EMEA Recruitment Podcast

Thank you to Mark Steele, Director Corporate Planning at International Air Transport Association (IATA), for joining us on the EMEA Recruitment podcast.

"There's always a solution, and we will always find a way to deal with it."

To begin the episode, Paul Toms delves into Mark's international career. Mark previously worked at Nissan for 22 years across Europe - in the UK, France, Finland, the Netherlands and Switzerland.

In today's market, 22 years in the same company is uncommon. However, for Mark, the years went by quickly; the longest he stayed in the same role at Nissan was for three years, before having the role expanded or changing location.

Mark admits he has been very lucky to meet great people in great places. He explains that, in any situation, you can always find common ground. His advice for others considering an international career opportunity is to weigh up the pros and cons, but to not be afraid - life is short. If you do decide to accept the opportunity, give it at least six months before deciding the job is not for you, he adds.

Paul askes Mark about his role as Director Corporate Planning at IATA. Mark finds the scope of his role excellent and praises his outstanding team, which is respected across the organisation.

As a leader, Mark is a firm believer of trust, honesty, inclusivity and consistency. He gives mention to a previous manager at Nissan, named Rob, whose managing style has influenced Mark's own approach.

To gain top quality people, Mark says you must be crystal clear in what you want and the job description of the role, as well as to not over-spec or under-spec.

Discussing the future of the Finance function regarding business intelligence and data, Mark discuses the sheer mass of data IATA currently holds; the company represents 300 airlines, which is over 80% of global air traffic.

As a function, Finance is extremely focused on data. Mark believes that data is great, but does bring its own problems – deciding which reports are useful, which aren't, and which ones can be improved to make this data more useful for the organisation is the next step in the process.

Mark accepts there is a risk of employee burnout. During COVID and its corresponding restrictions on travel, IATA lost huge amounts of revenue and underwent a restructuring. As a result, 20% of positions were lost – four of which were in Mark's team and have yet to be replaced. This means they must be extremely critical in tasks they accept and laser sharp on prioritisation.

Listen to the end of the episode to learn about how Mark looks after his wellbeing outside of work and the advice he would offer to his 18-year-old self.

To find the part of the episode that interests you most, please use these timestamps:

01:35: The last thing that made Mark smile 03:40: Key takeaways from Mark's international career journey 06:15: Working for Nissan for 22 years 10:20: Advice on international career opportunities 16:20: Mark's role as Director Corporate Planning 19:10: Managing a team at IATA 22:55: Qualities of a leader & the manager who inspired Mark 25:30: Making the recruitment process efficient & effective 28:45: The impact of BI & data on the Finance function 33:00: The progression of the Finance role 35:10: The risk of burnout 37:35: How Mark looks after his wellbeing outside of work 40:50: The importance of family & advice for your 18-year-old self

If you'd like to contact Mark, connect with him on LinkedIn.

Operation Smile is the official partner of the EMEA Recruitment podcast. We're committed to creating 100 new smiles through this partnership. If you can help raise awareness or funds for this cause, please visit emearecruitment.com/operation-smile

This episode was hosted by Paul Toms, our Founder, and Rose Jinks, Marketing Manager.

To learn more about our international recruitment services, please see our website: https://www.emearecruitment.com/

You can also follow us 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 follow him on Twitter: https://twitter.com/paul_toms

Are there any topics you'd like us to cover in future episodes? Please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #marksteele #paultoms #operationsmile #operationsmileuk #finance

We were proud to welcome Cyrille Desbazeille, Chief Procurement Officer at Franke in Zurich, onto the EMEA Recruitment podcast.

"Shifting a culture of an organisation takes time and resilience, but once the willingness is there and you are progressively creating the critical mass, you can really move the needle."

Speaking to Paul Toms, Cyrille reveals the last thing to make him smile – it's a sustainability-focused response!

Cyrille has recently faced similar challenges to other CPOs around the world in terms of supplier issues and inflation. However, as Franke is privately-owned, the company has a good cash position and is not strained by results, but by business continuity.

Cyrille shares the reasons he joined Franke, along with insight into how the culture is much different to his previous workplace, Coty Inc. Franke is currently undergoing a transformation and merging three different divisions into one.

Cyrille also mentions the root cause of his passion for people development. At one of his previous employers, Danone, investing in people is key. The idea that you're recruiting a person for – ideally - a minimum of two roles (the current position and a potential, developed role) is something Cyrille believes in.

