On Friday, 20th September, EMEA Recruitment hosted an online webinar focused on empowering women to better navigate their careers and negotiate salaries that truly reflect their worth. Delivered in partnership with the highly sought-after keynote speaker and workshop trainer, Wies Bratby, the session aimed to equip attendees with the confidence and tools necessary to proactively build their careers.

Wies, who has collaborated with renowned global brands like Amazon, Google, and Booking.com, guided participants in exploring what holds them back from career advancement. Through insightful discussions on mindset shifts and practical strategies, attendees learned how to remove barriers and engage in meaningful career conversations with their managers.

The event also featured an interactive Q&A co-hosted by our Client Development Director, Michelle Ewing, allowing participants to gain valuable advice tailored to their individual journeys.

In May 2020, Wies joined Paul Toms on the EMEA Recruitment Podcast, where they discussed topics such as her motivation for starting Women in Negotiation, her passion for negotiation, the importance of taking action, working with gender stereotypes, and the mantra “bring the data, not the drama." To listen to the episode, click here. 

On the evening of Thursday, 19th of September, we gathered TA professionals across the Netherlands for an exploration into the future of Talent Acquisition.

The event featured guest speaker and seasoned TA leader, Douwe van der Leer.

Douwe shared his vision for the future of TA, drawing on his vast experience with innovative scale-ups like Lucid Motors and Backbase, as well as established companies such as Foot Locker and Securitas.

Attendees explored current trends, shared challenges, and exchanged ideas with fellow TA professionals in breakout groups to enable focused conversations. 

Themes of discussion included AI & Automation, DE&I, TA metrics and common KPIs.

Key highlights for your notebook:

• The recruiter’s role is evolving from transactional to strategic, focusing on true business partnership.
• AI will drive automation, but success lies in creating personalised, memorable candidate experiences.
• Hidden talent markets may emerge as more people opt out of social platforms, posing new challenges.

The evening wrapped up with informal networking over drinks.

If you'd be keen to attend similar events, tailored for TA professionals, please reach out to Director of our Dutch HR recruitment team, Katie Insley, who will keep you up to date at [email protected]

This event has held at Amsterdam's De Witt Hotel, and we strive to host such events in central Amsterdam locations to allow those far and wide to attend.

In the financial sector, AI is not only enhancing efficiency and accuracy in tasks like forecasting, resource allocation, and decision-making, but also empowering finance leaders to unlock new insights and opportunities from data.

In light of this current trend, EMEA Recruitment invited a select audience to an exclusive roundtable on Wednesday, the 18th of Septemeber, to unpack the complexities of AI in Finance, with reference to real-world applications.

Designed with the C-Suite Finance audience in mind, the session primarily focused on the ways in which AI can be leveraged to transform the financial planning process and drive success.

Facilitating the conversation alongside the EMEA recruitment team (Hannah Mallia, Georgia Wright, and Tom Hodgett) were two leaders* in Finance. 

Each of our chosen leaders, spearhead the following coversation topics during the deep dive discussion:

• Leader 1: Scoping, stakeholder alignment, skill requirements and avoiding common pitfalls in forecasting projects.
• Leader 2: POC setup, scalability, and domain selection, discussing critical success drivers for revenue & sales, accounting & cashflow, or S&OP/resource planning.

Below is a summary of the key points raised during the exploration:

• Participants emphasised that AI is not just for automation but is increasingly relevant in decision-making. CFOs should integrate AI into financial forecasting and risk management to enable more accurate, less biased predictive models and improved scenario planning.
• The importance of data quality in AI implementation was highlighted, with companies often underestimating the need for clean, well-structured data as the foundation for successful AI systems. CFOs were encouraged to invest in enhancing their data infrastructures before expecting results from AI.
• The need for ethical AI usage in finance was also addressed. As AI becomes more prevalent, ensuring transparency, accountability, and adherence to regulations is critical, especially in sensitive areas such as fraud detection and auditing.
• As routine tasks are automated, CFOs will need to invest in upskilling their teams, focusing on data literacy and strong analytical skills. A successful finance function will require a combination of human skills and AI-driven insights.
• The discussion acknowledged the challenges companies face in adopting AI, such as cost, lack of technical expertise, and resistance to change. However, AI was recognised as a long-term investment that can yield significant returns.

The event also provided an ample opportunity for peer-to-peer networking, which extended throughout the evening.

