EMEA Recruitment Welcomes Michelle Ewing to the Board of Directors

By EMEA Recruitment
28 February, 2021
EMEA Recruitment Welcomes Michelle Ewing to the Board of Directors

It is with great pleasure that we welcome our Netherlands Country Director, Michelle Ewing, to the board of EMEA Recruitment as she becomes a shareholder and owner.

We are proud to welcome another female board member to EMEA Recruitment, at a time when Diversity & Inclusion is becoming an increased focus for the business.

In 2020, Michelle led our Netherlands team to continue offering a bespoke recruitment service to the changing needs of our clients. She also oversaw the launch of our Procurement & Supply Chain division in the Dutch market, as well as hiring Katie Insley, an Associate Director, in our HR team in the Netherlands.

Michelle’s support also saw the promotion of two other members of our Dutch Finance & Accountancy division: Hannah Mallia to Director – Finance, and Jenny Callum to Associate Director.

Prior to her success in our Netherlands team, Michelle managed our Switzerland Finance & Accountancy team. She has always remained a hands-on recruiter, and is a specialist head hunter for middle, executive and senior level Finance roles.

Michelle has over 16 years’ experience in recruitment and will celebrate her 7-year work anniversary with EMEA Recruitment later this year. Michelle has an extensive professional network, which she continues to expand through her involvement in our events and Executive Interviews.

Richard Bailey, our Managing Director, is proud to welcome Michelle to the board: “EMEA Recruitment has grown significantly since Michelle’s arrival; much of our growth stems from her energy and positive attitude towards exceeding expectations for all candidates and clients.

“Our team have her full support and it’s great to welcome Michelle to the board, as we continue to plan further growth.”

We congratulate Michelle on her latest success, and look forward to many more years of her expertise and guidance.

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As the prevalence of Artificial Intelligence increases, businesses are aiming to automate processes and improve efficiency, with the Recruitment industry beginning to tap into this. From talent identification to candidate updates, could AI significantly impact the future of recruitment specialists? We argue that AI is best considered a supporting tool and should not replace the role of specialist recruitment consultants.

HR and Talent divisions are already exploring AI tools to streamline administrative aspects of recruitment processes, such as writing job adverts and automating key processes. One potential benefit is that the introduction of AI frees up valuable time to be better invested in the end-to-end candidate, ensuring a more personalised approach from the recruiter or hiring manager. And, as AI continues to develop, it has the potential to eliminate human bias in the hiring process, ensuring greater diversity in the workforce.

However, talent attraction and hiring managers should not rely solely on AI during recruitment processes.

Impersonal approaches leave a negative impression on prospective employees and can lead to top talent being inadvertently rejected during the screening process. Whilst AI has huge potential, it's unable to currently replicate human understanding of cultural and 'soft-skill' compatibility that an experienced recruiter brings. The importance of a people-first approach will remain significant over time.

At EMEA Recruitment, we use AI-enabled tools to maximise reach in early-stage candidate search and, in doing so, spend a greater proportion of time focussed on delivering best-in-class candidate and client experience throughout the process. There’s no doubt that AI will continue to play a supporting role in our mission to be ‘the bastion of people-first recruitment’ - but it will never take centre stage.

To learn more about how we can leverage AI to support your talent needs, get in touch: [email protected]

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In Keely Straw's previous article, she delved into Organisational Culture & Recruitment Excellence, including the importance of fostering a strong and positive organisational culture. Such approaches not only contribute to employee satisfaction and retention but also serve as a crucial factor in attracting top-tier talent. This notion remains at the forefront of HR recruitment discussions looking ahead into the year.

Building on this theme, in March 2024 we hosted a successful networking event in Basel, bringing together local HR professionals to discuss and address current challenges within the current landscape.

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We received overwhelmingly positive feedback from guests. If this mail was forwarded to you, do please get in touch, as we will inevitably hold more events in key cities and would be happy to have you join us to network with your peers.

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The Impact of AI in HR: Challenges & Opportunities

Each quarter, we ask our HR-specialist network which topics are front-of-mind and will be of value to explore. At present, unsurprisingly, the No.1 topic cited is AI; more specifically how it is likely to impact HR departments and the wider organisations they are part of.

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As a candidate seeking development through a new assignment, it is helpful to streamline your job search and establish your professional desires and requirements upfront.