Discussing patience in the hiring and development process, Cyrille addresses the desire for employees to have things immediately. In his opinion, this is inefficient, because people deliver their best around the 18-month to two-year mark. If people are with the company for a period shorter than 18 months and do not learn from their mistakes, there is a high possibility that they will be unable to implement their learning in the next organisation.

When it comes to finding the right candidates for the role, the process will begin with the recruitment manager. However, there is now a large need to sell the organisation to the person. Since Franke isn't as big as its competitors, employees have a chance to make a lasting impression compared to multi-national companies, where it becomes difficult to evidence tangible results.

Cyrille offers his advice for those debating whether or not to go into Procurement. He states that Procurement is the only function facing upstream, along with Research & Development. He adds that Procurement allows you to have a full scope of responsibility to find the right people and suppliers; it also has its complexities, but is a very exciting function, overall.

Interestingly, at Franke, business intelligence (BI) and data is yet to have an impact on the Procurement function. However, Cyrille admits that BI and data will make Procurement more interesting; if you have a robot or AI managing the transactional elements, professionals will have more time to do the strategic thinking fed by information coming from BI.

Cyrille shares his outlook on time management, focus and prioritisation - he has always been clear on prioritising his family. At work, he focuses on the areas where he can bring value and defines what is important. If you do not make the trade-off yourself, someone will do it for you – protect your agenda and your health, he says.

Listen to the end of the episode to learn about how a 40-year relationship with a supplier had to be reshuffled in just 12 months.

If you're interested in a particular part of the episode, please use the timestamps below:

01:00: The last thing that made Cyrille smile02:30: What it feels like to be CPO at Franke05:20: Cyrille's past roles 09:30: Where Cyrille's passion for people development comes from13:10: Why patience is important in the hiring & development process20:20: How to source candidates effectively 25:30: Advice for people looking to move into Procurement30:50: The impact of BI & data on Procurement34:30: Time management, focus & prioritisation37:50: Reshuffling a 40-year relationship with a supplier in 12 months

You can find Cyrille on LinkedIn if you would like to connect with him: https://www.linkedin.com/in/cyrille-desbazeille/

EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. If you can donate anything to support this cause, please visit: 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, our Marketing Manager.

Learn more about our specialist recruitment services – including Procurement & Supply Chain – through our website: https://www.emearecruitment.com/

We also regularly post updates on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

To connect with Paul, please reach out to him on LinkedIn: https://www.linkedin.com/in/paultoms/

You can also follow him on Twitter: https://twitter.com/paul_toms

Are there any topics you'd like us to cover in future episodes? Get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #cyrilledesbazeille #paultoms #operationsmile #operationsmileuk #procurement

Thank you to Edgar Magyar, CFO and Global Client Finance Lead at Publicis Groupe in Zurich, for joining us on the EMEA Recruitment podcast.

"Go and show the world you're able to do it."

To start the episode, our Founder, Paul Toms, asks Edgar about his relationship with his wife – the two are considered a Finance power couple. Edgar shares how they met in the workplace, and grew to take advantage of many opportunities in various companies and industries. He also explains the benefits of having a partner who can challenge and advise you on your work-related decisions.

Edgar talks about his management and leadership style, and how this benefits the team. He is a firm believer of trust and suggests solutions without dictation. He adds that leadership positions are offered within his team to people who are trusted and can work well together.

We discuss the strategies that make an effective recruitment process and how high-quality candidates come to be selected at Publicis Groupe. As a hiring manager, you must be clear about the needs of the business and transparent about the business itself. The technical aspects are important, but consider the character traits, cultural fit and the current team – introducing the prospective candidate to the team will benefit both parties in the long-term. Highly motivated teams are built with strong team culture, Edgar believes.

Delving deeper into Edgar's management style, he shares that coaching is another critical element and team contribution leads to far better outcomes. He also expresses his distaste for being involved in operational processes, as he much prefers designing and fixing processes to obtain the most effective solutions.

As well as being CFO, Edgar has additional Finance responsibility, looking after the legal matters for two global clients, UBS and Stellantis. His job is never boring and he find it to be a very exciting role.

In terms of time management, he says one can only be efficient when you don't carry problems. He reiterates the need to trust your people, as you cannot manage everything. Make time for decent sleep and exercise, and always make time for your family and friends, as they are the ones that will always be there for you, he says.

