Stack Overflow exits the Talent Acquisition sphere; announces plans to discontinue ‘Jobs’

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Every month, 100+ million developers and technologists rely on Stack Overflow to pose their problems to fellow developers. Every 13.6 seconds a new question is asked on average, while developers were helped an estimated 50.6 billion times. Founded in 2008, the public platform is used by nearly everyone who codes to learn, share their knowledge, collaborate and build careers.

From 2010 onwards, Stack Overflow played an enormous role for the sourcing of tech talent. With an estimated user total of 14 million, its exclusive developer-first job board is relied upon by organisations from all over the world to be able to reach their desired target group directly. With an emphasis on job search ‘without recruiter spam’ or ‘fake job ads’, it became a go-to place for organisations to find better-quality applicants.

Discontinued

But that won’t be happening much longer. Stack Overflow announced it will discontinue and remove three different elements from its site by March 31, 2022. Jobs, including job search, saved searches, applications, messages, recommended job matches and job ads. Developer Story and any saved resumes. And finally: their well-used Salary Calculator. Stack Overflow will also remove all e-mails, settings, data and employer-facing features.

Changes had been coming

While the changes came as a surprise to many, something had been brewing in the background. In April 2021, CEO Prashanth Chandrasekar published a blog wherein he announced ‘some changes to Stack Overflow Talent’. “As we continue to navigate the pandemic, we try to use our mission as our compass. Our mission is to serve developers and technologists. And we want to ensure our public platform and our paid products are doing that always”, he wrote.

The takeover statement focused heavily on the recent success of its for Teams and Reach & Relevance products. But no mention was made of its role in the talent business. Now we know why.

But that’s not the only change that happened in the Stack Overflow sphere in 2021. In August, the company was acquired by Prosus, a global consumer internet group and one of the largest technology investors in the world, for a sum of $1.8 billion. The statement focused heavily on the recent success of its for Teams and Reach & Relevance products. But no mention was made of its role in the talent business. Now we know why.

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‘We didn’t have a strong competitive advantage in the TA sphere’

Prashanth Chandrasekar, CEO – Stack Overflow

As speculation ensues that LinkedIn’s pull may have simply grown too large, Chandrasekar’s statement certainly adds to that sentiment. “While Talent & Jobs helped us get to where we are over the past decade, the talent acquisition space is not one where we have a strong competitive advantage”, he said. “Developers, as you all know, don’t have a hard time finding job opportunities.”

“The effort it would take us to truly differentiate in this space is not one we could justify.”

“The problem is often finding the right opportunity and job boards and sourcing are ineffective solutions”, he continued. “The effort it would take us to truly differentiate in this space is not one we could justify. Exiting this space allows us to refocus on products that build on our core strengths: knowledge reuse and building communities at scale.”

Employer Branding will remain

Stack Overflow won’t exit the TA sphere completely, continuing to support the advertising components of their talent offering, specifically focused on employer branding. “Developers and technologists often want to learn about companies as they begin to evaluate opportunities in order to understand things like the company culture, the work/life balance, the social and environmental policies, the tech stack, and the learning and development opportunities companies offer”, the company added.

‘It’s kind of refreshing’

Stack Overflow isn’t the first one to exit the marketplace. Meta recently announced it would shut down Facebook Jobs, except for its Canadian and American platform. “We’re seeing it happening all over the place”, said podcast host Chad Sowash on a recent episode of the Chad & Cheese podcast. “It’s happened to Google, to Facebook. Now it’s happening to Stack. There are only so many technical resources they have, and they are putting it toward products and services that have bigger outcomes (e.g. the metaverse).” “How refreshing is that?”, Joel Cheesman added. “To say: it’s just not worth it. We’re out.”

“There are only so many technical resources they have, and they are putting it toward products and services that have bigger outcomes.”

The state of minimum wage in Europe: hikes in nearly every EU member state

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As a centrepiece of Germany’s new government, workers were presented with a promise to increase the country’s minimum wage. Despite employers pushing back and challenging the new minimum wage, the German Federal Labour Ministry has insisted it will make good to the promise that it will increase the minimum wage to 12 euros an hour, up from 10 euros.

But the minimum wage discussions are not just taking place in Germany. In fact, throughout the entire continent it has been on political agendas. For every European Union member state, the minimum wage in the second half of 2021 has either increased or remained the same compared to 2020. For those seeking to hire more (remote) workers abroad, it is essential to know what the norms and standards are for each country.

Luxembourg tops list; Bulgaria ranks last

Click here to see the full image.

Europe is renowned for its vast number of differences between countries — perhaps most clearly illustrated by the minimum wage. With a minimum monthly income of 2.201,93 euros, Luxembourg leads the way, per Eurostat data. Ireland ranks second with 1.723,80 euro’s, followed by the Netherlands with 1701,00 euro’s. Belgium (1.625,72 euro’s), Germany (1.585,00 euro’s ) and France (1.554,58) round off the top 5.

The highest minimum wage in Europe is roughly nine times the lowest. 

