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Like for most organizations, attracting and recruiting young potentials is a challenge for bpost. We are in the specific situation that our demographic chart has the shape of a mushroom rather than a pyramid. It is therefore even more crucial to, once recruited, keep youngsters on board to secure future leadership and expertise for the future.

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ORMIT is a specialist in traineeships for young professionals, at the start of their careers. We attract these talents via different recruitment and selection activities. We develop them via coaching, training, and challenging projects at our clients.

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Reintegration after burn-out

As a coach and assessor, I have been working with the Career Fitness Profiler for a number of years. This instrument offers me a nuanced and substantiated insight into the career perspective of the individual employee and has reshaped my coaching approach, helping me to cater to the interests of both the employee and the organization.

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motivate beyond comp & ben

In this blog, I want to focus on motivation, engagement, and retention. To understand how to deal with these issues, the self-determination theory by Ryan & Deci (1985) is an interesting starting point.

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The financial sector is in full digital transformation. There is not only the question of how to attract digital natives and keeping them motivated. Also the reskilling of the existing population becomes an ever returning concern.

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As an organization, you have about 90 days to make sure new recruits fit in, regardless of whether they are young potentials or more experienced workers (Kammeyer-Mueller, 2012). Successful onboarding is broadly considered as ‘the pro-active covering of compliance, clarification, culture and connection’; also known as the 4C model (Bauer, 2010).

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