EMEA Recruitment Podcast By cover art

EMEA Recruitment Podcast

By: EMEA Recruitment & Paul Toms
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  • Summary

  • Covering all elements of the recruitment cycle for both job seekers and hirers. The EMEA Recruitment Podcast with Paul Toms will take you through every aspect of recruitment. Looking at both sides of the process, Paul will be offering career-changing advice to the job-seeker and essential exposure to recruitment ‘best practice’ for the hiring employer, giving each party an insight and understanding into the perspective of the other. This podcast is brought to you by EMEA Recruitment. At EMEA Recruitment we are specialists in Finance, HR, Procurement, Supply Chain and Operations Recruitment at Middle-Management to Executive levels across Switzerland, The Netherlands and the wider EMEA & US region. With offices in Zug, Amsterdam and Nottingham our consultants are well networked and can offer knowledgeable advice within these regions. The podcast is hosted by founder of EMEA; Paul Toms. To find out more about EMEA recruitment visit https://emearecruitment.eu/, follow EMEA Recruitment on LinkedIn or connect with Paul on LinkedIn at https://www.linkedin.com/in/paultomsemea
    © 2018 EMEA Recruitment
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Episodes
  • EMEA Recruitment Podcast #165 - Using Change to Grow – Terhi Nori

    EMEA Recruitment Podcast #165 - Using Change to Grow – Terhi Nori
    Oct 27 2023
    We were delighted to welcome Terhi Nori, Global Lead for Project Workstream at ABB, onto the EMEA Recruitment podcast.  “We create our own journey and our own story… it’s just a matter of choosing the next step if you want to pursue opportunities or make a change.” In this episode, we learn about Terhi’s passion for change management and her 20-plus year career at ABB, as well as her opinions on artificial intelligence, and the importance of authenticity.  As the podcast is in partnership with Operation Smile, Paul Toms asks Terhi about the last thing that made her smile. She shares a heartwarming story of helping a man with dementia who required extra support. Terhi and the man enjoyed each other’s company for 45 minutes and found it sad to leave each other once support arrived, but she was very happy to experience that moment and help him get back home.  Terhi has spent over 20 years at ABB and enjoys helping and meeting new people. At such a large company, she has had many opportunities to work with different people over the years; she enjoys continuously learning from each other. Staying with a company for over 20 years brings the opportunity to change roles and continue to meet new people in different functions, she explains.  Paul asks if Terhi has ever experienced the “fear of missing out” as a result of remaining at ABB for so long. Terhi replies that it is human nature to think about what else there may be. However, she has not experienced that fear and hasn’t worried about missed opportunities outside of ABB, adding that she has enjoyed the journey and where she is today.  She also believes that, if you really want to have certain opportunities, you have to open yourself up to them and seek them out. If you do that and you really want something, there is nothing stopping you from achieving that goal.  Delving into a discussion around change management, we learn that Terhi likes organising her thoughts, using creativity, solving challenges, and putting the pieces back together. For Terhi, change brings excitement and creates a snowball effect; there is usually something very valuable brought to life after creating something new.  However, change does come with uncertainty. But, in Terhi’s opinion, it is about learning to observe your mind, acknowledge these feelings, then practising self-talk, embracing the changes ahead, and taking it as it comes – there is always a solution. Also, trust your team and remember you cannot control everything, she says.  Terhi’s passion for change comes from the many changes she has experienced in her life. She explains that change is good, and she has learned to love it. Once you face change and the potential fear, you will grow.  Moving onto the topic of AI, Terhi believes that the artificial nature of the technology can complement human authenticity. People and the world have already embraced other kinds of industry evolutions, she adds.  The development of AI allows us to reduce information overflow and use our intelligence and creativity, Terhi explains. It’s the beginning of a new era that will change leadership, she adds. The best way to approach it is with curiosity.  Exploring the recruitment process, Terhi finds it important for candidates to be true to themselves. We must look at the different skills and knowledge base needed and how that would build into the current team.  The recruitment process is exciting for Terhi; she enjoys finding those who can bring something new to the team and creating joint team development. Her current team learns from each other, with unique skills and experiences that bring a depth of richness.  Paul shares his personal experience working with ABB and its culture. He explains that he has noticed the longevity in the staff members and the growth experienced by those who have joined the company in the last five to six years.  He adds that the company onboards very good people, aligned with the culture, who stay with the business much longer than the industry average. Terhi agrees, and comments that there is great diversity in the company, too.  To end the episode, Paul asks Terhi about the one thing she wouldn’t want to change. Listen to the full episode to find out what Terhi wouldn’t compromise!     If you’re looking for a particular part of the episode, please use the timestamps below: 01:45 - The last thing that made Terhi smile 04:50 - A 20+ year career with ABB 08:00 - The fear of missing out 10:35 - Why Terhi enjoys change management 12:50 - Coping with the uncertainty of change 21:10 - Simplifying challenges 22:00 - The root of Terhi’s passion for change 23:45 - Terhi’s opinion of AI and future technology 29:45 – How authenticity has helped Terhi progress in her career 35:40 – Is authenticity ever a challenge in the workplace? 38:30 – The recruitment process 44:30 - The one thing Terhi wouldn’t want to change If you’d like to connect with Terhi, you ...
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    49 mins
  • EMEA Recruitment Podcast #164 -Sally Higham – Starting a Conversation around Menopause

