Raising the bar Viewpoint careers advice blog

Raising the bar Chris Van Steenbergen is Chief Human Resources Officer (CHRO) of HEINEKEN. In the latest Hays Journal, he discussed why a standout employer brand is more important than ever. Holding an executive role at a globally recognised brand is a lifelong journey for most people, but Chris Van Steenbergen, CHRO of HEINEKEN, has not had the most direct career path. Having originally trained as a lawyer, he practised for eight years at a large telecommunications company before moving to Cadbury Schweppes. Continuing his work as a corporate lawyer for four years in the company’s beverage division, it was here that he moved into the business world. He explains: “It was quite an unusual move but I was very much involved in the acquisition projects. When you are in a small group looking at these, you have to be very involved in the business. People felt I had good knowledge and must have seen some potential because they offered me a general manager role.“ “I still remember the first six months were pretty difficult. You need to learn an awful lot and rely on the people around you. I have to say, there were times when I thought it might not work, but it did.” Having managed various operations in the company, Van Steenbergen’s next role was another big change, becoming CEO of Quick Restaurants, a Belgian hamburger chain. However, after a few years he returned to Cadbury’s. It was at this point that he made his move into the world of human resources. The then CHRO of the company asked to meet with him at the company headquarters and revealed that they were in the process of making a succession plan ahead of his retirement. “He told me that they thought I would make a good internal candidate. They saw I liked working with people and that I had built good teams, so I said okay.” After a spell as a regional HR Director, the Cadbury CEO asked him to move back to the business side of things and become President for Europe, before taking on the CHRO role in 2008. Then, after the takeover of Cadbury by Kraft Foods, he took the CHRO role at Dutch health and nutritional company DSM, but missed the consumer goods industry. This led him to take on the role at HEINEKEN in 2014. He says that those who have influenced his own outlook on business the most have been the people who have taken a risk on him. From the lawyer who offered him his first job, to the person who first took him on as General Manager and supported him through his first year, or more recently the former CEO and CHRO at Cadbury’s who helped him move into HR, Van Steenbergen says that letting people make career changes can have hugely positive outcomes for companies, and is something he very much encourages in his work. Ideas overflowing Promoting the possibility of a varied and international career, with both internal and external candidates, is more of a challenge than one might imagine at HEINEKEN. Between James Bond sipping it on the big screen, and the sponsorship of F1, the UEFA Champions League and the Rugby Union World Cup, you’d be hard-pressed to find anyone who does not recognise the HEINEKEN brand straight away. people are being bombarded with choices, so you must stand out. That means innovation in everything that we do. What many people do not realise is the sheer scale and breadth of the company, which operates over 250 brands in more than 70 countries. This creates a particular hurdle when recruiting â€" how can this be communicated to potential hires? The answer was the creation of an exciting and innovative employee value proposition (EVP), says Van Steenbergen. “For a long time, we left recruitment to local operating companies and there were some quite brilliant things done,” he explains. “We felt, though, that there was a new generation that we needed to approach with a different experience, and we wanted to communicate what we stand for and that we are an international company with opportunities. While a lot of our people join our local companies and we are deliberately decentralised, we felt there were common threads we need to communicate.” Working with marketing, Van Steenbergen and his team crafted the message of who HEINEKEN are and considered how they could turn this new EVP into a campaign, as they would with any other form of marketing. Together, they came up with Go Places, a modern, fun and interactive video advert starring real employees. “We felt it had to stand out. There is so much clutter of brands aiming at employees. We wanted to stand out with something that was modern, digital, mobile but still telling the story that we are an international company. You can go places globally but you can also develop your career in different functions as well. I am very proud of what we have done.” Recruitment taking an innovative approach is something Van Steenbergen says will be unavoidable in the future. “In the future we may need to go mobile only and there are tremendous opportunities with new technology that we must investigate. We need to see what the next best tools are because the generations coming into the workforce will challenge us to be innovative. Good people are being bombarded with choices, so you must stand out. That means innovation in everything that we do.” Van Steenbergen also encourages local operators to put their own spin on the campaign: “We can’t just talk about HEINEKEN â€" people must know they can do a fantastic job on our other brands. We call it freedom within the framework. Go Places is the framework â€" the story is there and there is a lot of material and messaging â€" but we encourage our local operating companies to make it relevant. Frankly, Vietnam is not the UK. Their consumers and future employees are