Albania, meanwhile, ranks last with a minimum monthly income of 244,56 euro’s. That means, in essence, that the highest minimum wage in Europe is roughly nine times the lowest. Illustrating the enormous differences throughout the continent. Of the EU-27 member states, Bulgaria ranked last, with a monthly minimum wage of 332,34 euro’s, roughly six and a half times less than Luxembourg’s continent-leading wages. Denmark, Italy, Cyprus, Austria, Finland, Sweden, Iceland, Norway and Switzerland are omitted from Eurostat’s list. They have all replaced minimum wage with another system to provide an income.

Minimum wage increased most in Slovenia

Notably, every EU member state except for Belgium, Spain, Greece and Estonia recorded some type of growth in its minimum wage. Slovenia leads the category in terms of the percentage growth (8.4%) of the minimum wage in the second half of 2021 compared to the second half of 2020. Latvia (7%) ranked second, while Luxembourg (5.9%), Czech Republic (5%) and Slovakia (4.3%) round off that top 5. Turkey, not a EU member state, was the only country within the European hemisphere to see a decrease (-3.7%) in its minimum wage. The country’s minimum wage went from 383,40 euros to 346,62 euros.

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The truth about the four-day workweek: ‘It’s not just having a day off’

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Every business model has had to adapt, change — in large part due to the ongoing COVID-19 crisis. Calls for remote work were suddenly undeniable, and subsequently became the norm for many organisations around the world. It seems as good a time as any to make drastic changes the global work model as we know it.

Around 30 UK-based companies are now taking the plunge. The pilot scheme is a collaboration between the 4 Day Week campaign, a not-for-profit community established by Andrew Barnes and Charlotte Lockhart — think tank Autonomy and researchers at Boston College, Cambridge University and Oxford University. It will measure whether employees can reach 100% productivity levels for 80% of the time. “We have 20 in Ireland, 30 in the US, but I’m expecting it will be a much larger number in the UK”, Lockhart commented. “So far our information sessions are filling up, almost faster than we can create them.”

Iceland’s 35-36 hour workweek trial

It’s not the first — and certainly not the last — four-day workweek pilot. In recent years, Iceland became one of the first countries to run two widespread trials aimed at shortening working hours. The trials ran from 2015 to 2019, and included more than 2,500 workers. Which amounts to more than 1% of Iceland’s working population.

Technically they weren’t four-day workweek trials — as the country aimed to improve productivity and address the poor work-life balance.

For the trialists, it meant their working week was reduced to 35-36 hours with no reduction in pay. Technically they weren’t four-day workweek trials — as the country aimed to improve productivity and address the poor work-life balance. And less working hours naturally transitioned into less working days.

‘The changes aren’t cost-free’

In its official accompanying report, co-authors Autonomy, an independent think tank and Alda, an Icelandic non-profit for democracy and sustainability, warn that in some cases the trial didn’t quite work — at least financially. Namely: in healthcare. “Due to the productivity gains achieved in the trials, there were a number of workplaces where this was impossible and more staff had to be hired”, the report stated. In total, the additional recruits and loss in productivity in mainly the healthcare sector will cost the government an estimate of 4.2 billion ISK yearly (roughly 28.8m euros).

“I believe the next step is to reduce working hours to 30 hours per week.”

For a bit of perspective: that equates to 0.47% of the entire budget of the Iceland Government — a price the country is willing to pay, according to the report. “We should continue on this journey, and I believe the next step is to reduce working hours to 30 hours per week”, said Bjarkey Olsen Gunnarsdóttir, Member of the Icelandic Parliament for the Left-Green Movement.

Overall, the trials were considered a huge success in Icelandic spheres. Following the trials, unions and confederations reportedly achieved permanent reductions in working hours for tens of thousands of their members across the country. “In total, roughly 86% of Iceland’s entire working population has now either moved to working shorter hours or have gained the right to shorten their working hours”, the report concluded.

‘The key is flexibility’

Spain, meanwhile, announced a four-day workweek trial of their own in April 2021. Under the plans, 200 to 400 companies are estimated to take part in the project. Each company will reduce their employees’ working week to 32 hours and keep salaries the same. The government will compensate those who have to incur higher costs due to the changes — as highlighted in Iceland’s instance with its healthcare sector.

“Some workers might prefer to have four days. Or others might prefer to spread their 32 hours of work across five days.”

The plan was initiated by Spanish left-wing party Más País. “The key is flexibility,” Héctor Tejero, the political coordinator for the party told The Guardian. “Some workers might prefer to have four days. Or others might prefer to spread their 32 hours of work across five days. What’s important is that the idea has been put on the political agenda.”

Another notable trial took place in 2019 in Japan. Microsoft offered workers the opportunity to work for four days throughout the month of August. It said to have boosted employee productivity by a whopping 40% — but it isn’t quite clear whether that was a result of working one day less or a pairing emphasis to slash meeting times. Most recently, Silicon Valley-based tech unicorn Bolt announced a permanent 4 day working week for its personnel. Through a 3 month trial, 84% of employees reportedly were more productive, 86% said they had been more efficient with their time. Finally, 84% were said to see an improvement in their work-life balance.