We explore the impact of business intelligence and data. In Finance, there are huge quantities of data, with increasing complexity, that need to be managed. Edgar highlights that Excel is a great tool, but the amount data has become too heavy – data visualisation tools and tools that can automate processes (like Power BI) are becoming increasingly essential to obtain more sustainable solutions.

We learn about the Executive MBA in Digital Transformation that Edgar completed. He is now putting his learning into action, and developing a global platform that will work to make processes more manageable and leaner, ultimately adding value for the key group clients in the future.

Listen to the end of the episode to hear about the CFO's 50th birthday celebrations and his friendships that span over the decades.

If you're looking for a particular part of the episode, please use the timestamps below:

01.55: Positives of COVID-19 on Edgar's personal & work life03:40: A Finance power couple06:00: Edgar's leadership style12:50: Recruiting quality people21:40: Effective management strategies24:35: The defining moment in Edgar's career26:55: What it feels like to be a CFO33:00: The importance of time management38:00: The impact of BI & Data on Finance42:30: Edgar's Executive MBA48:00: Edgar's outlook on life50:00: 50th birthday celebrations

If you'd like to reach out to Edgar, you can connect with him on LinkedIn.

We are proud to work with Operation Smile to bring you the EMEA Recruitment podcast. Operation Smile is an international medical charity that provides free surgery to children with cleft lip and palate. If you'd like to find out more about our partnership, see our website: https://www.emearecruitment.com/operation-smile

This episode is hosted by Paul Toms and Rose Jinks.

Are you hiring into your team or looking for a new role yourself? Find out more about our full range of recruitment services through our website: https://www.emearecruitment.com/

You can also stay up to date with us via 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/

You can also follow him on Twitter: https://twitter.com/paul_toms

If you'd like to share your feedback on this episode, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #edgarmagyar #paultoms #operationsmile #operationsmileuk #finance

We were honoured to welcome Lizi Jackson-Barrett, Confidence Strategist, onto the EMEA Recruitment podcast.

"Have the confidence to have huge goals and say them out loud."

In this episode, Paul Toms explores the service Lizi provides to clients, with the overarching goal of increasing the confidence of others strategically to accelerate business growth and success.

Firstly, we learn how Lizi started her business. She noticed a gap in the market when people were constantly saying, "I know I should be… but…" - that's where the lack of confidence would come into play.

Lizi was open in sharing her hair loss story, but found it difficult to find someone to turn to for help in increasing her confidence. She has now developed a framework that consists of five Cs, beginning with identifying the areas of improvement and affirming what they would do if they were able to develop this soft skill.

Paul asks Lizi about her public speaking experiences. Lizi is a keynote speaker and has given TEDx speeches, originally starting on small stages. She explains her love for the stage, sharing that it is a different way to reach people and make a difference in people's lives. She shares the wonderful feeling of gaining feedback from people in the audience, who get in touch to tell her she has made improvements in their lives without ever talking to them in a one-to-one setting.

Lizi explores the issues clients usually approach her with. She highlights the fact that even the individuals who are in high positions share the same worries, which become harder when these people are expected to have no confidence wobbles and know exactly what they are doing. The other challenges seen – more so in solo entrepreneurs, especially creative ones - is knowing their worth and charging a fair price for their work.

Relating back to her business model, she initially started with an orientation towards females, but this has since changed. Without generalising, she has observed that men are keen to jump straight into the programme, whereas women are keener to explore the feelings behind the lack of confidence – ideally a mix between both is needed to create change.

The highlight of Lizi's career was being able to evidence the profound influence of her teachings on clients. She shares a few examples of qualitative and quantitative results, which reveal her work continues to make a difference in a meaningful way, even after the programme has ended. This is done through equipping clients with the tools to push themselves forward, instead of fleeing from challenges.

Lizi's sessions can be completed in small groups within two-hour blocks, or on a one-to-one basis completed hourly, over eight sessions. The sessions are very goal-driven, with more things coming into focus as the programme progresses alongside the five C framework.

It is important to note that we all have things we aren't good at, Lizi emphasizes. It's the strength of acknowledging those struggles and getting the help to get better at those things. Additionally, consider the fact that there are some things you can lack skills in and, ultimately, that is fine.

Close to the end of the episode, we uncover the person who has inspired Lizi the most. Her mother embodies the very work Lizi tries to allow others to strive for, sharing her mother's story and achievements. The key point? If you let yourself chase these big goals and acknowledge you want them, there's so much that is within our reach than we think isn't. For Lizi, she only has to look to her mother to see proof of that.