If you are a C-Suite professional within Finance & Accountancy in the Netherlands and are interested in particiapting in future discussions, please reach out to Director Hannah Mallia who will keep you notified.  

*For confidentiality purposes, we are unable to publically name the chosen individuals.

With our people-first approach, at EMEA Recruitment, we try to do things differently to engage and add tangible value to our network from our Executive Interviews and podcast series to our events.

As the financial landscape continues to evolve, we know how important it is to stay ahead of the curve, exchanging insights and navigating challenges.

With this in mind, we decied to launch our Breakfast Series - an exclusive opportunity for senior finance professionals to come together, share best practices, and discuss pertinent topics in an informal setting.

These sessions aim to create a collaborative space where industry leaders can engage in meaningful dialogue, exchange ideas, and cultivate valuable connections.

Whether you're keen on exploring emerging trends, grappling with regulatory changes, or seeking innovative strategies to enhance financial performance, these events aim to offer a platform tailored to your professional needs.

• Informal Networking: Enjoy a relaxed atmosphere conducive to building relationships with fellow finance professionals from diverse backgrounds and industries
• Knowledge Sharing: Share your own experiences, insights, and best practices, contributing to the collective wisdom of the group
• Professional Development: Gain fresh perspectives and actionable insights to propel your career forward

Upcoming Breakfast Networking Sessions (venues TBC): 

• Wednesday, 6th November, 8:00-10:00 in Amsterdam-Zuid 
• Thursday, 14th Nomember, from 8:00 in the southern region of the Netherlands

If you're intrested in attending our networking event in Amsterdam-Zuid, please contact Georgia Wright. Alternatively, if you are based in the southern region, please contact David Harper to reserve your spot. 

On June 18th, we hosted the inagural session - a fascinating roundtable discussion on current and future applications of AI in Finance. This lively discussion unearthed valuable insights touching on wide-ranging subjects including the management of diverse stakeholder mindsets and expectations, leveraging AI-generated data for Audit, and the people and skills required to resource AI-enabled teams.

On Septemeber 18th, we invited Finance leaders to a breakfast networking event in the heart of Amsterdam's business district, widley accessible via public transport. We choose a café to allow for a relaxed, informal atmosphere. 

If you would like to participate or find out more, please contact Georgia Wright, Director - Accountancy and Finance: [email protected]

Building on the success of our popular Talent Acquisition Roundtable events, EMEA Recruitment were delighted to host the fourth instalment of the series on Wednesday, September 11th, 2024.

The subject for this edition was The Power of Gender Diversity in the Recruitment Process, presented in partnership with pioneering tech firm, ABB.

Corporate Talent Partners, Alexander Davies and Sonja Burgherr led a wide-ranging discussion to include ABB's resourcing initiatives and insights into the impact of female leadership across industry sectors.

"A culture of diversity, inclusion, and equal opportunity is critical to our business success and makes us stronger."

The group explored ABB's case study in detail whilst encouraging an in-depth open discussion, before ending with a valuable informal networking opportunity. Below you'll find a concise summary of the insights shared:

ABB Global Initiatives

Female Mentoring Program

- This year-long mentoring and development program, in place for five years, is designed to develop, strengthen, retain, and track the female talent pipeline both globally and regionally, helping mentees progress into senior leadership roles.

Gender Neutral Parental Leave Program

- An 18-month postgraduate program focused on Women's Leadership

Shadow a Woman Leader (Vedica Scholars - US based)

Unconscious Bias Training

- For all Managers and Talent Partners.

Gender Decoder for Job Postings

- Promotes gender-neutral language.

Commitment to UN Women’s Empowerment Principles

- ABB’s CEO signed a commitment to the UN’s seven core principles for women’s empowerment.

Breastfeeding Rooms: Available at ABB locations

Programmes for the Younger Generation:

Girls on Track – Formula E

- Encourages girls to engage with the engineering industry.

Girl Technology Days:

Goal: Inspire girls about technical careers and apprenticeships.

Activities: Workshops, apprentice experience reports, and a tour of battery production for secondary school students.

Key Insights on Gender Diversity:

Financial Performance

Improved Profitability

According to a McKinsey Report, companies in the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability.

Revenue Growth

Research by BCG (Boston Consulting Group) found that companies with above-average diversity scores saw 19% higher innovation revenues, thanks to the varied perspectives and ideas by a diverse workforce.