‘It’s not just having a day off a week’

New Zealand-based trust management company Perpetual Guardian, meanwhile, announced a 20% gain in employee productivity of their own in their 2018 trial which made headlines around the world. Andrew Barnes, the company’s owner and CEO, published his own book on the subject. He subsequently became the architect of the global 4 Day Week movement, the non-profit responsible for coordinating the UK trials.

“It’s about delivering productivity, meeting customer service standards, meeting personal and team business goals and objectives.”

“When we started everybody’s initial reaction was: how am I ever going do my work in four days rather than five”, Barnes says in a whitepaper. “So the fact that the trial indicates that not only could they do their work in four days. But they could do it better in four days, is something I find extraordinarily surprising. It’s not just having a day off a week. It’s about delivering productivity, meeting customer service standards, meeting personal and team business goals and objectives.”

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How ‘Jobs for Single Moms’ aims to bring together organisations and single parents

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The job situation for single mothers is different for every country. While labour market participation of single mothers in Estonia and Hungary ranks higher than the labour market participation of partnered mothers, OECD research depicts a different story in Australia, Belgium, the Netherlands and New Zealand — where partnered mothers are much more likely to be employed than single mothers.

Only 15.3% of the employed mothers, 9.7% of the unemployed mothers, and 4.9% of the stay-at-home mothers received a callback.

But it’s not just a tale of labour market participation, it is largely a story of unnecessary rejection. Rejection based solely on a CV gaps. According to a study conducted by Kate Weisshaar for HBR study, the callback rates for those re-entering the workforce are ludicrously low. In an attempt to put a precise number on it, Weisshaar sent out 3,374 resumes to job listings. She found that only 15.3% of the employed mothers, 9.7% of the unemployed mothers, and 4.9% of the stay-at-home mothers received a callback.

The fact is, organisations have not fully been able to optimise a situation wherein single mothers are able to participate in higher rates. “In the past and now, it is still happening here in Australia”, says Sandra I-Hua Lim, a volunteer for Jobs for Humanity and Jobs for Single Moms. “More traditional thinking organisations simply do not offer flexibility or understanding are barriers to getting single mothers into the workplace.”

‘The tide is turning, but very slowly’

With workforces operating remotely more so than ever before in recent years, Lim argues that it has helped eliminate some of the troubles and stigmas associated with single working mothers. “But more needs to be done”, she says. “I know many mothers, some single, some in relationships, who have had their managers or superiors make snide comments and remarks when they have had to take time off work to look after a sick child.”

“The tide is turning, but very slowly. Not just for single mothers, but any mothers who want to return back to work.”

“From what I have seen, the tide is turning but very slowly”, Lim adds. “Not just for single mothers, but any mothers who want to return back to work. Organisations are still quite hesitant on opening up roles on a part-time basis as they feel that they can only offer work on an on-going full-time position. For single mothers, this is at least twice as hard. As they don’t have a secondary partner or income to help, so they are ‘forced’ to return to work full time.”

Jobs for Single Moms and Parents

Enter Jobs for Humanity, and their newest jobboard: Jobs for Single Moms and Parents. It is the non-profit’s fifth exclusive jobboard in a line of six for traditionally underrepresented talent. Spearheaded by a team of volunteers from all over the world, Jobs for Humanity aims to do what it says on the tin: create equal job opportunity for all.

“The short term goal is to offer quality jobs to single mothers, and parents, that allow them to earn a decent living while maintaining the flexibility they need to raise their children.”

“With Jobs for Single Moms, the short term goal is to offer quality jobs to single mothers, and parents, that allow them to earn a decent living while maintaining the flexibility they need to raise their children”, Jobs for Humanity founder Roy Baladi told ToTalent. “The long term goal is for Jobs for Humanity as a whole is to be a leading contributor to the UN’s Sustainable Development Goal #8: quality jobs for all, by 2030.”

‘Take the leap, and trust’

As of January 2022, Jobs for Single Moms and Parents has 3138 open jobs listed across 35 industries. For candidates, the non-profit offers the ability to apply for jobs and upload resumes — while actively pursuing job opportunities through scheduling interviews. Employers, meanwhile, can sign up and post jobs — and receive recruiter support throughout the hiring process.

I-Hua Lim with her mother.

“If a woman can birth and nurture a child, and all the work that goes around it, she can most certainly perform well in the role she’s applied for.”

“Talent leaders, I would say: take the leap, and trust”, says Lim. “If a woman can birth and nurture a child, and all the work that goes around it, she can most certainly perform well in the role she’s applied for. Be a champion and supporter, not a naysayer or a Negative Nancy. Put yourselves in their shoes, and ask how you would like to be supported if you were ever in their situation.”

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The 7 things to consider when hiring remote workers abroad

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Born partly out of necessity, more organisations worldwide are pursuing remote workers abroad to fill gaps in their workforce. Companies, however, still face several questions before they are able to branch out accordingly. Reason for Undutchables, Netherlands-based expert in recruitment and labour law, to team up with Katja van Leeuwen and Birgit Killens from Interfisc for a webinar to discuss how to hire remote workers outside of the Netherlands.