Listen to the end of the episode to discover the superpower Lizi would choose to have.

If you are interested in the work Lizi conducts and want to find out more, you can connect with Lizi on LinkedIn, or reach out to her via Instagram or Facebook.

To find a particular part of the episode, please use the timestamps below:

01:25: The last thing that made Lizi smile02:40: The evolution of Lizi's job title03:35: Introduction to the service Lizi provides05:40: The difference between confidence coaching and life coaching08:40: How Lizi's business started 10:15: Lizi's service model 13:20: Lizi's experience doing TEDx talks16:00: How Lizi's career history helped her with public speaking18:35: The common issues clients have26:10: The line between overconfidence & arrogance27:00: Moving from a female service model to male & female31:15: The highlight of Lizi's career35:00: Why confidence continues to rise after the programme41:05: How Lizi overcomes problems with her own confidence43:00: The person who inspired Lizi the most45:40: The superpower Lizi would choose to have

Operation Smile is the official partner of the EMEA Recruitment podcast. We're proud to be raising vital funds and awareness for Operation Smile to deliver free surgery to children and adults with cleft lip and palate. If you're able to support us, 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.

Our full range of recruitment services can be found through our website: https://www.emearecruitment.com/

If you'd like to keep up to date with market insights, follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

To reach out to Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/

Or, you can follow him on Twitter: https://twitter.com/paul_toms

Are there any topics you'd like us to cover in the EMEA Recruitment podcast? Please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #lizijacksonbarrett #paultoms #operationsmile #operationsmileuk #confidence #tedx # keynote

We are delighted to welcome back Hein Knaapen, Managing Partner, Europe at CEO.works, onto the EMEA Recruitment podcast.

"There is only so much that matters - it's not that difficult intellectually to identify, emotionally it's not easy – but, if you manage, you can create more value in less time."

In the beginning of the episode, Hein tells Paul Toms about his extensive Human Resources career, with 36 years in corporate organisations - 15 of those as a Chief Human Resources Officer. Hein has recently joined the ranks of entrepreneurs.

Hein is pleased about the progress of his new CEO.works venture and shares his advice for aspiring entrepreneurs. Initially nervous about taking the risk, Hein understands the apprehension, but whether you do it or not, there is a leap of faith involved. Remember: risk and reward.

The overarching aim of Hein's work is to unclutter the thinking of organisational leaders, such as the CEO and CHRO, to identify the areas where value creation sits and streamline the company's focus on those areas. The typical mistake leaders make is losing focus. Hein reiterates that, in everything you do, the questions that needs to be answered are: How does this improve company performance? And, if it doesn't, why do it?

Paul asks Hein about his perspective on Diversity & Inclusion initiatives compared to the world pre-pandemic. Hein believes there will always be some degree of difficulty in bringing about diversity (diversity in terms of thinking and actions, not equal opportunity). He highlights the importance of investing, educating and equipping managers to create a climate and a team to foster diversity.

Later in the episode, Hein shares his coming out story. Hein came out as a gay man when he was 32, explaining that he could have been aware he liked men when he was ten-years-old. However, being part of a conservative family and one of five sons, he buried his feelings, as he didn't know how else to handle it. Once he came out, his experience was overall quite positive and he feels very fortunate not to have had any negative experiences during his career.

Hein shares the highlights of his career, of which two experiences spring to mind. The first was when he was CHRO officer at ING, a multi-national banking and financial service company, where he had an exceptional leader that he worked well with to make a strong contribution to the company.

The second experience was at Unilever, where we worked alongside a CEO to help change the culture of the company and found it to be an extraordinary experience. The pattern, he explains, is having a team that values his input and shares a strong alignment of thinking.

Hein explores the key to an effective and efficient recruitment process. His advice is to identify three to five key deliverables and then two to three distinct abilities. Hein believes total focus and clarity of the essential deliverables is the most important factor for successful recruitment.

The episode ends with the things Hein is most excited about for the future, as well as details of the monthly webinars he creates on value and people-related topics. With his experience in HR and working largely with first time CHROs, Hein teaches them how to create a very selective and focused people agenda that is tightly linked to the company strategy. If this is of interest to you, connect with Hein on LinkedIn.

