Do’s and Don’ts of HR Analytics ** HR Strategy

Together Abroad02-04-2019 1:00 PM
Do’s and Don’ts of HR Analytics People are the core of business. It is known that, among executives’ global business concerns, human capital is the top issue. Organizations that can attract the right skills, manage talent and utilize its capacity effectively, and retain employees will be paving their way for long-term success. Today, however, human resources departments (HR) of most organizations are generating enormous amounts of data that can be difficult to assimilate. The question is how to turn this data into valuable insights that support decision making. Here is where HR analytics comes into play.

Human resource analytics (HR analytics) is the discovery, interpretation, and communication of meaningful patterns in the human resources’ data in a way that promotes effective decision making, helps improve employee performance and increases return on investment. HR analytics relies on statistics, computer programming and operations’ research to quantify performance within recruitment, HR processes’ optimization, payments, and workforce development.

Among HR functions, recruitment has the highest business impact. This is why the benefits of data driven recruitment are so valued. Dr. John Sullivan—an internationally known HR thought-leader from Silicon Valley, best-selling author, and professor—cites Google, one of the most valuable firms in the world, as an...
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Together Abroad29-11-2018 11:19 AM
  7 Trends That Will Change Recruitment in 2019

1. Niche Recruiters
Talent is becoming increasingly scarce, but unusual professions are also on the rise. This has to do with automation and the emergence of new technologies. Think, for example, of a Drone pilot, Cyber Security Specialist, or a Blockchain Developer. Have you heard about any of these five years ago? This is the ultimate challenge for the niche recruiter of the future in the Netherlands.

2. Chatbots
Chatbots are slowly and increasingly conquering our recruitment world. Do not panic, this is going to bring many benefits. Chatbots on your website are available 24/7 to offer help. They can help a visitor who clicks around to ask specific questions about a suitable vacancy, which can mean a huge improvement in the customer experience. Chatbots take nasty administrative chores out of the hands of the recruiter so that there is time left for what really matters: personal contact.

3. Social Recruiting
The millennials will take the first steps towards the labour market. A generation that grew up with all the comforts of the internet and where social life mainly plays online. Cliché: as a company you have to be present at the...
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Together Abroad24-09-2018 12:21 PM


How to Be Wanted by Recruiters

In the stressful business of applying for jobs, recruiters are often the primary gateway to getting the position. Winning them over has many elements, and each one takes some unpacking before you have a strategy that will work. A good CV is an essential part of that strategy, but it is not the only one. Your personal brand, your education, your work experience and even your values all factor into how recruiters view you as a potential candidate.

Recruiters are people too. They are there to find candidates for jobs, not jobs for candidates. This distinction means recruiters are put under pressure to deliver high-quality candidates for their clients. Their credibility rests essentially on being very selective, as their choice should be worth the risk of putting the relationship between client and recruiter on the line.

All this means recruiters are looking for particular skills or industry experience that a business does not have the resources to find on its own. Which, in turn, means that appealing to recruiters requires paying attention to the following criteria. These include, but are not limited to, specific industry experience, current and demonstrated technical and/or other relevant skills,...
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van Orsouw30-04-2018 3:54 PM

Why Partner Employment is a Key Issue for Company's Hiring Expats

Why should partner| Spouse employment be a key issue for international employers looking to hire overseas applicants into their business? Well, according to a unique study by the Permits Foundation, titled the International Survey of Expatriate Spouses and Partners, 60% of the global workforce would be 'unlikely to relocate to a country where it is difficult for their partner or spouse to find work'. This was a very expansive study, which took in the views of 3,300 expatriate spouses and partners from 122 nationalities working in 117 host countries.

Therefore, this study deserves to be taken very seriously by international employers and recruiters, because if employers can somehow make it easier for partners to get employment, then their company will become more attractive to international jobseekers. This means you may have an edge over your competition and may find it easier to attract top international talent for your hardest to fill roles.

Partners of expats want to work but struggle to find work

The study also highlighted the extent to which partners of expatriates were failing to find employment when in...
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van Orsouw03-04-2018 10:12 AM
Proven Methods in Diversity Management

In business, diversity management is finding the best practice to create and maintain a diverse and inclusive workplace that, in turn, can benefit from a wide range of experiences and talents. Benefitting from diversity is especially important for corporations that wish to succeed in a global market. As Malcolm Forbes said: “diversity is the art of thinking independently together.”