Interfisc specialises in pay-rolling across borders and has many years of expertise in just how to tackle this situation. They offer tailored advice and help companies hire workers in other countries. Interfisc helps companies who do not know the laws and rules for the country where the employee will be working to figure everything out and make sure that their contracts are up to regulation.

‘67% of Dutch companies have employees working abroad’

According to Undutchables’ poll, 67% of Dutch companies have team members working abroad. Location-wise, Belgium seems to be the common destination, with 37% of organisations having team members work in their neighbouring country. Surprisingly, only 14% of those polled saying they have team members working ‘outside of Europe’.

‘Employers think they can choose for themselves’

Not every hiring scenario is like another, which is all the more true when hiring from abroad. And even more so when that employee will not move to the company’s respective country, but will work remotely from abroad. Ranging from tax and employment laws to differences in the way social security is handled, there are a multitude of factors to take into account when hiring remote workers abroad.

You have to follow the international rules. For social security and tax purposes, the main rule is the country of employment principle.

“Not everybody knows how it really works”, says Interfisc’s Katja van Leeuwen. “I often hear that employers think they can choose for themselves in what country they’ll set up a pay-roll. But that’s not the case. You have to follow the international rules. For social security and tax purposes, the main rule is the country of employment principle. Which state that, for example, an employee of a Dutch company that lives and will be working in the UK, will be subject to social security in the UK, not in the Netherlands.”

“The laws, benefits, and specific regulations will differ, but the risk factors are the same everywhere.”

“One of the key things to note is that the list of risks is the same in every country”, Van Leeuwen says. “The laws, benefits, and specific regulations will differ, but the risk factors are the same everywhere. Employees may fall ill or retire in each country. Contracts can end in each country. That in itself doesn’t change, the risks are the same. But where it varies is the way in which things are dealt with in each country.”

The 7 things that apply for remote workers abroad

For every country, however, the notion applies that you must fulfil certain guidelines before you get started with recruiting abroad. Contracts (and payrolling) differs, employment laws can be different, and each country has different tax and health and safety systems. So what do you need to consider?

1. Country of employment principle

This refers to the guideline meaning that the country where your employee works is also the country where the tax laws, social security, etc. will be applicable. It is wise to adhere to the country of employment rule when setting up your employee contracts, so that you can maintain simplicity and accuracy in your payrolling.

2. Calculating the gross to net wage

Figuring this out ahead of time will help you avoid confusion and make sure that, although the regulations and taxes in the other country may be different, the employee maintains a fair wage and that you can clearly defend any gross wage changes made.

3. Employment Law

Determine what the regulations in the desired country are and how they differ from the normal contract and benefits offered by your company. Although you are allowed, in some cases, to apply what you are familiar with you must also ensure that you follow the mandatory rues of the country of employment.

4. Social Security and required insurances 

Keep in mind that every country handles social security and insurances differently, so you will want to research the requirements for you, as an employer, as well as for your employee. The rules of the country of employment are, again, the ones you need to follow.

5. Tax Regulations

Each country will have a different tax rate and system. Keep it simple and remember that the tax regulations that apply are those of the country where the employee is working.

6. Health and Safety

Again, the country of employment principle applies. The administrative rules may be different than you are used to, but it is necessary to follow them, even if it takes some getting used to.

7. Employee Benefits

Here you have the most wiggle room and can choose what benefits you will offer. Keep reading to learn more about our experts’ advice on providing employee benefits across borders.

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Learn more about the services Undutchables has to offer. Take a look at their website or contact them.

Will Europe follow New York’s example on pay transparency in job ads?

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Many candidates have gone through the similar struggle. They’re looking for a new job, but the job ad offers absolutely no concrete information as to how much they’d earn. You’ll see the job ad filled with vague sentences that describer something like ‘competitive’ and ‘excellent working conditions’. According to JobDigger research, a mere 25% of job ads in the Netherlands actually listed the salary. How about just stating what it really is?

New York City Council has passed a new law with which employers will have to include ‘the minimum and maximum salary for any advertised job, promotion, or transfer opportunity’.

If we were to fast forward to New York in four or so months, things will have likely changed completely. From April onwards, the New York City Council has passed a new law with which employers will have to include ‘the minimum and maximum salary for any advertised job, promotion, or transfer opportunity’. But the buck doesn’t stop there: employers will also have to include the salary range in all announcements or postings.

‘A complete gamechanger’

Jack Kelly, a senior contributor at Forbes, called it a ‘big win’ for both workers and prospective job seekers. “This will be a complete game changer”, he wrote in an accompanying article. “It bodes well for both people searching for a new job and current employees. The piece of legislation pulls back the curtain on salaries, which has often been viewed as a deep, dark, hidden secret by corporate executives.”

New York leading by example

It’s not the only big recruitment-related news to come out of the state of New York in recent times. From 2023, New York City will also regulate the usage of so-called automated employment decision tools. Employers or employment agencies can still use artificial intelligence-based decision tools. But only if such tool has the subject of a ‘bias audit’ by an independent auditor one year prior to the use.

From 2023, New York City will also regulate the usage of so-called automated employment decision tools.