The EMEA Recruitment podcast is available wherever you get your podcasts, or you can watch the episode on YouTube:

If you're interested in a certain part of the episode, please use the timestamps:

00:40: The last thing that made Hein smile01:30: Positives of the last 3 years 04:20: Hein's proudest achievement05:20: Advice for those wishing to start a business08:00: The value CEO.works brings to organisations12:20: The mistake leaders make repeatedly18:25: How does Hein stayed focused personally?22:00: Diversity & Inclusion pre-COVID & in the present day26:40: Hein's coming out story33:25: The highlights of Hein's HR career36:10: How to make efficient & effective recruitment decisions39:25: What Hein is excited about in the future

Operation Smile is the official partner of the EMEA Recruitment podcast. We're raising vital funds and awareness for Operation Smile to deliver life-changing surgery to children and adults with cleft lip and palate. If you'd like to find out more, please visit the Operation Smile website: 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.

We specialise in professional services recruitment, including hiring into HR teams. Find out more through our website: https://www.emearecruitment.com/

You can also follow us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to connect with Paul, please reach out through LinkedIn: https://www.linkedin.com/in/paultoms/

Or follow him on Twitter: https://twitter.com/paul_toms

If you'd like to share any feedback on this episode, please contact Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #heinknaapen #paultoms #operationsmile #operationsmileuk #hr #humanresources

We are delighted to welcome Marika Lindstrom, Head of Indirect Materials and Services Procurement at Phillip Morris International, onto the EMEA Recruitment podcast.

"Have confidence in your abilities and the ability of your team, because we are never doing these roles alone."

To begin the episode, Paul and Marika discuss how relocating for career opportunities can help individuals in a leadership position. Marika explains that taking these chances can make you much more aware of the world. It also gives you the understanding of different realties, which can help drive a global agenda. If you are considering relocation, have confidence in yourself, she adds.

We look into the challenges currently facing Procurement, touching on the availability of energy and volatilities in commodities. Marika's Procurement role is not only market-facing, but also stakeholder-facing. This requires the ability to try to mitigate all risks and costs, educate stakeholders on long-term strategies and opportunities, and - ultimately - provide a robust financial forecast that includes inflation and commodity cost increases, together with mitigation.

Paul asks Marika to share the reasons behind her discipline of choice. When she graduated from university, she interviewed at Nokia and was given two choices: Marketing or Procurement. She, of course, chose the latter – humorously, the reasons for this are unknown to her.

In her present role at Philip Morris, Marika is happy and finds it refreshing to be on the indirect side of Procurement again.

We learn about Marika's passion for the discipline, focusing on two parts: the impact and influence Procurement can have, and the ability to see people become business partners and grow into their roles.

Her advice for people wishing to join the function is to consider the versatility of Procurement and the opportunity to develop a diversity of skills. The individuals who inspire Marika include women in leadership within Procurement.

We explore the effect of business intelligence and data on the function. Although thought to be a widely positive thing, the need for people to extract relevant data and make it actionable still prevails.

Listen to the end of the episode to discover how Marika hires great people and the advice she would offer her younger self.

If you're interested in a particular part of the episode, use the timestamps below:

01:35: The last thing that made Marika smile 02:50: How relocating has impacted Marika's career04:20: The opportunity of relocation05:25: Current challenges in Procurement07:30: How Marika started her Procurement career08:55: Her current role at Philip Morris 10:45: Marika's passion for Procurement14:50: Advice for those considering a career in Procurement19:05: Why Procurement is a good career choice for women21:00: The people who inspire Marika22:15: The effects of BI & data on Procurement 25:20: Hiring great people 27:25: The advice Marika would give her 18-year-old self

If you'd like to reach out to Marika, connect with her on LinkedIn: https://www.linkedin.com/in/marika-lindstrom/

EMEA Recruitment is a proud partner of Operation Smile, an international medical charity that provides life-changing surgery to children and adults with cleft lip and palate. If you can help raise awareness or vital funds for this cause, find out more: 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, our Marketing Manager.

More information regarding our professional services recruitment – including Procurement & Supply Chain roles – is available on our website: https://www.emearecruitment.com/

You can also keep up to date with our positions on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to get in touch with Paul, please reach out to him on LinkedIn: https://www.linkedin.com/in/paultoms/

You can also follow Paul on Twitter: https://twitter.com/paul_toms

Do you have any feedback for us? Please contact Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #marikalindstrom #paultoms #operationsmile #operationsmileuk #procurement #supplychain

Thank you to Tiago Zini Uliana, Head of Formulation Switzerland, and Michel Kempkes, Head Formulation Engineering EMEA, at Syngenta, for joining us on the EMEA Recruitment podcast.

