and business grow in tandem, leaving a legacy that transcends time.”
René has always been fascinated by human dynamics and interactions. He believes that Human Resources is the most influential function in business, because people are critical to success. He cites figures like David Ulrich, the “Father of Modern HR”, inspirational speaker Simon Sinek, and former Google VP of People Operations, Laszlo Bock, as key influences. He also reveals the unexpected profession he’s trained in.
Reflecting on his 25-year career, René is most proud of the lasting impact his efforts have had on businesses and people - an impact that goes beyond any single achievement or project.
He shares a story about an apprentice from a challenging background who was initially resistant to positive change. Through persistent effort, the apprentice passed his exams and went on to open his own business, where he now educates young apprentices with similar backgrounds.
When asked what he would do differently if he had his time again, René highlights that failure makes you stronger. He emphasises the importance of listening to your gut - though it should inform your decisions, not lead them, he adds.
Paul highlights the quote René shared on his LinkedIn profile: “Be the change you want to see” by Gandhi. René explains that he interprets this as championing change and leading by example, fostering a culture of continuous improvement.
The conversation then turns to IWC Schaffhausen’s resilience programme, which has been rolled out from the senior team across the organisation over a two-to-three-year period. This holistic programme equips teams to manage stress, adapt to change, and face challenges. It includes in-person workshops and lunch and learn sessions aligned with monthly themes, exploring personal resilience and extending into leadership. The sessions aim to break the stigma around mental health, with the goal of creating a supportive environment where conversations can lead to real changes in practice.
René stresses that the programme’s success is measured both qualitatively and quantitatively through engagement surveys, tracking productivity, job satisfaction, and retention rates. It’s not just about making people feel good; burnout can be far costlier if not addressed. It’s also a long-term KPI that can’t be measured during the interview process or when onboarding new hires.
When asked what advice he would give to his 21-year-old self, René focuses on embracing challenges and failures as learning opportunities, taking risks while remaining authentic, and staying curious.
René’s next big dream is to continue shaping the future of work by creating an environment that empowers colleagues to innovate, collaborate, and grow. He looks forward to helping the company navigate changes in its business model and being part of a future where HR has a permanent seat at the table.
The episode ends with René sharing his gratitude. He is thankful for his first manager, who saw potential in him and helped him transition into HR, and for his partner, who has supported him unconditionally. René reminds listeners to work on your personal relationships just as much as your business ones - don’t stop.
If you’d like to learn more about René’s career, you can connect with him on LinkedIn.
To find the part of the episode most interesting to you, please use the timestamps below:
01:15: The last thing that made René smile 03:50: Why René pursued a career in HR 07:00: René’s biggest career success 09:40: What René would change in the past 12:15: “Be the change you want to see” 14:00: Holding himself accountable 16:15: The Building Resilience to Power Performance programme at IWC 25:50: Measuring success 31:15: Advice for René’s 21-year-old self 33:10: His next big dream 36:05: Gratitude and what René appreciates most
EMEA Recruitment is proud to partner with Operation Smile. To learn more about their vital work around the world or to donate to the cause, please visit: https://www.operationsmile.org.uk/partners/emea-recruitment/
If there are any topics you’d like us to cover in future episodes, please reach out to [email protected]
#emearecruitment #emearecruitmentpodcast #renebehr #paultoms #operationsmile #operationsmileuk #recruitment
“You're changing a child's life, but you're also changing this world to be a better place.”
We’re delighted to welcome Kathy Magee, Co-Founder, President and CEO of Operation Smile, to the EMEA Recruitment podcast.
Operation Smile is a medical charity dedicated to improving the lives of children with cleft lip and cleft palate. Paul Toms, our Founder, shares a strong personal connection with the charity, which inspired EMEA’s long-standing partnership with the charity, now in its 4th year.
To begin, Paul asks Kathy about the last thing that made her smile. She shares that smiling children bring a smile to her face, referring to those whose quality of life is improved by the treatment they receive.
Kathy goes on to detail some key aspects of her role; driving key decisions, leading various teams and the strategic planning needed to be able to care for more children and their families in the future.
Next, Paul and Kathy delve into the establishment of Operation Smile in 1982. Kathy shares that she was a paediatric nurse and her husband Dr Bill Magee a paediatric plastic surgeon with both dental and medical degrees, specialising in facial surgery.
In 1982 the couple joined a team of 15 medical professionals visiting the Philippines to offer free treatment to local children with untreated cleft conditions. She tells us how the team were overwhelmed to find 300 children waiting when only 40 were able to be treated. Upon leaving, the team discussed a plan to help and now, over 42 years later, Operation Smile operates worldwide with a network of more than 6,000 volunteers, plus school clubs where students get involved in fundraising to help those in need.
Kathy describes her husband as the visionary and herself as the implementer. In 1999, they set a goal: visit 18 countries in nine weeks and operate on 5000 children. To achieve this goal, they borrowed a medical plane and were able to complete the mission, nicknamed the ‘Journey of Hope’.
Among many accolades, the Magees were recognised with the President’s Call to Service Award by George W. Bush in 2007, and in 2009 U.S. News and World Report named Kathy and Bill among “America’s Best Leaders”, an honour for which Kathy credits the entire Journey of Hope team.
In this line of work, emotions run high. Kathy shares a heart-warming story of a dentist on the team helping a seven-day-old child in Vietnam who was struggling to eat. That child survived and a year later was one of the first to receive full corrective surgery courtesy of Operation Smile.
Volunteers and donors are vital for the charity, which not only provides surgeries but also comprehensive care, such as speech therapy and nutrition at partner hospitals and during Operation Smile programmes. Kathy describes Operation Smile’s volunteers are as incredible; they care for the patients as if their own children, and run a wide variety of programmes including the ‘Champion’ programme – a scheme whereby experienced volunteers who’ve been with the charity for several years directly train the staff in district hospitals, and “Women in Medicine” that has the objective to help more women enter the medical field. There have been five all-women Operation Smile programmes so far around the globe and the charity provides education to support this aim.