Instead of diving straight into evaluating potential roles based on location, salary, and company type, we suggest candidates first reflect on their current standpoint: Are you seeking a new challenge or aiming for a lateral move?

Clarifying your motivation for change is crucial in achieving your objectives, especially when seeking relevant opportunities. Vaguely defined motivations can result in a bad career move, forcing you to re-enter the job market again when not in the right position, and this can be to the detriment of an otherwise strong CV.

EMEA Recruitment can add value to your job search as our consultants and research team are Finance recruitment experts and we can offer you highly tailored career advice on how to achieve your goals. To discuss how we can support you in further detail, please do get in touch: [email protected] 

Our Advice for Aspiring Hiring Managers: 

A streamlined hiring process helps ensure you identify candidates with the right cultural fit and eliminate wasted time to the greatest possible extent.

Firstly, branch out to your network to understand the profiles currently available in the market and any prevalent skills shortages. Modifications to the role resulting from market trends may have wider implications, such as who needs to meet this prospective individual before deciding whether to offer them the role.

Two or three interviews is considered the ideal range, as an overly drawn-out hiring process with too many stakeholders can create delays and subsequently a negative candidate experience, particularly in high-demand role categories.

Combining hard and soft skill assessments can add value if used correctly. In Finance, this might mean a test to accurately assess proficiency with certain software. Always align with the candidate on a deadline for completion; this not only ensures the process remains on track, but gives a gauge on how ‘bought-in’ they are to the opportunity.

At EMEA, our people-first approach makes us the ideal strategic business partner across Finance, Human Resources, and Procurement and Supply Chain. By listening, collaborating and championing your business we’re able to overcome even the most challenging of search scenarios. To learn more, please contact: [email protected] 

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The findings from Indeed suggest that for many Gen Zers, ghosting is a means to assert control over their career paths, reacting to the frequent lack of feedback after submitting job applications or participating in interviews.

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The ghosting phenomenon, as the survey shows, is a reaction against traditional, often impersonal recruitment methods, highlighting the need to cultivate authentic relationships with candidates. By striving to respond to every candidate, whether after an application, an interview, or a job offer, employers can not only improve their image as thoughtful and dependable recruiters but also contribute to a more respectful and efficient hiring environment.

In a time when ghosting has become a widespread reaction to dissatisfaction, our people-first philosophy is not just a policy - it's a commitment to transform the recruitment experience.

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As champions of workplace ED&I, we’re proud to #InspireInclusion

To mark this year’s IWD, we asked a handful of colleagues to share what it is about our workplace and culture that makes them feel seen, supported and valued. It’s fair to say that we were delighted by the responses, including this heartfelt testimonial from our Swiss HR division Manager Keely Straw

"Joining EMEA Recruitment was a pivotal moment in my professional journey, but shortly after settling into my role, life took an unexpected turn. A diagnosis of chronic illness cast a shadow over my future, introducing uncertainty and challenges I had never anticipated. The prospect of disclosing this deeply personal matter to my manager, especially one of a different gender, filled me with apprehension. Yet, my fears were unfounded. 

EMEA Recruitment's culture provided to be a sanctuary where every voice is heard and every individual is valued. When I finally mustered the courage to confide in my manager, I was not met with judgment or discomfort, but with empathy and unwavering support. The genuine concern and understanding demonstrated by my manager and the broader team created a safe space where I could openly discuss my health concerns without fear of stigma or repercussion. 

In navigating the complexities of my illness, EMEA Recruitment extended a lifeline, providing me with flexibility to adapt my work schedule to accommodate my health needs. This invaluable support not only alleviated the burden of the work-related stress but also reaffirmed my sense of worth within the organisation. Knowing that my well-being was priortisied allowed me to focus on managing my condition without the added pressure of work-related worries. 

Even on the most challenging days, I am reminded of the profound impact of EMEA Recruitment's unwavering support. Their commitment to fostering an inclusive and supportive environment has not only eased the burden of my illness but has also instilled in me a sense of gratitude and loyalty. As I continue to navigate the ebb and flow of my health journey, I am filled with optimism for the future, knowing that I am part of a community where I am truly valued and supported." 

Today and everyday we strive to bring the values encapsulated in our ED&I policy to life, providing an equitable, flexible and supportive environment. 

If you are interested in joining the team, reach out to Laura Henderson or find out more at: https://www.emearecruitment.com/pages/work-for-us


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