DOES FINDING

THE RIGHT TALENT ?

DIGITIZE YOUR HRWhat to offer

A 100% digital work experience

Build a solid employer brand by digitizing your HR

Good to know

78% of all Belgian job seekers checks out your image and identity as an employer, beforeeven making the effort of applying.

Your employees want and deserve an

integrated, digital experience at work.

One designed around teamwork and

empowerment.

KEEP YOU AWAKE AT NIGHT

2

I.A place foralternative Talent

Your workforce is no longer limited

to your employees, but includes freelancers,

“gig economy” workers, crowdsourcing, …

In today’s transparent digital world, a company’s

employment brand must be both very visible

and highly attractive. The organization must position

itself as an employer of choice:

talent selects company, not the other way around.

II.

Real-time learning opportunities

The journey of learning is no longer exclusively built on skills and knowledge that were

acquired in the past. Employees expect digital learning opportunities to build skills

easily and quickly, whenever and wherever they want, while candidates consider the

“ability to learn and progress” as a key element of employer branding.

(Future) employees want to see the big picture, beyond salary and benefits.

Think flexibility, work environment, company culture and development

opportunities. At the same time, remuneration programs must be linked to

market worth and allow for achievement-based differentiation.

Your (future) employees look at everything that happens at work as a

“total” experience impacting daily life in and outside the workplace.

Digital HR is refocusing its efforts on building programs, strategies, and

teams that understand this and continuously improve the full employee

experience. And just like in their personal lives, your employees expect

every element of their professional lives (from work to development and

rewards) to be easily accessible. Even on mobile devices.

III.

Continuous feedback

The traditional performance management

process with end-of-year evaluation is

considered a burden and a waste of time.

As the way we work in the digital age is

changing, the way to measure, evaluate and

recognize employee performance is being

reinvented. The need to align goals, provide

feedback, and coach for performance is now

real-time, continuous and multidirectional.

IV.

Customized CashVI.

All Round SmilesVII.

Transparent & strategic succesion management

Succession management is evolving from an

obscure to a transparent process.

Talent is objectively identified via the

increased use of technology and data. A flow

of information that’s integrated with other

processes (like performance, recruitment,

organizational management, …), creates

strategic succession planning that dives deep

into your organization and emerges with the

best people in the best positions.

V.

1Why work for you?

3Get your point across

Write down your EVPs for each relevant segment. Do this together with your employees;

Why are they working for you? How’s life in your company?

Appraise their individuality within your company culture.

Be honest & authentic

Know your ambassadorsTake a look at the competition

Aim High

Align your corporate branding strategy across every

communication channel, including mobile.

Make very clear that

both management and employees

are important brand ambassadors.

Understand your competitors

And go further.

Now take a look at yourself and aim to go beyond your employees’ expectations.

Contact Flexso for PeopleWe’re more than happy to assist.

info@flexso.com

www.flexsoforpeople.com

The Digital world is extremely transparent.

What happens on the inside,

will always find a way to the outside.

Think Glassdoor. Think LinkedIn.