Paul asks Kathy if she is still as motivated as she was in 1982. She discloses that she recently visited Rwanda and was inspired upon meeting President Paul Kagame by his ambition to provide better healthcare for the people; a mission which Operation Smile is proud to take part in delivering.
Kathy then talks about the students who undertake programmes with Operation Smile and are committed to giving back – an all-important aspect of this charity’s work.
Paul has written a children’s book, Sloathar the Sloth, to help raise funds and awareness for Operation Smile, with all profits donated to the charity’s incredible programme of work. To order your copy, visit https://amzn.eu/d/awn1td7
Timestamps:
02:25 The last thing that made Kathy smile
03:50 How it feels to be Co-Founder, President & CEO of Operation Smile
07:35 How Operation Smile was established
13:45 Family-led impact and the shaping of Operation Smile
23:55 Being recognised with awards, including one from President George W. Bush
25:30 Managing emotions when in this line of work
31:55 The significance of volunteers to the charity’s programmes
35:45 Kathy’s participation and motivation forty years on
The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager.
To share your feedback on the EMEA Recruitment podcast, please contact: [email protected]
#emearecruitment #emearecruitmentpodcast #kathymagee #paultoms #operationsmile #operationsmileuk #recruitment
We were delighted to welcome Terhi Nori, Global Lead for Project Workstream at ABB, onto the EMEA Recruitment podcast.
“We create our own journey and our own story… it’s just a matter of choosing the next step if you want to pursue opportunities or make a change.”
In this episode, we learn about Terhi’s passion for change management and her 20-plus year career at ABB, as well as her opinions on artificial intelligence, and the importance of authenticity.
As the podcast is in partnership with Operation Smile, Paul Toms asks Terhi about the last thing that made her smile. She shares a heartwarming story of helping a man with dementia who required extra support. Terhi and the man enjoyed each other’s company for 45 minutes and found it sad to leave each other once support arrived, but she was very happy to experience that moment and help him get back home.
Terhi has spent over 20 years at ABB and enjoys helping and meeting new people. At such a large company, she has had many opportunities to work with different people over the years; she enjoys continuously learning from each other. Staying with a company for over 20 years brings the opportunity to change roles and continue to meet new people in different functions, she explains.
Paul asks if Terhi has ever experienced the “fear of missing out” as a result of remaining at ABB for so long. Terhi replies that it is human nature to think about what else there may be. However, she has not experienced that fear and hasn’t worried about missed opportunities outside of ABB, adding that she has enjoyed the journey and where she is today.
She also believes that, if you really want to have certain opportunities, you have to open yourself up to them and seek them out. If you do that and you really want something, there is nothing stopping you from achieving that goal.
Delving into a discussion around change management, we learn that Terhi likes organising her thoughts, using creativity, solving challenges, and putting the pieces back together. For Terhi, change brings excitement and creates a snowball effect; there is usually something very valuable brought to life after creating something new.
However, change does come with uncertainty. But, in Terhi’s opinion, it is about learning to observe your mind, acknowledge these feelings, then practising self-talk, embracing the changes ahead, and taking it as it comes – there is always a solution. Also, trust your team and remember you cannot control everything, she says.
Terhi’s passion for change comes from the many changes she has experienced in her life. She explains that change is good, and she has learned to love it. Once you face change and the potential fear, you will grow.
Moving onto the topic of AI, Terhi believes that the artificial nature of the technology can complement human authenticity. People and the world have already embraced other kinds of industry evolutions, she adds.
The development of AI allows us to reduce information overflow and use our intelligence and creativity, Terhi explains. It’s the beginning of a new era that will change leadership, she adds. The best way to approach it is with curiosity.
Exploring the recruitment process, Terhi finds it important for candidates to be true to themselves. We must look at the different skills and knowledge base needed and how that would build into the current team.
The recruitment process is exciting for Terhi; she enjoys finding those who can bring something new to the team and creating joint team development. Her current team learns from each other, with unique skills and experiences that bring a depth of richness.
Paul shares his personal experience working with ABB and its culture. He explains that he has noticed the longevity in the staff members and the growth experienced by those who have joined the company in the last five to six years.
He adds that the company onboards very good people, aligned with the culture, who stay with the business much longer than the industry average. Terhi agrees, and comments that there is great diversity in the company, too.
To end the episode, Paul asks Terhi about the one thing she wouldn’t want to change. Listen to the full episode to find out what Terhi wouldn’t compromise!
If you’re looking for a particular part of the episode, please use the timestamps below:
01:45 - The last thing that made Terhi smile 04:50 - A 20+ year career with ABB 08:00 - The fear of missing out 10:35 - Why Terhi enjoys change management 12:50 - Coping with the uncertainty of change 21:10 - Simplifying challenges 22:00 - The root of Terhi’s passion for change 23:45 - Terhi’s opinion of AI and future technology 29:45 – How authenticity has helped Terhi progress in her career 35:40 – Is authenticity ever a challenge in the workplace? 38:30 – The recruitment process 44:30 - The one thing Terhi wouldn’t want to change
If you’d like to connect with Terhi, you can find her on LinkedIn.
This episode is brought to you in partnership with Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. We’re proud to support Operation Smile by raising vital funds and awareness for the cause. Find out more about their work: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
The EMEA Recruitment podcast is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager.
Learn more about our full range of professional services recruitment through our website:
You can also follow us on LinkedIn:
Or connect with Paul on LinkedIn:
Alternatively, find Paul on Twitter:
To share your feedback on the EMEA Recruitment podcast, please contact: [email protected]
#emearecruitment #emearecruitmentpodcast #terhinori #paultoms #operationsmile #operationsmileuk #recruitment
To celebrate World Menopause Day, we were honoured to welcome back Sally Higham, Director – Head of Talent Attraction at Lonza and Executive Menopause Coach, to the EMEA Recruitment podcast.
“I want to be able to shake the shame and start a conversation.”
