A presentation by Ernst Baart from Carrée, Biebuyck & Partners regarding "Recruitment in uncertain times"

1. Introducing “Recruiting in uncertain times”Carrée, Biebuyck & PartnersPassion for Quality & Commitment to Success in Executive Search Ernst Baart +32 475 583 443 ernst.baart@cbp.be

2. Recruiting in uncertain times Traditionally, our economic cycles have swung like a pendulum. As a result, recruiting peaks and valleys have been relatively predictable. Today’s unpredictable economy has made recruiting feel more like a rollercoaster than a gentle swing. Instead of the conventional highs and lows,your company must be prepared to handle radical, unpredictable changes in human capital needs.

3. Recruiting in uncertain times Surviving the wild ride of that rollercoaster Defend your Recruiting budget Leverage other people’s resources Upgrade your talent pool Re-examine your use of recruiting services and search firms

4. Recruiting in uncertain times 1. Defend your Recruiting Budget Above all else, fight against your CFO’s temptation to institute a company-wide hiring freeze. Instead of issuing a general freeze, suggest a targeted freeze. Analyze which business units are growing and which are shrinking, then select the best targets for hiring suspension.

5. Recruiting in uncertain times 1. Defend your Recruiting Budget Work with the CFO’s office to convert talent-management results (i.e., quality and speed of hires, recent hire retention rate) into the actual monetary impact that these outcomes have on revenue. As a result, you may decide against reducing budgets for recruiting functions that were previously considered “overhead cost centers.”

6. Recruiting in uncertain times 2. Leverage other people’s resources Recruit at professional conferences or other events. Require each attending employee to bring back contact information for three individuals who would be outstanding recruits. Update your employee referral program. Referrals have always been an excellent source for high quality talent.

7. Recruiting in uncertain times 2. Leverage other people’s resources Be proactive. Approach your company’s top performers individually and ask for names of potential recruits. Capitalize on social networks and technical blogs. Leverage employees’ networking potential by asking them to include compelling facts about your company in their postings. Encourage them to actively seek out potential recruits on these sites. When faced with “difficult” vacancies, use “direct search specialists” and their expertise

8. Recruiting in uncertain times 3. Upgrade your talent pool Refresh your talent pool: get rid of obsolete skills and low performers and replace with new and needed talents When others are laying off because of uncertain times, experienced talents are entering the market again Look for the innovators with the skills you need today and tomorrow

9. Recruiting in uncertain times 4. Re-examine your use of recruiting Consider low-cost recruiting strategies. Yes indeed, that won’t be us most likely . Contact former employees (they might want to return), Google them and search databases such as Linked In. Use interns and work together with schools and universities to help get the job done...

10. Recruiting in uncertain times 4. Re-examine your use of recruiting Focus your resources to attract high-impact employees (innovators and top performers) and fill high-impact positions (mission-critical, revenue generating positions). Use the no cure, no pay recruiters for low-impact recruiting, but go for the best (Yes that’s us ) when hiring high-impact employees...

11. Recruiting in uncertain times Want to know more? Please contact : Ernst Baart +32 475 583 443 +32 3 285 74 92 ernst.baart@cbp.be Carrée, Biebuyck and Partners NV/SA Elisabethlaan, 3 B – 2600 Antwerp & Avenue Roger Vandendriesschelaan, 73 B-1150 Brussels www.cbp.be Passion for Quality & Commitment to Success in Executive Search