Diversity is not merely about being inclusive of different races and genders within a business, but about making the most of a team with different cultural backgrounds, beliefs, experiences and business methods. Successful diversity management should embrace the individuality of a business team, rather than merely tolerate it. One trap that some businesses tend to fall into is to focus too much on the HR initiative of diversity, instead of making a genuine effort to embrace diversity within a company’s working culture. Rohini Anand, chief diversity officer of Sodexo, a French food and facilities management company, claims that diversity is all about talent and responding to customer needs in a more holistic way.

Creating an environment that makes way for unique ideas also paves the way for better innovation. This is something that many technology companies...
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Together Abroad06-03-2018 9:25 PM

Human resource strategy is about the HR department having a proactive role in the organization’s employees, so that the employees have the necessary tools and attitudes to help them align with the organization’s vision.
The modern organization cannot work without HR Management. And good HR Management is always based on the underlying HR Strategy. Generally, HR Strategy is a roadmap of HR, as it allows the HR department to find the right strategies to adopt, and so assures top management that employees are on the right path with the direction they have laid out. Essentially, HR Strategy is groundwork for an organization’s success.
HR strategies set out what the organization intends to do about the different aspects of its human resource management policies and practices. Dyer and Reeves (1995) describes HR strategy as “internally consistent bundles of human resource practices.” In other words they are the practices that the HR expects employees to follow to achieve the results that top management desires. And Boxall (1996) explains that they provide a framework of critical ends and means. It is clear that HR strategy acts as a roadmap by HR for employees to function smoothly within the organization, all working towards certain...
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Together Abroad30-11-2017 9:35 PM
Ask hiring managers about the main challenges facing businesses today, and the chances are they will mention recruitment. Technology has advanced to the point where digital is the transformative domain when it comes to recruiting talent. Automation, and the rise of sites such as LinkedIn and online job boards, has moved from being a supplementary to a traditional form of recruitment (such as newspaper ad space) to almost a total dominance of the recruitment industry. This change has brought with it a plethora of new HR recruitment software, to the point where it may be overwhelming to some businesses. Knowing how to navigate this complex landscape to ensure your company has the right HR recruitment software is therefore vital.

Talent acquisition has always been a big challenge for companies. Deciding on the best method to recruit the right people has been a major headache for HR departments around the world. From making use of networks to verifying references, all on a budget and with deadlines, recruitment efficiency has always been at a premium. Software companies have tried to adjust their products, including recruitment software, for these markets. SelectHub provides a comprehensive guide for HRM (Human Resources Management) software. Examples include...
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Togerther Abroad02-11-2017 1:18 PM

With the rising competition due to globalization and the necessity to cut down costs in order to get a competitive advantage, a key to a successful business is the ability to find a balance between short-term and long-term employees. This might be essential for surviving, and at the same time, for satisfying employees’ needs.

Even though the Dutch economy is very stable and strong compared to other countries, companies have to be aware of possible changes in the market. Businesses have an obligation to their employees to take into consideration what would happen if a situation changes: can the company have many workers with long-term or permanent contracts, or would the business crash as a result?

Why is it beneficial to give a short-term contract?

Short-term contacts can come in handy especially for small businesses or companies that are dependent on seasonal demand. For example, if the company is selling strawberries, they need extra people during the period of strawberry picking. Having a worker with a permanent contract would mean that they have to pay a salary to him/her for the whole year instead of a few months. Likewise, when there is a need of an extra employee for one...
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For an expat moving to the Netherlands, getting the right direction is very important. It's important that one knows which steps and direction to take. Linda is an exceptionally talent counselor, her advice has helped me land a job within a week of coming to the Netherlands. I am grateful for her mentoring and look forward to a great working relationship in the future.

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If you are going to enlist the services of a "Career Coach" look no further. The only person you want in your corner is Linda van Orsouw. As an expat, you absolutely want to work with a highly skilled and knowledgeable professional who knows their way around the Dutch career/employment/job market. Linda assisted me in writing and positioning my CV, helped me organize and prioritize my list of opportunities, coached me through mock interviews and was there when I got offered a senior position only 2 months later. When asked I will only refer to Linda and "Togetherabroad".

Mr. C. Joubert
Lead Workplace Strategy Consultant 


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