In this episode, Paul Toms and Sally discuss menopause: the symptoms, the challenges, and advice for those it affects directly and indirectly.
To start the episode, we learn about Sally’s experience with menopause and entering this new stage of life. Many people assume menopause happens to people who are “old” and greying. For Sally, her symptoms began at the age of 46. The average age at which menopause arises is commonly between the ages 45 and 55 for women worldwide, according to the World Health Organisation, 2022.
While living in Singapore, Sally went for an annual medical exam and was offered a bone density scan. Her results showed that she had osteopenia – a diagnosis that suggests a loss of bone mineral density, resulting in weaker bones. When someone goes through menopause, their levels of oestrogen and other hormones drop sharply, leading to the loss of bone density over time. Nevertheless, Sally’s doctor did not mention the menopause at this time.
Some of the other symptoms that Sally had - and is still experiencing to some extent - are mood swings, fatigue, and achiness of the body. Some doctors unfortunately misdiagnose patients and prescribe the wrong medication to combat symptoms, she explains.
Now living in Basel, Switzerland, Sally changed her medical support. The gynaecologists in Basel generally prescribe non-medical treatment to start with to see how the body reacts. Sally also had a conversation with her mother to hear about her experience with menopause and non-medical treatments; Sally tried evening primrose oil and black cohosh to help with her mood swings, which had a positive effect for a while.
Sally is now taking hormone replacement therapy (HRT), which has been its own journey. HRT doesn’t eliminate all of Sally’s symptoms, but certainly helps. She doesn’t suffer from the night sweats or hot flushes that are typically associated with the menopause. Like a lot of females, Sally has had to piece her treatment together herself.
The spark that encouraged Sally to talk openly about her experience was trying to understand what was happening to her and be able to provide advice to others, including those in the workplace. Bringing the subject up with managers can be tough. However, in Sally’s case, she has been lucky to have managers who listened – both of whom were male and younger than herself.
It is important to reiterate that menopause is not an illness; it is a natural life event. Talking about it is the first step to breaking the taboo and changing the narrative in the workplace. It is a sensitive topic, and there can be a cultural layer to it, as well.
Sally’s advice to others is not to be embarrassed by it and to talk about it - by doing so, you will inspire others to do the same.
Sally discusses the fact that we are living in an ageing population. In the Victorian era, for example, the average woman died at the age of 59. Now, in the UK, one in four females will live to 100 years old – meaning that they will be hormone deficient for half of their lifetime, as the average age for menopause is currently 51.
By 2030, it is estimated that over one billion people will be menopausal or post-menopausal (National Library of Medicine, 2019) across the globe. It is clear that workplaces will need to offer support for this.
Sally was open and honest about how she was feeling and shared her story during a leadership call. For other females, they do not recognise that menopause is happening to them. Workplaces, organisations, and employers can support managers and employees in a range of different ways. As a suggestion, lunch and learns could be implemented, which can often lead to lightbulb moments for attending individuals.
As an Executive Menopause Coach, Sally obtained her qualification from the Kathryn Colas Academy. The organisation uses a menopause traffic light system to provide structure on how businesses can approach the subject and work with communications/wellbeing teams to put a communications plan in place.
The key for any organisation is to first share awareness, so that people can identify their symptoms and seek medical advice if they wish to. The best thing managers or employers can do is create awareness, acknowledge the knowledge gap, and create a psychological and safe environment to talk about it, Sally believes.
Next, talk to leaders at varying levels, educate, and identify the workplace adjustments and policies that can be brought into the workplace.
However, be aware that managers will not have all the answers for those affected; even as an Executive Menopause Coach, Sally is open about not knowing all the answers.
Paul then shares his personal story regarding his wife, Kelly. He mentions reading Menopausing by Davina McCall, which helped expand his knowledge on the subject and gave him a lot of respect for his wife. Try your best not to judge situations and things that are said and done when people are experiencing menopause, he says.
The menopause can have an impact on people’s careers. The perimenopause is the phase before menopause that can take place four to 12 years earlier, combining into a lengthy period that can impact both work and home life. She explains that this usually collides with females reaching a certain point in their careers, with ageing parents, and teenagers at home. Sometimes, women question their confidence and capabilities.
Sally references a survey the Guardian did in 2022 with 2,000 women. Out of the 2,000 women, 62% said menopause impacts their work, 33% said they do not talk about their symptoms, and 43% were too embarrassed to ask for support.
Again, Sally reiterated her advice of seeking medical support, as everyone is different. Try to assess your lifestyle habits, diet, and general health – this should also help regain your confidence.
Furthermore, try not to make any rash decisions, like turning down a promotion or leaving your career. For example, decision makers and managers may not know the origin of your decision to leave a company and take that at face value. Whereas, if they are made aware that you are going through menopause, the decision can be questioned further, and support can be provided.
Priding herself on being a tough individual, Sally admits to struggling and adapting in the workplace. She shares a story of sitting in the office car park and crying as she physically couldn’t bring herself to attend a meeting, resulting in two days out of work. There is then a debate about how organisations note this absence, as the menopause itself is not an illness. Therefore, the need for organisations to host sessions and talk about experiences and symptoms can help others out there, both internally and externally.
If you do have a negative reaction from a manager, Sally recommends going to HR or finding the individuals in the organisation who you can have a more fruitful conversation with. You can also reach out to Sally on LinkedIn for further help and advice.
In the long-term, Sally’s overarching goal is to shake the shame and start a conversation. This includes raising awareness, helping support and change the narrative in the workplace, and ultimately helping those who may be struggling.
The more the conversation is approached, the more people can open up and talk about it. This will then create a spiral effect and have an impact on others.
Organisations should support women going through perimenopause or menopause and that transition of life, she says. Hopefully, organisations will also see this as a positive initiative to help retain their workforce.