The auditor will test tools to assess the tool’s ‘disparate impact’. In simpler terms: any type of discrimination against protected groups on the basis of race, age, religion, sex, or national origin. Companies must inform candidates that it is used, to allow a candidate to request an alternative selection process. Moreover, companies have to inform candidates which job qualifications and characteristics the tool will use.

Europe’s calling for pay transparency

Yet another area where New York has been ahead of the curve is the discussion around pay transparency. From 2017 onwards, the state opted to forbid companies or recruiters to question candidates about their past salaries. It’s something that has discussed by the European Commission just this past year — and something proposal that could soon turn into reality for the entire continent.

“Women must know whether their employers treat them fairly.”

In March, the President of the European Commission, Ursula von der Leyen, presented a proposal that aims to ensure both women and men in the EU get equal pay for equal work. “For equal pay, you need transparency”, Von der Leyen said in a statement. “Women must know whether their employers treat them fairly. And when this is not the case, they must have the power to fight back and get what they deserve.”

CC-BY-4.0: © European Union 2019 – Source: EP

It may take another year and a handful of months, but we could soon have a more definitive answer to Europe’s regulations on pay transparency.

Part of proposal is the notion that employers will have to provide information about the initial pay level or its range in the job vacancy notice or before the job interview. Once adopted, European Member States will have two years to transpose the directive into national law. In conclusion: it may take another year and a handful of months, but we could soon have a more definitive answer to Europe’s regulations on pay transparency.

Pitch Up’s first 6 recruitment start-ups announced: ‘We are looking for possible diamonds in the rough’

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Every fortnight, starting January 12, 2022, UKRecruiter’s Louise Triance and podcasting veteran Chad Sowash will broadcast a live show wherein they’ll grill recruitment tech providers. The show, called Pitch Up, will give recruitment tech suppliers a unique opportunity to convince both the experts, as well as a live audience, of their respective business ideas.

“Louise and I are looking to help amplify startups we believe are interesting – possible diamonds in the rough.

“The recruitment tech industry is crowded, loud, and very overwhelming”, Sowash told ToTalent. “Louise and I are looking to help amplify startups we believe are interesting – possible diamonds in the rough. Pitch Up will provide a megaphone, of sorts, giving chosen startups an opportunity to pitch their business, model, GTM, and everything we can fit into 30 minutes.”

The first six start-ups

While the application process was grilling in itself, the pair has chosen six ideas to star in the first six episodes. “They will be persuading us, and you, that they really do have innovate tech, new to market ideas and a product that will positively impact the TA and recruitment landscape”, Triance commented.

Without further ado, meet the first six companies that will face the Pitch Up jury.

1. OCTA

UK-based OCTA helps enterprises, stores and recruiters by offering the ability to automated phone calls, texts and other forms of media. It is a cloud-based, omni-channel messaging platform that ables organisations to contact and communicate with customers in an easier, more engaging way.

https://youtu.be/NR6lHIhFjJU

2. Wotter

Wotter is a platform that allows companies to track their employee engagement initiatives based on a variety of components. The UK-based company offers a variety of different features within its service. That includes automatic questions that test baseline employee engagement, a prebuilt library of questions and instant, and anonymous feedback from employees.

3. ComparIA

44% of professionals are unaware of the possible benefits of AI for their business, say France-based ComparIA. The company offers a free-of-charge online AI tool that companies can use to compare artificial intelligence solutions. It aims to offer ‘complete transparency and independence’ in the guidance of artificial intelligence. Moreover, it refers certified consultants

4. Job Description AI

In lieu of a talent shortage and Google’s new algorithm, London-based Job Description AI helps companies optimise job descriptions in ‘a few clicks’ and distribute them to job seekers. The service allows the ability to create unique and personalised job descriptions and job ads. Without using templates, any type of copy/pasting or prior writing experience.

5. The Scoop

Warwick-based The Scoop is sales enablement and candidate attraction tool built specifically for recruiters. For both recruiters and employers, they offer a fully customisable space to package podcasts, bios, candidates, adverts, social proof and testimonials. All to achieve higher response rates from candidates and clients — as well as help recruiters build a presence within the market.

6. Kinverse

Kinverse is a Diversity Equity and Inclusion (DEI) platform that helps organisations measure, monitor and improve D&I across the board. In a nutshell: it aims to make diversity data accessible. The Kinverse product suite also includes the ability to generate a shortlist of candidates, based entirely on strengths. Moreover, it helps to connect TA to employee developmental programs in an attempt to enhance retention.

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The 5 labour market and recruitment trends for the Benelux in 2022

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As an experienced figure within the Benelux recruitment scene, perhaps no two weeks were as stereotypical for the state for recruitment as two weeks towards the closing end of 2021. Where I stood proudly alongside over 100 recruiters and recruitment managers to make a statement with the launch of the first-ever recruiter code in the Netherlands, I also saw a different reality.

That’s a reality wherein I saw two prominent Dutch organisations announce their search for yet another recruitment manager in as little as two years. Organisations that have no real vision on recruitment — that’s what they’re seeking someone for, after all — and simply aren’t investing sufficiently in the recruitment of new personnel, all the while complaining about the talent shortages.