"Seize the opportunity and dare to step into the unknown."

"No matter how experienced you are, you have to put yourself in a growth mindset, learning every day in different situations."

The episode begins with discovering the last thing that made Tiago and Michel smile. Tiago shares the joy of hearing that his eight-year-old son had been elected as a class representative; something both are very proud of. Michel enjoyed a recent personal interaction with the team in an informal setting, with a BBQ and a few drinks.

Paul Toms asks for the guests' opinions on why Syngenta is a good company to work for. Collectively, the pair discusses the unique dynamics and opportunities offered by the agrichemical company, which also rewards innovation, addresses important global issues, and encourages both personal and professional development.

On the topic of sustainability, the Formulation leaders share Syngenta's commitment to create a better world. Mentioned are the initiatives put in place to reduce its carbon footprint on the logistical and product development side of the business.

Advice is given to those who are contemplating relocating for career opportunities. In Tiago and Michel's experience, relocation has been very worthwhile. The benefits of venturing out of your comfort zone will unlock a growth mindset and expose you to new learning, experiences, cultures and insights into international business markets, they explain. Michel's advice is, be open to the idea of relocation and let go of uncertainty.

Later in the episode, we discover how the pair started their careers. Interests in engineering stemmed from their early years. Now established in their roles, Michel and Tiago share the inner workings of Syngenta, their responsibilities and the regular interactions with people in their teams.

On an alternative topic, we look at Syngenta's recruitment process. Echoed is the need to set realistic expectations, be clear and direct, and accept that recruitment is a two-way street. Candidates in today's market have options; the candidate pitches themselves to the company, but equally, the company must pitch itself to the candidate.

Listen to the end of the episode to find out about the alternate career paths Tiago and Michel would have considered.

You can connect with Tiago and Michel on LinkedIn.

If you're interested in a particular part of the episode, please use these timestamps:

00:40: The last thing that made Tiago and Michel smile02:40: Syngenta's business culture06:15: Sustainability at Syngenta 08:10: Relocating for career opportunities12:00: How Tiago and Michel started their careers 17:00: What it feels like to be Head of Formulation21:50: An efficient & effective recruitment process26:50: Alternative career paths

Operation Smile is the official partner of the EMEA Recruitment podcast. We're on a mission to raise awareness and funds for the charity to provide free surgery to children born with cleft lip and palate. If you can support this cause, please donate: 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.

Find out more about our professional services recruitment specialists through our website: https://www.emearecruitment.com/

We also actively share market insights via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to get in touch with Paul, please connect with him on LinkedIn: https://www.linkedin.com/in/paultoms/

You can also follow him on Twitter: https://twitter.com/paul_toms

To share any feedback you have, please contact Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #tiagoziniuliana #michelkempkes #paultoms #operationsmile #operationsmileuk #syngenta #agrichemical

The EMEA Recruitment podcast was pleased to welcome Jérôme Vial, Country Manager Switzerland at CCH Tagetik.

"The most important thing I'm proud of is the fact that almost no one in the team - over seven years - left my team."

Jérôme tells Paul Toms, our Founder, about the daily activity that he implemented with his team during the COVID-19 pandemic, which continues to keep spirits high.

In his current position, Jérôme feels that he has a different role every day, but he always focuses on one main goal – to understand his clients' needs and how the business can solve their issues.

With his technical strengths – Jérôme is a UK Chartered Accountant – and entrepreneurial spirit, his current role at CCH Tagetik is a good fit. Jérôme is proud to be developing the business strongly in Switzerland, with a good tool and the right people to service their clients.

In Switzerland, reputation is key, because "people talk to each other", Jérôme explains. He recently overheard a client recommending the product to another Group CFO at an event, which assured him that his team is operating well.

Stability is one of the key strengths of Jérôme's team; it helps keep spirits high, while attracting new talent at the same time. He explains why he spends a lot of time on recruitment and how CCH Tagetik retains its people once they join the business.

Jérôme also insists that diversity in the team is a "big asset" to the organisation; he's already close to his goal of a 50-50 male to female split.

Looking back to the start of his career, Jérôme discusses the benefits of his ACCA qualification, which he passed in 2001. Just nine years later, ACCA asked Jérôme to become an ambassador for Switzerland. He finds it rewarding to give back, which he also does in his role as Senior Lecturer in Accounting & Corporate Finance, Executive Master at the University for Applied Sciences North Western Switzerland.