We’re pleased to share a range of resources recommended by Sally, which you may find useful:
https://henpicked.net/
https://kathryncolasacademy.com/
https://www.emmabardwell.com/
https://www.newsonhealth.co.uk/
https://www.theagingproject.com.au/
To help you find the most relevant part of the episode for you, please use these timestamps:
03:35 - Sally’s experience with menopause 08:35 - The spark that made Sally want to talk about menopause 11:50 - Planning for conversations with managers 20:25 – Advice for managers, employers, or organisations 29:10 - Having the conversation with men vs. women 35:00 - How to deal with a manager who downplays your situation 39:35 - Sally’s long-term goal
The EMEA Recruitment podcast is produced in partnership with international medical charity Operation Smile. If you’d like to learn more about the work Operation Smile’s volunteers do around the world, please visit https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
This episode is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager.
You can read more about our specialist recruitment services through our website: https://www.emearecruitment.com/
You can also stay up to date with our latest news and initiatives through LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
If you’d like to message Paul, please connect with him via LinkedIn: https://www.linkedin.com/in/paultoms/
Or follow him on Twitter: https://twitter.com/paul_toms
To share any feedback you have on this episode, please email: [email protected]
#emearecruitment #emearecruitmentpodcast #sallyhigham #paultoms #operationsmile #operationsmileuk #recruitment #menopause
We were honoured to welcome Susanne Rothstein, Vice President Finance Hydro Building Systems at Norsk Hydro, onto the EMEA Recruitment podcast.
“When I have the opportunity to help young women in their careers, I take that opportunity.”
To kickstart the episode, Paul Toms, our Founder, asks Susanne about the last thing that made her smile. Susanne is generally a positive person, however, receiving photographs of her nephew never fails to make her smile. Positivity is something that comes naturally to Susanne; she always strives to see the positives in the smaller things.
Delving into Susanne’s career, she explains that Finance was not an ambition of hers while growing up. Before attending university, she gained a realistic view of working after high school and enjoyed the prospect of a career in an international setting.
Susanne began working in Finance, then moved into Strategy, and became the VP of Sustainability CSR, working with branding and internal communications. Five years ago, she decided to return to Finance.
At Norsk Hydro, Susanne’s amazing team challenges her to become the best version of herself. She thoroughly enjoys her role, along with having the opportunity to constantly learn in a dynamic function that touches everything in the business.
In a global organisation, new things appear often. For example, having previous experience with sustainability helps when the business model is anchored in sustainability and circularity.
Susanne has had nine different roles within the past 16 years at the business and credits the company for rewarding good work and providing opportunities. Susanne really enjoys manufacturing and dealing with a physical product.
Her advice for those contemplating staying or moving to another organisation is to consider that, if you stay, you are building knowledge and competence in an industry that becomes transferable, you also get to know the people in your network and identify those who can move the needle behind the scenes. Alternatively, jumping between industries, you start from zero. Although this provides an opportunity to reinvent yourself, you will have to formally follow the hierarchy for support before you get to know people.
We discuss how Finance remains a male-dominated discipline. In her first position as Business Controller, Susanne’s original contract used the pronoun “he” and Susanne was the only woman in the room. As a female, you are more visible, which you can sometimes use to your advantage, but Susanne admits there have been challenges.
In the past, she felt like she had to fight to have her voice heard, but has had plenty of good managers who didn’t care what gender you are, as long as the job is being done. She stresses the importance of choosing the right type of manager for you.
Reflecting on the progress within the organisation, three out of four Business Unit heads are women in Susanne’s division. She feels proud to have the opportunity to help young women in their careers and has removed the gender pay gap she experienced when she joined.
Discussing an efficient and effective recruitment process, Susanne explains that she works in collaboration with a Human Resources Business Partner. Diversity is important when recruiting, as a balance of different perspectives and viewpoints is crucial for good team performance, she adds.
Personally, Susanne prefers to focus less on what people have done and more on what the person has the potential to do; what allowed them to achieve the things they have done is maybe not what will be needed to take them to the next level.
She adds that people in the organisation shouldn’t view the career journey as a ladder, but instead view it as a jungle gym – it is not always up and down, sometimes there are side steps.
Paul and Susanne explore the true cost of the wrong hire. Firstly, it is rare to hire a rotten person; the issue usually arises when it’s a bad match to the role or the manager’s expectations.
The real cost of the wrong hire is more difficult to measure when the job is done insufficiently. As a result, the team and manager usually have to step in to pick up the workload and de-prioritise other tasks. It is important to take the time to complete the recruitment process correctly the first time around – that, in itself, is a skillset.
We uncover Susanne’s strategies for managing and prioritising her workload. She cycles to and from work, which helps structure her mind for the day. Susanne wishes someone had told her sooner the importance of prioritising health and delves into the benefits of physical exercise on the brain.
Paul ends the episode by asking Susanne about her goals for the future. She shares a personal aspiration of tackling a challenging hike next summer. Her professional goal is to always continue learning.
If you’re interested in a particular part of the episode, please use the timestamps below:
01:40 – The last thing that made Susanne smile 02:25 - Susanne’s positive attitude 04:15 - Why Susanne chose a career in Finance 07:15 - The importance of always learning 09:00 – 16 years at Norsk Hydro 11:20 - Advice for those contemplating a career move 13:20 - The fear of missing out 14:55 - Women in Finance: how it has changed 21:30 - Being the only woman in the room 28:35 - An efficient & effective recruitment process 32:44 - The true cost of the wrong hire 30:30 - Prioritisation & structuring time 42:30 - Susanne’s goals for the future
EMEA Recruitment is proud to support Operation Smile through this podcast. Operation Smile’s volunteers deliver life-changing surgery to children and adults with cleft lip and palate around the world. If you’re interested in finding out more or would like to donate to this cause, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
The podcast is hosted by Paul Toms and Rose Jinks.
You can learn more about our people-first recruitment services through our website: https://www.emearecruitment.com/
We also share regular updates on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
To connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/
Or Twitter: https://twitter.com/paul_toms
Are there any topics you’d like us to cover in future episodes? Please reach out to our Marketing team: [email protected]
#emearecruitment #emearecruitmentpodcast #susannerothstein #paultoms #operationsmile #operationsmileuk #recruitment #finance
We were proud to welcome Hugh Tamlyn, Director – Treasury & Prudential Risk at Beacon Search, onto the EMEA Recruitment podcast.