‘Recruitment is weaker than before the pandemic’

The headline gives it away, but it’s a truth that saddens me. Right now, I have to say that recruitment in the Benelux looks inferior and flat-out weaker than before the pandemic. Most recruitment teams rely solely on their LinkedIn and Indeed subscriptions — and have no real idea how to use all the online opportunities out there. Meanwhile, they struggle to grasp what’s happening within their respective target groups — let alone their own organisations.

Recruitment has never been so business critical and important as it is now.

And while I’m aware of the fact that I can come across as overly critical— this is a time to see the opportunities that are there for the taking. Recruitment has never been so business critical and important as it is now. If there were ever a moment to ask for a budget 10 times the size of 2021, now is the time.

You just have to ask for it (or demand it), because everyone willing to look up from their Zoom or Teams meetings can see that the tsunami of talent just isn’t there. The labour markets across Europe are undeniably tight — and will continue to be. But as talent is hard to recruit — as are those doing the recruiting. Especially the good ones. Without further comments, I think following these five trends will make a big difference.

Trend #1: Platform technology

AMS’ Hourly

Many organisations aren’t just competing with each other for students and gig workers — they’re competing with platform technology brought by flex-based workforce solutions. Ironically enough, they then rely on hiring vast numbers of employees via those flex workforce solutions. The technology itself gives students and gig workers the opportunity to decide where, when and under which sort of conditions they’d like to work. It’s all about flexibility and offers better pay.

The technology itself gives students and gig workers the opportunity to decide where, when and under which sort of conditions they’d like to work.

Meanwhile, retail, catering and entertainment industries across Europe all struggle to find enough workers. I’d say it would be a perfect opportunity for those who usually compete for talent, to adopt a similar technology that better fits the demands of a target group. Look at the recent success of NowJobs (Covebo), Temper, YoungOnes (Young Capital) or AMS’ Hourly.

Trend #2: The comeback of retro recruitment

Recruiters have become lazy. We don’t just base our sourcing on agencies and the likes of LinkedIn, Google, Indeed and the Meta family… it’s all we’ve grown accustomed to using. Particular the younger generation of recruiters who have come into the scene in the past four or so years. They don’t really know any alternative sourcing methods.

Meet our long-lost cousins: referrals, interns, handing out flyers, ads in local newspapers and yes, even classic job boards. And what do you think? It works.

As the channels we all know simply don’t cut it, there’s lately been more of an emphasis on some so-called retro solutions. Meet our long-lost cousins: referrals, interns, handing out flyers, ads in local newspapers and yes, even classic job boards. And what do you think? It works. There have been calls in the past for recruiters to get out from behind their laptops and meet real-life candidates.

Trend #3: Diversify your sourcing

For every target group in the Benelux and indeed much of Europe, proactively reaching out to candidates just works. That applies to gardeners, nurses — and even software engineers. This means that every recruitment department should have a source or sourcing capacity. To reiterate: sourcing is not something a recruiter does on the side. Although suboptimal, it’s still better than a scenario where no sourcing is done at all.

It’s about knowing which media channels your respective target group uses — and knowing what floats their boat.

To successfully source you need to multi source. Through the usage of several cv sources that go beyond the usual suspects LinkedIn and Indeed. (werk.nl, nationalevacaturebank.nl, seekout, hiretual and uitzendbureau.nl are all good options). But more so than ever, it’s about knowing which media channels your respective target group uses — and knowing what floats their boat. 

Trend #4: Work and hire internally

One of the most powerful methods of recruitment in Belgium is internal mobility. Where the focus of Dutch recruitment lies predominately outside the company’s headquarters — with the exception of referrals — Belgian companies have emphasised internal mobility as their most important source to accomplish recruitment goals. For recruitment, it’s crucial to tap into the internal talent pool to fill vacancies, through a consultation with HR and L&D within your organisation.

Joining forces (with finance and purchase departments) can mean the first real step in the direction of Total Talent Management.

Then, going one step further, it opens the door to work together with finance and purchase departments; those organising the flexible shell of an organisation. Joining forces can mean the first real step in the direction of Total Talent Management. A company that can be viewed as the benchmark for this is VRT, the national public-service broadcaster in Belgium. They allow candidates to choose for their own type of contract on the company’s own recruitment website.

Trend #5: Pursue a form of agile recruitment

Agile recruitment is perhaps more a way of working than a trend. As a recruitment team, it’s all about seeing what is successful — and what isn’t. Pardon the comparison, but often it may feel like you’re just a hamster. Running in your own exercise wheel as hard as you can. The metaphorical key is that you’re running alone — rather than relying on colleagues, data and really working together with your hiring manager.

2022 could be a great year for recruitment and recruiters. You just need to get out of the exercise wheel and deliver a vision for your organisation.

An agile way of working is something I wish for every recruitment department and agency. It leads to new opportunities in the form of investments in training, tools and sourcing channels. It allows you to learn more, celebrate your accomplishments, rather than running from hire to hire. 2022 could be a great year for recruitment and recruiters. You just need to get out of the exercise wheel and deliver a vision for your organisation.

We’re looking for the best European recruitment video’s — will you share yours?

