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Enjoy our webinar!
Webinar: Unlocking talents for an economic relaunch
June 24
th, 2020
Moderator Davy Maes
Advisor Human Capital
Agenda of the webinar
14.00 - 14.05
14.05 - 14.15
14.15 - 14.25
14.25 - 14.40
14.40 - 15.10 15.10 - 15.15
Welcome remarks
Davy Maes, Voka West-Flanders
Setting the scene: new economic trends and opportunities in a post-COVID scenario Hendrik Demuynck, VDAB
Going digital: what is the impact of digitalization on the Belgian labour market?
Jeroen Franssen, Agoria
Getting prepared: how can the MATCH project help you to be ahead of the game?
Rob de Lobel, IOM Belgium and Luxembourg Cédric Filet, Aldelia
Q&A
Closing remarks
Setting the scene: New economic trends and opportunities in a post-COVID scenario
Hendrik Demuynck
Labour Market Expert Business support, Retail and ICT
Labour market shortages
6
7
Evolution available job seekers/open
vacancies
per month average 12m
8
Shortage occupations
• In 2020: 120 out of 189 shortage occupations were STEM professions
• In 2020: 8 out of 10 shortage occupations in the top 10 were STEM professions
• In 2019: 8 out of 10 shortage occupations in the top 10 were STEM professions
• In 2018: 8 out of 10
shortage occupations in the top 10 were STEM professions
9
Shortage occupations in IT
Business consultants
IT managers
Administrator IT professionals Business consultants
IT manager
Database professionals Network professionals
Analyst developer IT IT project manager
2020, 2019, 2018, 2017, 2016, 2015, 2014,...
2020
2020, 2019, 2018, 2017, 2016, 2015, 2014, ...
2020, 2019, 2018, 2017, 2016, 2015, 2014, ...
2020, 2019, 2018, 2017, 2016, 2015, 2014,...
2020, 2019, 2018, 2017, 2016, 2015, 2014, ...
quantitative
qualitatively Structural bottleneck professions
Also in Brussels and Wallonia IT developers
Impact COVID-19
10
11
Consequences
COVID-19
Job seekers
12
Impact on vacancies March-April-May 2019 vs 2020
Received vacancies directly from companies
Received vacancies from recruitment and selection offices
Received vacancies for a temporary assignment (Interim)
13
Prognosis
Employment, yearly changes in thousands (left scale) Unemployment, % off labour market population (right scale)
14
Geographical trends
&
15
Ongoing evolutions
&
16
Structural labour shortages
Going digital: what is the impact of
digitalization on the Belgian labour market?
Jeroen Franssen
Senior Expert Talent, Labour Market & Organisation
Join in and follow us at
www.agoria.be/bethechange
18
#bethechange2030
Rob de Lobel, Project Coordinator
Getting prepared: How can the MATCH project help you to be ahead of the game?
Cédric Filet, CEO and Founder
How does it work?
Step 1 Companies provide IOM with vacancies
Step 2
Vacancies published in Senegal and Nigeria, candidates are pre-screened by local employment agencies, VDAB, IOM and ALDELIA
Step 3
Top-5 candidates for each position is shared with the companies (30% of female candidates)
Step 4
The companies finalise the recruitment (through interviews, tests, etc.) with assistance of IOM, AGORIA, VOKA, VDAB; single permit procedure;
Step 5
IOM ensures logistic preparation, as well as pre-departure training on Belgian work habits and culture
What are the benefits for the hiring companies?
Low costs
No fees to join the programme or to launch the selection processQualified professionals
Sophisticated matching system based on advanced technology and HR expertise
Flexibility
No recruitment quota; flexible duration of the job placement depending on your needs; distance working arrangementsDiversity at the workplace
Operationalise your diversity strategy through trainings on intercultural competence and on ethical recruitment
Discover the potential of Africa
Through the project and its network you will have the chance to identify business opportunities
What is it expected from you as an employer?
Employment conditions
• Belgian working contract with correspondent salary.
Companies cover part of the recruitment costs.
• Employed according to the job descriptions provided to IOM before recruitment.
Invest in human capital
• Train and accompany the workers on the job.
• Allow the workers to enroll in relevant trainings.
Monitoring &
Assistance
• Communicate in due time of any problem that might occur and give feedback.
• Develop operational plan to ensure the soft landing of the migrant in your company.
Workers initiatives • Support and explore possibilities to support initiatives/
projects at the benefit of the country of origin
Short list and selection Test and
interview Candidate
Identification
✓ Aldelia international database
✓ Senegalese/Nigerian diaspora particularly in West Africa
✓ Local Senegalese/Nigerian recruitment team
✓ Local advertising
✓ Local head hunting
✓ Test of Hard Skills
(programming languages, mathematical analysis and numeracy skills...) according to the role
✓ Interview in face to face or by phone to assess candidates Soft Skills and motivation
✓ Shortlist of candidates based on our technical test and personal interview
✓ CV submission with snapshot information in the CV cover sheet
1 2 3
Our classic selection approach
Fair Recruitment and compliant with ethical standards
Source: Aldelia
✓ Compliance with local regulations
✓ Compliance with international standards
✓ Zero discrimination!
Compliance Ethical conduct Everything on paper
✓ Due diligence on employers
✓ Talents are tested to limit the risk of fraud
✓ Talents are not charged for any recruitment services
✓ Contracts, Pensions, Insurances are managed equally
✓ RGPD rules applied
✓ Hot line available 24/7 for any questions or complaints
Vacancies are published
Candidates are pre-selected
Companies finalizethe selection
Incubation phase starts through distance
working arrangements/work in
local branch
Optional technical trainings are
provided to candidates
Visa/work/residence process is launched and candidates are prepared
for departure
Candidates relocate to the EU (if sanitary measures allow)
•Migration to the EU can be recurrent over the duration placement period
Incubation phase
What if travel restriction are still in place by the end of the incubation phase?
Companies will be able to continue the collaboration with the candidates from Senegal and Nigeria through distance working arrangements (if no local branch) or by having them working in their local branch in line with local regulations.
Incubation phase – a general overview
Incubation phase – specificities
The duration of the incubator phase will be adjusted to the needs of the company.
Aldelia will manage the incubator, i.e. employee
compliance (contract, payroll, pension, taxes as well as logistics such as IT, office, car depending on what the Company wants/needs).
This incubator can be used in 3 contexts :
● Travel restrictions/administrative delays
● The company wants to implement remote work (the young professional remains in his country)
● Talent returns to home country after his time in Europe.
How does it work if company has a local branch?
The company can decide to rely on Aldelia fully or partly for logistical and administrative arrangements.
How does it work if the company does not have a local branch?
Aldelia will manage the logistics on behalf of the company from A-Z.
Our team in Belgium
Voka West Flanders:
Davy Maes
VDAB:
Lenka Kint
Voka East Flanders:
Els Delaere
IOM Belgium and Luxembourg:
Daphné Bouteillet - Paquet
Agoria:
Jeroen Franssen
BECI:
Vincent Delannoy
Our project brochure
Containing useful information for employers
Download it from our website!
https://belgium.iom.int/match