Innovation & Problem Solving

A Harvard Business Review study revealed that diverse teams are better at anticipating shifts in consumer needs and consumption patterns, leading to higher market share and the discovery of new markets.

Employee Satisfaction & Retention

Higher Employee Engagement

A Gallup study concluded that gender-diverse business units experience higher employee engagement, contributing to better performance outcomes and lower turnover rates.

Inclusive workplaces that prioritise gender diversity tend to have employees who feel more valued and supported, leading to increased job satisfaction and loyalty. Some studies indicate that this can improve employee retention rate by as much as 5.4 times.

Reduced Turnover Costs

The Centre for American Progress reports that replacing an employee can cost up to 21% of their annual salary. Companies with gender diversity and inclusive policies experience lower turnover rates, leading to significant savings on recruitment and training costs.

To be notified of future editions or similar events in the TA space, please don’t hesitate to reach out to Drew Larcombe in our Swiss HR recruitment team who will keep you informed.

We were delighted to host ESG Impact: Challenges and Opportunities, an interactive roundtable on Tuesday, 10th September, led by Pablo Ponce de León.

Pablo, Technical Director at ESGNext and a former CFO and Head of Internal Audit in several multinational companies, provided a thorough update on ESG’s fast-changing regulatory environment and shared actionable advice for senior Finance and Procurement & Supply Chain professionals.

The session covered disclosure frameworks, the impact on key business functions, changes in corporate roles, and the complexities surrounding ESG data.

Participants were invited to contribute to a collaborative workgroup discussion which explored the following agenda:

1. Clarity of roles and responsibilities within their company
2. Integration of sustainability considerations in strategy and value creation
3. Preparedness for regulatory compliance and/or demands from the company's value chain
4. Data availability, leverage on suppliers, perceived quality
5. Customer willingness to pay for “greener” offering

Below are some of the key findings from each theme, however, if you'd like to receive a full summary, please contact Meriel Graham:

It was reiterated that the size of the organisation plays a significant role in the structure of ESG responsibilities. Larger organisations often have more defined roles with dedicated teams, while smaller companies may have individuals handling several roles, leading to "multiple hatting" and fragmented responsibility.

To drive ESG change, there’s a strong need for top-down financial incentives, especially in executive teams. Without incorporating sustainability into leadership’s performance metrics, prioritisation will lean on a “business as usual” approach potentially compromising the longer-term success of the company.

During the preparedness segment, it was found that resources are being allocated to sustainability, but ESG efforts are still largely viewed as a cost centre rather than a profit-generating activity. Companies are also struggling to see the return on investment (ROI) of these efforts.

There is potential for companies to turn sustainability initiatives into profit centres by utilising their existing infrastructure, capabilities, and assets. For instance, companies can explore circular economy models or expand product development and portfolio management efforts. These actions can help them stand out in the market, meet unmet needs of current customers, and attract new ones. Customer segmentation should be reassessed according to sustainability sensitivity.

In response to data availability, supplier audits—though commonly used—may be too costly and insufficient to uncover deep-rooted issues, particularly when suppliers are spread across diverse geographies and sectors. Companies need to develop more sophisticated ways of vetting and engaging their suppliers such as clear qualification mechanisms geared towards sustainable practices, onboarding and training initiatives.

In cases where data from suppliers is available, it is often difficult to ascertain its completeness and reliability. Therefore, pre-agreed controls and assurance mechanisms will be essential.

While exploring the final theme (customer willingness to play for a ‘greener’ offering), many companies find that developing a sustainable product has the potential to provide customer value. However, the primary drivers for such products seem to be regulatory and investor pressure, rather than direct customer demand—particularly in B2B markets.

In B2B sectors, a large portion of customers tend to expect sustainability as a given but are not willing to pay a premium for it. Companies are forced to innovate in ESG while keeping prices competitive, as sustainability is increasingly seen as a baseline requirement rather than a differentiator.

This unique development opportunity concluded with an ápero and informal networking. 

Overall, the event received overwhelmingly positive feedback from the audience and we look forward to exploring this topic in further detail at future events.

If you’re a Finance professional in Switzerland, please contact Meriel Graham, or if you specialise in Procurement or Supply Chain, reach out to George Weemes to stay informed.

Disclaimer: Content shared during the event and in this article cannot be considered as legal advice. Please refer to your legal counsel. 

Disclaimer: Content shared during the event and in this article cannot be considered as legal advice. Please refer to your legal counsel.