This episode focuses on our partnership with Operation Smile, the international medical charity delivering free surgery to children with cleft lip and palate.
Hugh and Beacon Search are on a mission to fund 100 surgeries by raising £15,000 during 2023. To donate, please visit https://www.justgiving.com/campaign/beaconsearch100smiles2023. You can also follow Hugh on TikTok or Instagram to follow his journey - @hughtamlyn
To start the episode, Paul Toms asks Hugh about the last thing that made him smile. Hugh smiles daily, but most recently visited India where he went on a safari and managed to see some tigers in the wild. He adds that his dog, Cooper, also makes him smile and reveals the humorous reason behind Cooper’s name.
Uncovering the reasons why Hugh began a partnership with Operation Smile, he shares that he was born with a cleft lip and palate and, as he aged, he felt like he should contribute to the community and help others.
He began fundraising via a charity bike ride, which has adapted in length over the years and eventually cultivated in a corporate partnership.
Delving deeper, Hugh reveals that he didn’t talk about his condition for several years up until his late 20s. Speaking about his differences more regularly helped him become confident in himself. He now provides a pathway for children and is happy to have conversations with parents, answer questions, and provide a level of support.
Fundraising efforts ramped up after Hugh started his own company, allowing him to dedicate more time to training for events. For Hugh, partnering with Operation Smile made sense for several reasons – taking ownership of his condition, social responsibility, and a passion to give back.
Both Paul and Hugh open up further about their experiences, the benefits of being open to people, touching on a more accepting world, and the importance of helping others, especially in the developing world.
Next, we find out Hugh’s impressive agenda for future fundraising efforts:
Ford Ride London
An indoor 100-mile challenge on a static bike in London
Everesting Challenge - 8,849 meters of uphill cycling in South Wales
Irish Ride Challenge - 100 miles a day for 15 days ending on 6th October (World Smile Day) at the Operation Smile office in Dublin
London to Brighton - 60-mile bike ride
Hugh began cycling and racing between the age of 12-16 and later swapped cycling for rugby. It was only when he moved to Amsterdam four to five years ago that he integrated himself into the Dutch culture and took up cycling again.
The next bucket list challenge for Hugh may involve mountaineering - although he doesn’t want to complete all seven summits and refuses to do Everest. Kilimanjaro has been on his list for a while.
Paul later shares EMEA Recruitment’s fundraising activities and mentions our London Marathon fundraiser, which was completed by Associate Director, Neil Cope. Paul also gives a synopsis of the children’s picture book he is creating and writing for Operation Smile.
Moving away from his charity efforts, Hugh discusses his career journey. He has always enjoyed working and helping people. Originally, he planned to do a football-related career in Wales, but he ultimately took a risk and moved to London, eventually joining a recruitment company. As the business grew, he helped set up an office in New York and, later, Amsterdam.
During COVID, Hugh felt confident in setting up on his own and has always been competitive, self-motivated and willing to take risks. So far, it has been a rollercoaster experience, but he is enjoying the process with a new challenge every day.
Paul shares EMEA Recruitment’s backstory, which involved building the business alongside his wife using their personal networks and reputation, without having a business plan in place. Ultimately, EMEA grew, built on trust and an aligned mindset.
Towards the end of the episode, Hugh shares his greatest achievements. He emphasises that there have been many small wins throughout his life. The opportunity to live and work in different places with different cultures was one of his greatest achievements, and completing the Irish Ride Challenge and raising funds for Operation Smile will be another.
You can follow Hugh’s journey on social media @hughtamlyn
The episode ends with Hugh attempting to persuade Paul to get involved in the London to Brighton 60-mile cycle!
To find a particular part of the episode, please use the timestamps:
00:40 - Last thing that made Hugh smile 01:30 - The reason Hugh’s dog is named Cooper 02:10 – Partnership with Operation Smile 04:20 - The turning point: Hugh accepting himself 07:25 - Confidence and bringing change 10:25 - The benefits of talking about experiences 13:05 - Hugh’s fundraising activities 16:25 - When Hugh began cycling 19:20 - The next activity on Hugh’s bucket list 20:40 - EMEA Recruitment’s partnership with Operation Smile 23:20 - Becoming the owner of an international recruitment company 28:20 - Taking risks and Hugh’s approach to opportunities 32:50 - EMEA Recruitment’s backstory 35:15 - Hugh’s greatest achievement 36:55 - Following Hugh’s fundraising journey
We’re proud to work with Operation Smile in bringing you the EMEA Recruitment podcast. If you’d like to find out more about the work they do around the world, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
This episode is hosted by Paul Toms, our Founder, and Rose Jinks, our Marketing Manager.
To share your feedback on this episode, please reach out to Rose: [email protected]
#emearecruitment #emearecruitmentpodcast #hughtmalyn #paultoms #operationsmile #operationsmileuk #recruitment
Thank you to Pehr Magnus Karlsson, Head of Finance Transformation at EF Education First, for joining us on the EMEA Recruitment podcast.
“Learn to deal with complexity, but also learn to simplify.”
In this episode, Paul Toms begins by asking Pehr about the last thing that made him smile. Pehr had a call with a few technology specialists who were able to provide him with a demo solution and think outside the box, cultivating a great interaction.
Next, we learn why Pehr has spent over 20 years with EF Education First. He shares that he has been surrounded by great people and has worked with great managers. He adds that it’s never boring, as things arise unexpectedly, and he enjoys a challenge. In essence, being stimulated and surrounded by great people is what keeps Pehr loyal to the company.
As Head of Finance Transformation, Pehr compares his role to a rollercoaster that is slowly ascending to the top – fun, exhilarating and a little scary. The company is about to go live with a new accounting system that will affect 50,000 people in 100 countries, which Pehr is looking forward to implementing.