    EMEA Recruitment Podcast #164 -Sally Higham – Starting a Conversation around Menopause
    Oct 17 2023
    To celebrate World Menopause Day, we were honoured to welcome back Sally Higham, Director – Head of Talent Attraction at Lonza and Executive Menopause Coach, to the EMEA Recruitment podcast.  “I want to be able to shake the shame and start a conversation.” In this episode, Paul Toms and Sally discuss menopause: the symptoms, the challenges, and advice for those it affects directly and indirectly. To start the episode, we learn about Sally’s experience with menopause and entering this new stage of life. Many people assume menopause happens to people who are “old” and greying. For Sally, her symptoms began at the age of 46. The average age at which menopause arises is commonly between the ages 45 and 55 for women worldwide, according to the World Health Organisation, 2022.  While living in Singapore, Sally went for an annual medical exam and was offered a bone density scan. Her results showed that she had osteopenia – a diagnosis that suggests a loss of bone mineral density, resulting in weaker bones. When someone goes through menopause, their levels of oestrogen and other hormones drop sharply, leading to the loss of bone density over time. Nevertheless, Sally’s doctor did not mention the menopause at this time. Some of the other symptoms that Sally had - and is still experiencing to some extent - are mood swings, fatigue, and achiness of the body. Some doctors unfortunately misdiagnose patients and prescribe the wrong medication to combat symptoms, she explains.  Now living in Basel, Switzerland, Sally changed her medical support. The gynaecologists in Basel generally prescribe non-medical treatment to start with to see how the body reacts. Sally also had a conversation with her mother to hear about her experience with menopause and non-medical treatments; Sally tried evening primrose oil and black cohosh to help with her mood swings, which had a positive effect for a while.  Sally is now taking hormone replacement therapy (HRT), which has been its own journey. HRT doesn’t eliminate all of Sally’s symptoms, but certainly helps. She doesn’t suffer from the night sweats or hot flushes that are typically associated with the menopause. Like a lot of females, Sally has had to piece her treatment together herself.  The spark that encouraged Sally to talk openly about her experience was trying to understand what was happening to her and be able to provide advice to others, including those in the workplace. Bringing the subject up with managers can be tough. However, in Sally’s case, she has been lucky to have managers who listened – both of whom were male and younger than herself.  It is important to reiterate that menopause is not an illness; it is a natural life event. Talking about it is the first step to breaking the taboo and changing the narrative in the workplace. It is a sensitive topic, and there can be a cultural layer to it, as well.   Sally’s advice to others is not to be embarrassed by it and to talk about it - by doing so, you will inspire others to do the same.  Sally discusses the fact that we are living in an ageing population. In the Victorian era, for example, the average woman died at the age of 59. Now, in the UK, one in four females will live to 100 years old – meaning that they will be hormone deficient for half of their lifetime, as the average age for menopause is currently 51.  By 2030, it is estimated that over one billion people will be menopausal or post-menopausal (National Library of Medicine, 2019) across the globe. It is clear that workplaces will need to offer support for this.  Sally was open and honest about how she was feeling and shared her story during a leadership call. For other females, they do not recognise that menopause is happening to them. Workplaces, organisations, and employers can support managers and employees in a range of different ways. As a suggestion, lunch and learns could be implemented, which can often lead to lightbulb moments for attending individuals.  As an Executive Menopause Coach, Sally obtained her qualification from the Kathryn Colas Academy. The organisation uses a menopause traffic light system to provide structure on how businesses can approach the subject and work with communications/wellbeing teams to put a communications plan in place.  The key for any organisation is to first share awareness, so that people can identify their symptoms and seek medical advice if they wish to. The best thing managers or employers can do is create awareness, acknowledge the knowledge gap, and create a psychological and safe environment to talk about it, Sally believes.  Next, talk to leaders at varying levels, educate, and identify the workplace adjustments and policies that can be brought into the workplace.  However, be aware that managers will not have all the answers for those affected; even as an Executive Menopause Coach, Sally is open about not knowing all the answers.   Paul then shares his ...
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    46 mins
  • EMEA Recruitment Podcast #163 - Being a Woman in Finance – Susanne Rothstein