different. There are different cultures and we must leverage their biggest local brands.” Leveraging the best talent to work on campaigns like this, or anywhere else they are needed in the business, is an important step, says Van Steenbergen, and offering career change opportunities is something he knows the value of well. Growing up While HEINEKEN is clearly making positive steps in the promotion of its brand as an employer, the company must also tackle ever-evolving challenges. “The company has changed dramatically over the last 15 years,” he says. “It was a Dutch company going international; now it’s fair to say that we are a global organisation. This means we face greater competition from the big players like ABI. The challenge is to continue to grow in a very competitive world.” And that competition is not only coming from large multinationals. “The new phenomenon of craft brewers is growing. You have these entrepreneurial brewers selling first to family, then to friends, then to their village and gradually growing out. At the same time, this development is fantastic because it creates interest among consumers in beer.” Van Steenbergen hopes this will also help HEINEKEN tackle diversity challenges. “We want to continue to build diversity; it’s a big focus area for us. Beer is a male dominated industry, but the world is changing and we need to be better in terms of diversity. Gender is part of that but so are different cultures, nationalities and ways of thinking.” And as the company continues to grow in emerging markets, Van Steenbergen says it is important to do so with an eye on the future: “We need to face it in a systematic and sustainable way. There is, rightly, now more pressure to do things in a sustainable way and we are investing in that agenda. “One thing is for sure, we need leaders who are international and who can think and operate globally. The world of talent is very competitive, so we spend a lot of time building our talent pipeline with a specific focus on emerging markets.” Setting out purpose This year, HEINEKEN has taken steps to ensure all employees know exactly what its business is about. While the Go Places campaign has certainly boosted its employer brand, it has also complemented this with an updated set of values, WE ARE HEINEKEN. “When you talk to people who have been at the company a while, they probably don’t need a manifesto or purpose,” says Van Steenbergen. “They wake up each morning and are proud of this company and know what it’s all about. It’s in the blood. “But we need to be attractive to new people coming in, in particular the younger generations. They have a lot of choice in employers and are not afraid to move companies if they don’t like one. There were requests from our younger leaders and other people joining the businesses for us to refine what we stand for.” Van Steenbergen says discussing what sets the brand apart and distilling it into a cohesive statement as an executive team was a challenge, but the resulting manifesto really tells new employees who HEINEKEN are. “It’s our compass for everything we do. We need to leverage it to attract new people, but also help it come alive in our day-to-day work. “The worst thing you can have is a fantastic purpose, then do something different in reality. It’s key that all our leaders and people live the manifesto and that they can look at it and know, in particular when things might be going the wrong way, that we are doing the right thing. “When we are working in some territories that are challenging from a political or social point of view, this manifesto helps our leaders say ‘okay, we’re confronted with this, but this is who we are. This is what HEINEKEN stands for, these are our values and we won’t step away from them, even if that means we do not do certain things as a business’.” One of the strengths highlighted in HEINEKEN’s purpose is the trust the company has built and its desire to progress. Both areas are at the forefront when it comes to discussions around automation. “Technology can be an enabler to do certain things faster and more efficiently, without a doubt. That we should look at, but the human factor should not be taken away. When you talk with people about automation, it can be a bit scary. People are worried their role might be automated. Understanding that is important, but it will also create new roles and demands for new skills.” Van Steenbergen concludes by reflecting on technology’s impact on his own role when recruiting. “As humans we have our biases; new technologies can take those away. Does that mean humans will not be involved in the future? I doubt it. I believe companies are about human relations. Even with everything that is going digital, the success of businesses relies on human relationships and leadership.” Did you enjoy reading this Hays Journal  article? If so, here are some other blogs that will also be of interest to you: Four employer branding  trends you need to know about in 2017 How to embed a customer-led culture Why you should be encouring intrapreneurship  today Don’t let your business get caught out by disruption 5 things we learnt from Zaha Hadid Architects Global Head of People and Talent Four employer branding  trends you need to know about in 2017 How to create an engaged workforce

Lies Youve Been Told About Awards Section Resume