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Whether it’s the New Zealand Police’s extensive stunt-driven recruitment video from 2016. Or Fiverr’s another generic recruitment video. The fact is that if you put the right video content out there, candidates will come. That statement hold particularly true for those who belong to Gen Z (18 to 24) and Millennials (25-40).

According to a survey by Visual Objects, YouTube is the most-visited website by people age 18 to 24.

Video is deeply rooted in younger generations. Every 4 out 10 millennials say that their favourite YouTubers understand them better than their family and friends. And according to a survey by Visual Objects, YouTube is the most-visited website by people age 18 to 24.

In 2022, video traffic will grow even larger

But the proverbial video buck doesn’t stop there. Adobe estimates that by 2022, online videos will make up more than 82% of all consumer internet traffic, a whopping 15 times higher than in 2017. “This is increasingly being driven by social platforms and UGC video sites, where people create all manner of weird and wonderful content to connect with friends and family – with brands increasingly getting in on the act”, Adobe adds.

Submit your best recruitment video’s

As organisations shuffle their way through unprecedented labour shortages and a full-fled war for talent, video is no longer a nice, it’s a need. That’s why we want to decide upon the best European recruitment video’s of all time. So whether you worked on the campaign yourself or you’ve simply loved the works of others, please send us your favourite recruitment video’s. 

Share in your favourite
European recruitment video of all-time

The War for Student Talent: Non-Anglophone universities increasingly recruiting abroad

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Whether you walk the streets of Helsinki, Finland or Caracas, Venezuela — there’s a good chance you’ll hear English somewhere along your route. And make no mistake: it’s there for a reason. It all starts with students, who are more willing than ever before to enrol on a course outside their home country.

2010 saw 3.8 million students enrolled abroad — while in 2018 that number grew to 5.6 million. The COVID-19 pandemic is set to slow the growth, estimated to be 4.8% per year, for the current academic year. “But the effect is expected to be temporary”, say the authors of a new study by Studyportals and the British Council IELTS.

English-taught programmes are taking over

Source: Studyportals

Of those students that opted to move abroad for their studies, a big percentage (38%) opted to enrol in one of four places, dubbed The Big Four: the UK, US, Australia or Canada. The primary reason, naturally, being the option to study in English-taught programmes (ETPs). But times have changed. As English becomes more commonly used as a language of instruction across the world, the competition for non-anglophone study destinations has subsequently increased. 

In the last five years, English-taught programmes outside of the Big Four has grown by 77%.

Ranging from Europe to Asia, South America to Africa — more institutions across the world have adopted English as a language of education. In the last five years, English-taught programmes outside of the Big Four has grown by 77%. In all, Studyportals identified a total of 27,874 English-taught programmes in 2021 outside the Big Four anglophone destinations.

International students are rising across Europe

Following the Bologna Process, a series of ministerial meetings and agreements between European countries to ensure comparability in the standards and quality of higher-education qualification, the number of international students has grown rapidly in several countries. The Netherlands, Germany and France are all increasingly recruiting internationally, leading to unprecedented numbers of international students.

The number of international students in Germany. Source: ICEF Monitor.

The Netherlands saw its international student numbers grow by 113% since 2009. In Germany, the number of international students in Germany has grown by 76% since 2009.

The Netherlands saw its international student numbers grow by 113% since 2009, according to NUFFIC. In Germany, the number of international students in Germany has grown by 76% since 2009, according to the ICEF. “Students have never had more options to study abroad in English. And while the pandemic has slightly dampened these ambitions, students’ interests to study across borders is likely to continue to grow”, the report states.

China’s ambitions

The rise of English Taught-programmes isn’t limited to Europe, however. The researchers mark China as one of the countries to watch in terms of its international recruitment plans. “China has strong international education ambitions, developing its higher education system to improve in global rankings”, the report states. “Pre-pandemic, China’s aim was to recruit 500,000 international students by 2020, having reached 492,000 in 2019.”

“Pre-pandemic, China’s aim was to recruit 500,000 international students by 2020, having reached 492,000 in 2019.”

‘ETP growth will continue’

Authors Megan Agnew of the British Council IELTS and Dr. Carmen Neghina of Studyportals expect the number of English Taught-programmes to continue to grow. “Monitoring trends and changes in ETPs will require more than an overview of the supply of programmes globally: as opportunities for students to study in English anywhere in the world continue to grow, it is necessary to listen to student voice to determine where the industry is headed”, they state.

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Belgian labour market predictions for 2022: ‘Workforce crisis set to continue’

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Belgium will have 350.000 fewer working-age people (between 20 and 64) in 2050 than in 2020 under the median probabilistic projection by the United Nations. Though Belgium’s impending shortage of workers won’t be nearly as bad as in neighbouring France and Belgium — its labour market is currently struggling.

Belgium currently has more open vacancies than it ever had before. When Eurostat started tracking job vacancies for Belgium in 2012, the total number of open vacancies was just over 100,000. While the number fluctuated between 100,000 and 80,000 for four years until 2016, that number has shot up dramatically in recent months to a total of 170,000 open vacancies in June, 2021.