    EMEA Recruitment Podcast #163 - Being a Woman in Finance – Susanne Rothstein
    Sep 20 2023
    We were honoured to welcome Susanne Rothstein, Vice President Finance Hydro Building Systems at Norsk Hydro, onto the EMEA Recruitment podcast. “When I have the opportunity to help young women in their careers, I take that opportunity.” To kickstart the episode, Paul Toms, our Founder, asks Susanne about the last thing that made her smile. Susanne is generally a positive person, however, receiving photographs of her nephew never fails to make her smile. Positivity is something that comes naturally to Susanne; she always strives to see the positives in the smaller things. Delving into Susanne’s career, she explains that Finance was not an ambition of hers while growing up. Before attending university, she gained a realistic view of working after high school and enjoyed the prospect of a career in an international setting. Susanne began working in Finance, then moved into Strategy, and became the VP of Sustainability CSR, working with branding and internal communications. Five years ago, she decided to return to Finance. At Norsk Hydro, Susanne’s amazing team challenges her to become the best version of herself. She thoroughly enjoys her role, along with having the opportunity to constantly learn in a dynamic function that touches everything in the business.   In a global organisation, new things appear often. For example, having previous experience with sustainability helps when the business model is anchored in sustainability and circularity.  Susanne has had nine different roles within the past 16 years at the business and credits the company for rewarding good work and providing opportunities. Susanne really enjoys manufacturing and dealing with a physical product. Her advice for those contemplating staying or moving to another organisation is to consider that, if you stay, you are building knowledge and competence in an industry that becomes transferable, you also get to know the people in your network and identify those who can move the needle behind the scenes. Alternatively, jumping between industries, you start from zero. Although this provides an opportunity to reinvent yourself, you will have to formally follow the hierarchy for support before you get to know people. We discuss how Finance remains a male-dominated discipline. In her first position as Business Controller, Susanne’s original contract used the pronoun “he” and Susanne was the only woman in the room. As a female, you are more visible, which you can sometimes use to your advantage, but Susanne admits there have been challenges. In the past, she felt like she had to fight to have her voice heard, but has had plenty of good managers who didn’t care what gender you are, as long as the job is being done. She stresses the importance of choosing the right type of manager for you.   Reflecting on the progress within the organisation, three out of four Business Unit heads are women in Susanne’s division. She feels proud to have the opportunity to help young women in their careers and has removed the gender pay gap she experienced when she joined. Discussing an efficient and effective recruitment process, Susanne explains that she works in collaboration with a Human Resources Business Partner. Diversity is important when recruiting, as a balance of different perspectives and viewpoints is crucial for good team performance, she adds. Personally, Susanne prefers to focus less on what people have done and more on what the person has the potential to do; what allowed them to achieve the things they have done is maybe not what will be needed to take them to the next level. She adds that people in the organisation shouldn’t view the career journey as a ladder, but instead view it as a jungle gym – it is not always up and down, sometimes there are side steps. Paul and Susanne explore the true cost of the wrong hire. Firstly, it is rare to hire a rotten person; the issue usually arises when it’s a bad match to the role or the manager’s expectations. The real cost of the wrong hire is more difficult to measure when the job is done insufficiently. As a result, the team and manager usually have to step in to pick up the workload and de-prioritise other tasks. It is important to take the time to complete the recruitment process correctly the first time around – that, in itself, is a skillset. We uncover Susanne’s strategies for managing and prioritising her workload. She cycles to and from work, which helps structure her mind for the day. Susanne wishes someone had told her sooner the importance of prioritising health and delves into the benefits of physical exercise on the brain. Paul ends the episode by asking Susanne about her goals for the future. She shares a personal aspiration of tackling a challenging hike next summer. Her professional goal is to always continue learning.   If you’re interested in a particular part of the episode, please use the timestamps below: 01:40 – The last thing that made Susanne ...
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    46 mins
Management Economics
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