For those who wish to replicate Pehr’s rise to the top, he emphasises the ability to simplify complexities. In Finance, the role requires you to sort, absorb and simplify information for the business, people, or processes.
Later in the episode, Pehr lists a few leadership qualities that help him in his role. These are: having the ability to teach, but not lecture, and having the ability to listen. During his extensive career, he has been given opportunities throughout the function, leading Pehr to become a generalist, enhancing his ability to jump into different situations and provide solutions.
Discussing his time management skills, Pehr reiterates the importance of communication in his role; with a lot of meetings in place, he must be mindful of the tasks he has to tick off.
Onto the pandemic, we learn that Pehr did not find the COVID period very tough personally; he felt supported by the company, and working from home wasn’t an issue, due to becoming accustomed to other conferencing tools and methods.
He adds that people were innovative during the pandemic, coming up with new ways of working. However, he does acknowledge the struggles other employees may have endured.
Paul asks Pehr about the next goal he wishes to fulfil. He shares that he loves to travel in his career and has spent time with colleagues in Latin America, which has inspired him to lean Spanish.
Listen to the end of the episode to find out if Pehr has any hidden talents.
If you’re interested in a particular part of the episode, please use the timestamps below:
00:00 – Introduction 00:45 - The last thing that made Pehr smile 01:55 - Why Pehr has stayed with EF for over 20 years 05:20 - Head of Finance Transformation at EF 07:45 - Advice for those looking to secure a leadership role 10:20 - Characteristics of a Finance leader 17:45 - Time management 21:25 - Connecting with people during COVID 26:10 - The life goal Pehr wishes to achieve 29:10 - Finding out if Pehr has any hidden talents
EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children with cleft lip and palate. To support us in our goal of creating 100 new smiles through this partnership, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
This episode is hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager.
To find out more about our specialist recruitment services, please visit our website: https://www.emearecruitment.com/
You can also stay up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
If you’d like to connect with Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/
Or Twitter: https://twitter.com/paul_toms
If there are any topics you’d like us to cover in future episodes, please get in touch with Rose: [email protected]
#emearecruitment #emearecruitmentpodcast #pehrmagnuskarlsson #paultoms #operationsmile #operationsmileuk #recruitment #finance
We were happy to welcome Stefan Gebauer, CFO International at Elanco, onto the EMEA Recruitment podcast.
To kickstart the episode, Paul Toms asks Stefan about the last time smiled. He shares that he has three children - aged between two and 12. Often, when he smiles, one of them is involved.
At work, the upcoming annual talent review and succession management workshop also makes Stefan smile, as people management discussions are an enjoyable part of his role.
Discussing the routine of a typical day, Stefan credits his wonderful wife for managing operations at home. At Elanco, there is no typical day; flexible working arrangements provide balance, but Stefan is glad to be back in the office connecting with people.
Since the COVID-19 pandemic, Stefan believes the way companies view flexible working is more positive, as it is shown to increase productivity and help integrate personal and professional lives. However, working 100% remotely is not sustainable and reconnection is important, he adds.
Speaking about value creation, Stefan explains that first, as a Business Partner, you need to understand what creates value for the business and other BPs – know how to bring your strengths, regularly inspect your activities, the business needs, and the things that move the needle.
Secondly, managing expectations is something that also needs to be considered; align with your BPs upfront and discuss what’s possible and what’s not. If something is not possible, suggest alternatives to see how you can create value within the possibilities.
Thirdly, remove complacency and continue to set the bar higher for yourself. To do this, leave your comfort zone, seek feedback, and challenge yourself; that will help you deliver value for the business and your colleagues.
Stefan has spent over 15 years with Elanco, something that was not part of the original plan, but is far from something he regrets. Stefan remains loyal because of the opportunities presented to him and the continuous journey of personal and professional growth in different roles and locations.
Stefan enjoys his role, the people around him, and the opportunities he has had. Simply, if the chemistry works, people will stay with the company, he says.
Stefan claims that Finance is a great place to be, as it is a highly diverse function and keeps you on your toes; in Finance, you are connected to management and the business itself.
If you aspire to become a CFO, you will need the right mix of hard and soft skills, he explains. The hard skills include knowing the craft and gaining exposure to different areas of the business. The soft skills include the ability to build strong teams, foster engagement, and create a collaborative environment.
However, a big differentiator is having the ability to jump from the big picture to the essential details – if you can do that well, that will differentiate you from others. The first step is gaining exposure to senior management.
Stefan describes being CFO International as an exciting role and his dream job. Ten years ago, when he did his career map, the role of CFO International didn’t exist. When the initial public offering (IPO) was released, the business was split into the US side and the international side, allowing Stefan’s aspirations to come true. All the acquisitions, projects and integrations have added to his great experience at the company. He also shares what he is looking forward to in the future.
Stefan splits his key learnings from multiple integrations into three parts: business, processes and systems, and people.
The business side focuses on pre-integration preparation, how to get value out of acquisitions, and post-integration planning and structures.
For processes and systems, it depends on if you have a transitional service agreement (TSA), which means you can continue to rely on the other company for a period to figure out how to integrate. If not, on day one, you own everything, which comes with its own challenges. You also need to consider how talent can be retained in that process.
That leads to the third part - people. When staffing for a transformation, the main objective is to cause no major disruption. Over transformation periods, the team is essentially split into the operational team and the transformation team.
Stefan believes that talent retention must be a fair and transparent process with open communication; acknowledge that you cannot make everyone happy and share what you can – but be mindful of legal restrictions on what you can share and when.
Looking at attracting talent onto the project team staff, find ways to make them comfortable and reintegrate them afterwards, managing that proactively, Stefan recommends. He advises always overstaffing - as you may uncover things you were not aware of previously – and planning for productivity.
Stefan shares that he is a very analytical person and possesses a lot of “blue energy” listed on his insights profile, allowing him to dive into the details and boil them down to the key points - ultimately enabling him to summarise things in an elevated speech-type way.
We explore the recruitment challenges when retaining and attracting talent. Stefan explains the strategies in place at Elanco.