‘There is no single quick macro-economic solution’

Belgium’s case is remarkable in the sense that there are people — but the jobs just aren’t being filled. “It’s a strange situation”, says Marleen Deleu, Co-Founder and Editor-in-Chief of independent knowledge platform NextConomy. “There is a very large group of unemployed people for whom there is unfortunately no demand. On the other hand, there have never been as many vacancies as there are now.”

“We must act on all fronts to get people to work.”

Wim Thielemans, leading Belgian recruitment expert and author of several books, struggles to see a solution on the nearby horizon. “There is no single quick macro-economic solution to get people to work in the Belgian labour market”, he says. “We must act on all fronts to get people to work. Work must be pleasant and not stressful so that we want to do it and for long enough.”

“Companies will likely continue to battle with understaffed situations.”

“I see the workforce crisis continuing into much of 2022”, says Grégory Renardy, Executive Director of Michael Page Belgium and Luxembourg. “Companies will likely continue to battle with understaffed situations. That will result in high pressure on the current staff to deliver and a subsequent challenge of retaining and acquiring enough talent.”

The wrong political focus

Despite a record-number of vacancies spread across several sectors, Thielemans sees his nation’s politicians pushing for other themes. “[The labour market shortage] is what the discussion should be about”, he says. “But there are political parties who, for political gain, push other themes such as nationalism and aversion to being different.”

“It is not morally responsible that we use tax money to lure people out of a sector with a shortage to fill in the gaps in another sector.”

And that’s where Belgium has consistently opted for the wrong solutions, according to Thielemans. “The government must set a good example and not work with quick fixes to get rid of shortages, and that in sectors where a minister is responsible. It is not morally responsible that we use tax money to lure people out of a sector with a shortage to fill in the gaps in another sector.”

“Spending money to get and keep inactive people in work is an investment in the future. But that requires a long-term vision.”

“Spending campaign money is a short-term solution, but it is pouring money into a bottomless pit”, Thielemans continues. “We are only going to make the problem worse. Because those holes in other sectors will have to be filled again by attracting people from other sectors. Spending money to get and keep inactive people in work is an investment in the future. But that requires a long-term vision.”

This is the second in a series of articles about recruitment in Belgium and the Belgian labour market. Subscribe to the ToTalent newsletter to stay updated about future, country-specific series on different countries throughout Europe. 

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Backed with $500M, Jobandtalent goes for the American dream

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As talent shortages loom, more companies look toward simple and effective solutions to help bridge the gap between supply and demand. It has resulted in digital temp staffing, like many other forms of recruiting, never being hotter. For proof, we just need to look at Madrid-based digital temp staffing agency Jobandtalent. After raising a total of $108 million in January and a further $120M in March, the Madrid-based start-up has now raised a further $500M in one of the most successful seeding rounds to date.

Earlier in 2021, podcast hosts Chad Sowash and Joel Cheesman played a little game: Which (relatively) new tech companies in the TA, HR and recruiting industry should (or shouldn’t) you bet on? Their consensus on Jobandtalent was clear: buy. “It’s kind of like an Uber for jobs”, Sowash said. “These guys, it seems are on the right path, if not already have the infrastructure in place to build that.” 

‘Roles for more than 100,000 workers in 9 months’

More than 1,300 companies depend the Jobandtalent platform to find an adequate amount of temporary workers — including FedEx, eBay and IKEA. “This has ultimately led to higher levels of worker satisfaction, fulfilment rates, and retention. Even during the global labour shortage”, the company states. “Overall, employees on the platform have an average NPS score of 56 compared to the industry average of 18.”

“This has ultimately led to higher levels of worker satisfaction, fulfilment rates, and retention. Even during the global labour shortage.”

“The Jobandtalent platform has found the right roles at the right companies for more than 100,000 workers in the first 9 months of 2021 alone”, said Juan Urdiales, co-founder and CEO of Jobandtalent. “We provide them with the benefits and security of full time employment. Even with the current pressure in the labour market, we are able to find and match workers with roles at a much higher success rate than others.”

The American Dream

Jobandtalent currently operates in 8 — predominantly European — markets. The UK, Spain, Germany, Sweden, France, Mexico, Colombia and Portugal all have their own respective platform. But on the back of an annual reported growth of 130% and a hugely successful equity investment round, the company will now look to expand into new territories. Namely: the United States.

“We are in a great position to launch our platform in the US and offer a great value proposition to workers and employers there.”

“We are not yet seeing any competitor operating in the US at large scale and in multiple states in the verticals where we operate”, Urdiales told TechCrunch in March. “We believe that in our case, after having operated our model in Europe with high standards on labour rights and complex regulatory environments, we are in a great position to launch our platform in the US and offer a great value proposition to workers and employers there.”

After its successful March funding round, Urdiales also confirmed that Jobandtalent would also look to enter two more markets in Europe: Italy and the Netherlands. “With temporary working increasingly becoming the norm, the opportunity to help workers find reliable, consistent jobs is growing by the day”, he said in a press statement. “We are excited to accelerate the expansion of our team and grow our presence in both new and existing markets. Helping more workers find the jobs they want, and helping businesses fill the roles they need.”

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