We find out Jérôme's key advice for anyone looking to follow in his footsteps, as well as how he spends his downtime at the weekends to ensure he has the right energy on a Monday morning.

To find the part of the episode that most interests you, please use the timestamps below:

01:02: The last thing to make Jérôme smile02:56: Keeping the team's spirits high during COVID04:05: Being Country Manager CH at CCH Tagetik06:55: The key benefits of CCH Tagetik's software14:31: Creating an efficient & effective recruitment process19:25: Retaining top talent21:04: Finding the missing piece of the puzzle22:52: How BI & data assists Finance 25:13: Being ACCA's Switzerland ambassador30:52: The highlight of Jérôme's career32:28: Advice to people following in Jérôme's footsteps33:51: How Jérôme spends his downtime35:05: Jérôme's biggest challenge

If you'd like to connect with Jérôme, you can find him on LinkedIn.

EMEA Recruitment is proud to partner with Operation Smile, an international medical charity that provides free surgery to children born with cleft lip and palate. If you can help us in our mission to create 100 new smiles, please donate anything you can: 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.

Learn more about our specialist recruitment services – including Finance & Accountancy positions – through our website: https://www.emearecruitment.com/

You can also keep up to date with market insights through our LinkedIn page: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to contact Paul, you can find him on LinkedIn: https://www.linkedin.com/in/paultoms/

Or follow him on Twitter: https://twitter.com/paul_toms

If there is any feedback you'd like to share with us, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #jeromevial #paultoms #operationsmile #operationsmileuk #finance

We were happy to welcome Nina Grosse, Chief People Officer at iDeals, onto the EMEA Recruitment podcast.

"HR is on a journey to create an exceptional employee experience; we want to use more of the human-centered design approach and methodology, as well as use new platforms, to deliver this experience."

Speaking to Paul Toms from just outside Zurich, Switzerland, Nina shares the enjoyment of being present in the exciting stages of her children's lives and the sights of her morning walk.

As iDeals is a remote-first company, the value in such actives has been enhanced since COVID. Nina shares insights into one of the core values of the company and how this is put into practice.

We learn about Nina's experience in becoming Chief People Officer. She shares some impressive statistics – 30-40% year-on-year growth at iDeals, which offers its product to 700,000 professionals in 120,000 companies. This allows iDeals to stand out amongst competition and attract new talent to the organization every week, which Nina says is refreshing.

She adds the company is still small enough that the CEO can personally welcome newcomers. The team is also dedicated, learns fast and is aligned with the company's mission.

Paul asks Nina about the methods that iDeals uses to attract and retain people and customers. The company uses both a human centered and a systematic approach; it starts with understanding the customer needs, pain-points and the challenges that need to be solved. Using best practice and a cross-functional team to test protypes differentiates iDeals from traditional approaches.

In Human Resources, iDeals has redesigned the onboarding experience by adopting techniques that map its onboarding journey. This includes identifying pain-points, again, finding out their goals and ambitions, and mapping the feelings felt on a timeframe – all allowing better outcomes and experiences.

Although some may assume building a culture of this nature is harder to deliver in a remote-first organization, Nina explains culture is muti-dimensional, and core values are deeply rooted and embraced in the organization – care being among them. Nina gives some examples of how this is endorsed in the company, including an unlimited learning development budget. She adds that an evaluation of how someone can complement this culture is considered during the recruitment process.

Nina explains that an effective and efficient recruitment process starts with a detailed job profile, then multiple stages of screening; competency-based assessments, test tasks, case studies and simulations are all used. Through a combination of work from people, as well as business intelligence (BI) and data, feedback can be passed through the different stages to the onboarding phase - eventually used as an input to create an effective development plan.

BI and data is also discussed in terms of how it can assist in HR operations and the impact it has on remote working.

We learn about Nina's 24 years of experience living in three different continents and how this has shaped her as a person: growing up in Asia, further education in America and now working in Switzerland. Nina encourages her daughter to explore and travel the world, too. Although now comfortably based in Switzerland, she still has the urge to explore new places.

The episode ends with the two things that Nina believes would make iDeals more exciting from both a business and people perspective.