The annual review includes assessing the processes in place to acquire talent and increase visibility, and the way of matching critical roles with your talent pipeline. Having a regular dialogue with employees and talent on career maps and development plans, and building that pipeline for the roles of the future, is significant.
Nonetheless, no matter how well you plan, Stefan mentions that there will always be some regrettable losses and roles that cannot be filled internally. This is where bringing in an agency, such as EMEA Recruitment, can help with finding fresh talent and new ideas for the business.
If you’re looking for a particular part of the episode, use the timestamps below:
02:00: The last thing that made Stefan smile 04:00: Planning, priorities and a typical working day 06:15: Views on flexible working 07:45: How to create value as a Business Partner 11:35: Stefan’s strengths and his L&D 13:45: Why Stefan has stayed with Elanco for over 15 years 16:15: Insights into Finance and how to become a CFO 21:15: Scaling a big picture down to the nitty-gritty 21:40: Stefan’s journey to becoming CFO International 26:10: Key things to consider when undergoing a transformation 33:40: Stefan’s analytical mind 35:40: Attracting and retaining talent 40:35: Why Stefan enjoys people management and development
Would you like to reach out to Stefan? Connect with him on LinkedIn: https://www.linkedin.com/in/stefan-alexander-gebauer/
Operation Smile is the official partner of the EMEA Recruitment podcast. We’re proud to be raising vital funds and awareness for Operation Smile’s volunteers to continue delivering life-changing surgery to children with cleft lip and palate. To find out more about our partnership, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
This podcast is hosted by Paul Toms, Founder of EMEA Recruitment, and Rose Jinks, our Marketing Manager.
You can find out more about our specialist recruitment services – including senior Finance positions – through our website: https://www.emearecruitment.com/
You can also learn more about us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
If you’d like to connect with Paul, please visit his LinkedIn profile: https://www.linkedin.com/in/paultoms/
And follow him on Twitter: https://twitter.com/paul_toms
Do you have any feedback for us? Please get in touch with Rose: [email protected]
#emearecruitment #emearecruitmentpodcast #stefangebauer #paultoms #operationsmile #operationsmileuk #recruitment #finance
We were proud to welcome Tshidi Khunou, Talent Acquisition and Employer Branding Lead at SMG Swiss Marketplace Group, onto the EMEA Recruitment podcast.
“We try to become the champion of those that don’t have a voice.”
For Tshidi, 2023 is the Year of Yes, which involves trying new things that scare him. The last thing that made him smile was skiing in the Swiss mountains – an activity at the top of his list to conquer.
Paul Toms discusses the benefits of moving to Switzerland, with Tshidi revealing the reason he moved with his family. The main driver was Tshidi’s young son, who loves the outdoors. And, with both sets of grandparents getting older, there was a growing desire to enable his son to build a relationship with them. However, Tshidi doesn’t recommend moving during a pandemic!
Exploring the motivation for creating a YouTube channel and with 17 years of recruitment experience, Tshidi explains that he wanted to help candidates excel in interviews to prevent the loss of opportunities. He began answering questions on LinkedIn, but found videos more effective and time efficient.
Tshidi originally moved into Talent Acquisition through university, working at a call centre and calling prospective students. As soon as he graduated, he was approached by his manager about a new role.
Two months after Tshidi started in TA, the person in charge of recruiting throughout the whole of Africa resigned, empowering Tshidi to take advantage of the opportunity and travel across Africa, the Middle East and Australia for six-and-a-half years, before trying an agency role. He then moved into graduate recruitment, and other roles and companies, ultimately leading to SMG. He still loves the challenges that TA brings daily.
Since joining SMG, his role as Talent Acquisition and Employer Branding Lead has been one of the best challenges Tshidi has experienced. Having joined the company six months after it was formed, he built everything from scratch and learned more about recruitment in Europe.
Discussing what an efficient and effective recruitment and retention process looks like, Tshidi believes that candidates are more forgiving if prospective employers are honest about the challenges the company is experiencing.
Secondly, he feels the question: Why do you want this job? is outdated and subjective to where the person is in their career. Instead, asking: What is the best opportunity for you and what does it look like? enables the employer to get unfiltered information from the candidate; that way, you are no longer mapping the job to the person - you’re mapping the person to the job.
Leading onto the cost of the wrong hire, Tshidi believes that you can’t always quantify the effect it has on the team. Wrong hires have the potential to destroy a fully functional team and its synergy.
For Tshidi, he’s been conscious of the fact that bad hires can lead to the loss of great talents - the same way promoting the wrong individual could prompt other talent to leave. He adds that people often don’t leave because of the company, but because of the leader. Therefore, hiring the wrong leader can deliver the same outcome as a bad hire.
Addressing the impact of business intelligence and data on Talent and Huma Resources of the future, Tshidi acknowledges that it can bring huge benefits, but he believes SMG isn’t ready to use data in a TA space.
Towards the end of the episode, Paul asks Tshidi about prioritisation and time management. Tshidi seeks to address and prioritise solving issues where things have gone wrong first. He credits a great Senior Recruiter in his team who always volunteers to step in to help.
Believe in your team, focus on what you must do, and delegate to capable people who are happy to receive stretch projects, Tshidi concludes.
Are you looking for a particular part of the episode? Use these helpful timestamps:
01:55: The last thing that made Tshidi smile 04:35: Moving to Switzerland 08:40: Creating a YouTube channel 14:30: Tshidi’s journey into Talent Acquisition 24:45: His role as Talent Acquisition and Employer Branding Lead 31:50: Efficient & effective recruitment & retention 42:30: The effects of tech on TA 48:25: The importance of maintaining relationships with candidates 52:50: Time management & prioritisation
If you’re interested in learning more about Tshidi’s platform on LinkedIn, please visit: https://www.linkedin.com/company/topofthemorning-with-tshidi/
You can also find Tshidi on YouTube.
EMEA Recruitment is proud to support Operation Smile, an international medical charity that provides life-changing surgery to children born with cleft lip and palate. If you’re able to help us in our goal of creating 100 new smiles, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/
The podcast is hosted by Paul Toms, Founder of EMEA Recruitment, and Rose Jinks, Marketing Manager.
We’re experts in professional services recruitment – including TA and HR positions. To find out more, please visit our website: https://www.emearecruitment.com/
You can also keep up to date with us through LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
If you’d like to contact Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/
Or follow him on Twitter: https://twitter.com/paul_toms
If there are any topics you’d like us to cover in future episodes, please reach out to Rose: [email protected]
#emearecruitment #emearecruitmentpodcast #tshidikhunou #paultoms #operationsmile #operationsmileuk #recruitment #talentacquisition
We were honoured to welcome Madlaina Brogt, Regional Head & Recruitment Delivery, and Sally Higham, Director – Head of Talent Attraction, at Lonza, onto the EMEA Recruitment podcast.
“To see that people with a joint goal can make the impossible possible is an experience I will never forget.”
Speaking to Paul Toms from the Lonza Tower in Basel, Madlaina reveals that the last thing to make her smile was the local Swiss chocolates she received from Lonza to celebrate its 125th anniversary. For Sally, her son always brings a smile to her face; she finds it nice to step back and listen to a 13-year-old’s perspective on life.
To celebrate International Women’s Day in March, Lonza hosted a calendar of events and was even joined by a female astronaut from Houston. Sally admits that Lonza has come a long way on Diversity & Inclusion, but still has a long way to go.
As an organisation, Lonza has selected some of the UN’s Sustainable Development Goals – gender equality being one of them. Lonza is collaborating with hiring managers to make sure there is a diverse slate as they go through the recruitment funnel; hiring managers also need to understand why D&I is important for the organisation, the culture and the brand. D&I is a journey that never stands still, they add.
Exploring how the pair fell into a recruitment career, Madlaina shares that her plan was different originally, but she enjoys the challenge of being a recruiter and being part of Human Resources. As a recruiter, you are involved in shaping the future of the company and you need to acquire many different skillsets, she says.
On the other hand, Sally fell into the industry having started her career in advertising. She loves her role, and has even lived and worked in Asia in past positions.
Discussing how to attract and retain talent, we explore why it is important to showcase what employers can offer. At Lonza, a clear employee value proposition and strong storytelling is super important. From Global Talent Attraction, the use of programmatic campaigns helps attract talent and penetrate new markets. The use of strong experts in key roles to pipeline talent for the future and a focus on good candidate experience is also important.
During the COVID period, Lonza recruited 2,000 employees, thanks to a strong team that was driving in the same direction. During the pandemic, there was a spike in activity and innovation, and a growing need for medicines. The company’s value proposition, “making a meaningful difference,” was exactly what they could offer prospective employees during that time; the cantonal and federal authorities were also able to assist Lonza in hiring people outside the EU.
We also discuss the importance of listening and empathy. Madlaina describes the personality traits as cornerstones that give a human aspect to stakeholder management. The culture at Lonza is very strong and shaped by strategy, with a huge focus on development and retention; both listening and being empathic keep that alive.
Delving into hiring efficiently and effectively from a Global Talent Acquisition point of view, Lonza’s talent referral programme and career sites are global pillars. There are different initiatives in different countries, but there is a structure and a process in place to enable a good candidate experience, irrespective of where they apply for a role.
Exploring the true cost of the wrong hire – including wasted salaries, training time, effort and loss of productivity – we found that it can cost up to three times the annual salary of the employee.
To avoid hiring the wrong person, organisations need to understand the disconnect in both expectations and personality fit, which goes much deeper than a review of technical skills, and make any necessary changes.
Paul asks Madlaina and Sally what they are most proud of. For Madlaina, she is most proud of being able to make a meaningful difference by contributing to projects that helped overcome a global pandemic, which has fostered a great sense of belonging and motivation for her.
For Sally, growing a Talent Acquisition team and watching them deliver support for HR, people and the business has been a real joy.
The episode ends with finding out who has inspired the duo over the years. Sally credits Jay Shetty (author of Think Like a Monk), Queen Elizabeth II and Caroline Barth – the CHRO at Lonza - for her drive and determination.
Madlaina also credits Caroline for being a strong leader with a clear focus on people and culture, adding that Caroline joined Lonza at an important time during lockdown, helping inspire people and defining a strong HR strategy.
To find the part of the episode that most interests you, please use the timestamps below:
01:50: The last thing that made Madlaina & Sally smile 04:45: D&I at Lonza 09:00: Journeys into a recruitment & talent career 15:05: How Lonza attracts & retains employees 21:30: Recruiting 2,000 people over the COVID period 25:48: Personality traits to leverage stakeholder management skills 29:35: The importance of listening & empathy 32:00: Hiring efficiently & effectively 38:40: The cost of the wrong hire 42:40: Changes in the retention plan during COVID 49:45: What Madlaina & Sally are most proud of 53:15: Who has inspired the duo over the years?
If you’d like to connect with Madlaina or Sally, you can find them on LinkedIn.
We’re proud to work with Operation Smile to bring you this podcast. Operation Smile provides life-changing surgery to children and adults with cleft lip and palate around the world. To find out more about their work, please visit: emearecruitment.com/operation-smile
The EMEA Recruitment podcast is hosted by our Founder, Paul Toms, and our Marketing Manager, Rose Jinks.
To find out more about how we can support you in hiring into your team, please visit our website: https://www.emearecruitment.com/
You can also keep up to date with our market insights through LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/
Connect with Paul on LinkedIn if you’d like to get in touch: https://www.linkedin.com/in/paultoms/
Or follow him on Twitter: https://twitter.com/paul_toms
Do you have any feedback? Please get in touch with Rose: [email protected]
#emearecruitment #emearecruitmentpodcast #madlainabrogt #sallyhigham #paultoms #operationsmile #operationsmileuk #hr #humanresources #iwd2023
The podcast currently has 167 episodes available.