If you're interested in a specific part of the episode, please use the timestamps below:

02:25: The last thing that made Nina smile 04:20: Activities after COVID-19 06:05: Being the CPO at iDeals08:30: How iDeals attracts & retains people 12:00: Hiring people remotely19:40: Creating an efficient & effective recruitment process25:00: How BI & data is used in the recruitment process 27:30: BI, data & remote working 31:00: How 3 continents have shaped Nina39:25: Is Switzerland home for Nina?40:20: Making the business more exciting and enjoyable

If you'd like to connect with Nina, you can find her on LinkedIn.

EMEA Recruitment is proud to partner with Operation Smile, an international medical charity that provides free surgery to children born with cleft lip and palate. We're on a mission to create 100 new smiles through this partnership – if you can help raise awareness or donate to this cause, please visit: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/

The EMEA Recruitment podcast is hosted by Paul Toms and Rose Jinks.

If you'd like to find out more about our specialist recruitment services, including HR recruitment, please visit our website: https://www.emearecruitment.com/

We also regularly keep you up to date with what's happening in the recruitment industry via LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

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

Do you have any feedback for us? Please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #ninagrosse #paultoms #operationsmile #operationsmileuk #hr #humanresources

To celebrate World Smile Day 2022, the EMEA Recruitment podcast welcomed special guest Mairead O'Callaghan, Executive Director at Operation Smile UK.

Speaking to Paul Toms, we find out the last two things that made Mairead smile. The first being the kick-off call following a project that involved the global Operation Smile organization coming up with four key values: resilience, impact, compassion and integrity. When the call was taking place, Mairead was also in the queue to see Queen Elizabeth II's lying-in-state.

The second was having the chance to host an Ethiopian plastic surgeon in London, who Operation Smile had helped to relocate and escape civil unrest in the north of the country, along with his family. He now works at the Operation Smile hospital in Jimma.

We find out that Mairead has been on four medical missions with Operation Smile. She initially travelled when she managed volunteers, but Mairead later took a break due to a fundraising role, in which she found herself much more useful in understanding the voices that contribute to the organization and amplifying them further.

Paul congratulates Mairead on her promotion to Executive Director and the 11 years she has spent with Operation Smile. She shares the inner culture of the charity and explains that it's not unusual for people to be with the organization for so long. She emphasizes that, when you enjoy your job and are passionate about what you do, it doesn't feel like a job at all.

Mairead shares insights into her role as Executive Director. She enjoys watching mastery in action and helping other people shine. Further credit is given to the medical volunteers for their years of training. All this work ultimately allows the patients to shine, which Mairead insists everyone should be entitled to, regardless of background.

Mairead reveals her motivations for charity work and how she eventually joined Operation Smile.

She also discusses the adaptations of Operation Smile's business model during the pandemic. She stresses the fact that, every three minutes, a child is born with a cleft – therefore, care must still be provided. The charity focused on improvements to nutritional care and speech therapy programmes, which could be carried out remotely. Operation Smile was also able to leverage its global supply chain relationships and provide PPE to partnering hospitals.

Coming out of the pandemic, Operation Smile is now celebrating its 40th anniversary and has set itself a target of treating one million patients globally.

Towards the end of the episode, Mairead shares the two important pieces of advice for people who would like to follow in her footsteps.

If you can help make change in the world by supporting Operation Smile, please donate: https://www.operationsmile.org.uk/donate-to-operation-smile/donate-to-operation-smile-emea-recruitment/

If you're looking for a particular part of the episode, please use the timestamps below:

00:45: The last thing that made Mairead smile05:20: Going on an Operation Smile medical mission 07:10: 11 years with Operation Smile09:35: Mairead's current role as Executive Director11:40: Mairead's motivation for charity work 14:55: Changes during the pandemic 18:00: Operation Smile's 40th anniversary 20:35: The mental and emotional challenges in charity work23:30: Advice for anyone who would like to follow Mairead's career footsteps26:00: The mentors in Mairead's life 27:00: How you can support Operation Smile

This episode is hosted by Paul Toms, our Founder, and Rose Jinks, our Marketing Manager.

You can find out more about EMEA Recruitment through our website: https://www.emearecruitment.com/

You can also keep up to date with us on LinkedIn: https://www.linkedin.com/company/emea-recruitment-limited/

If you'd like to reach out to Paul, find him on LinkedIn: https://www.linkedin.com/in/paultoms/

Or follow him on Twitter: https://twitter.com/paul_toms

If you have any suggestions for future episodes of the EMEA Recruitment podcast, please get in touch with Rose: [email protected]

#emearecruitment #emearecruitmentpodcast #maireadocallaghan #paultoms #operationsmile #operationsmileuk