Falsehoods You've Been Told About Awards Section Resume Hiring directors attempt to locate significantly something beyond your ability to discover the assignment done. The recruiting administrator will give more consideration and get a superior thought of what you could do. It's just plain obvious, the recruiting chief is acquainted with seeing resume segments show up in a specific buy. Adding an achievements area to your resume is an amazing strategy to exhibit your best accomplishments and areas of aptitude as they identify with the activity which you're applying for. Social catches sit vertically between the 2 sections. Utilizing a resume format licenses you to quickly achieve this. Resume is a one-page format planned particularly for resumes and individual ventures. To help you in beginning, we have a broad library of resume layouts that are totally allowed to download. The title locale of the page shows the name and titles. LiveCareer has a great deal of data on the most ideal a pproach to make an amazing Awards segment. Try not to include continue classes if you can't list at any rate a couple of things in each and every area. You may likewise need to state just two or three words about the association that introduced the honors, if this information isn't self-evident. Featuring the principle experience focuses is an incredible method to show planned managers what you picked up from your cooperation. You should tailor the training segment of your resume to fulfill your conditions, including whether you keep on being an understudy, how much work experience that you have, and the quantity of scholastic accomplishments you have. Clarify what examination you'd love to lead. Most loved districts of study 6. Presenting Awards Section Resume Finding out how to create a legitimate resume praises and grants area will have the option to assist you with settling on a choice regarding what data is reasonable to utilize. On the off chance that you simply have two or th ree expert honors to add it is desirable over remember them for your expert experience. Incorporate the year and the point of the honor. Start every classification having the most significant respect or grant, and use bulleted records to more feature your data. You likewise need to list non-money related prizes associated with the respect. Grants won't be granted to exactly the same beneficiaries for two continuous decades. Particularly, if you graduated with distinction. Be explicit concerning the honors, praises, and achievements and forestall ambiguous language. In almost all circumstances, a work application objective is just two or three sentences a lot of second. Government employments frequently need you to have involvement with an exceptional sort of work for some timeframe. In this manner seeing how to make a resume is basic. A debt of gratitude is in order for your time and excellent karma with your work search! In case you're an understudy or an ongoing alumni planning to find work, you probably won't have a decent arrangement of experience to list on your resume. A goal is unquestionably a succinct announcement that explains your objectives about the kind of business wanted and the path by which your abilities cause you to an extraordinary fit. At the point when you have a lot of work understanding, it's savvy to join any master grants on your resume to accentuate the reality your work was perceived for its greatness in a specific field. In case you're not an understudy and have increasingly significant work understanding, you won't be making a decent attempt to occupy space and it may be progressively advantageous to focus on different locales of your resume. What Everybody Dislikes About Awards Section Resume and Why For organizations, an expert resume is the most basic medium to utilize a specific individual, as it contains the entirety of the information important to know whether the p erson fit for the activity. Keep the honors identified with your activity and industry. The achievements that you select to improve your resume must be pertinent to the work opportunity you're applying to or relate somehow or another to the business or explicit business. Your copywriting grant might be great, however all things considered, it won't help you in a business expert job. Living day to day After Awards Section Resume Objective has transformed into the most essential piece of a viable resume. On the off chance that you own a gathering of grants from a specialist association you have a place with, at that point you will need to downplay the master language. Verify you don't just recurrent language from various segments of your resume. Try not to keep down if you have different honors in a particular zone or you've accomplished something unique in a formerly held position like the opportunity. Which implies you should characterize a unique goal for each work application. You should have five objective proclamations. The target explanation must be shrewd and need to express something you ability to support the forthcoming boss. It must clarify objectives that you wish to accomplish utilized in the business. The Secret to Awards Section Resume Any typical movement that does exclude things like fulfillment of an honor, grant, or different methods for acknowledgment shouldn't be recorded as an achievement on the grounds that your ability to be phenomenal has not yet been estimated by methods for an association. At the point when you produce your resume, the honors segment is a significant segment of showing your capacities and capacities. You shouldn't utilize the articulation responsible for on a resume as it can never genuinely solid to be an accomplishment. Here is a stunt for introducing the very same achievements as in the first rundown when there's been a hole of numerous years since winning any outstanding honor. The Tried and True Method for Awards Section Resume in Step by Step Detail Concentrate on these areas to comprehend whether you meet the necessities for the position. Organize the interesting resume segments you select to include. In that circumstance, you can need to bring a resume accreditation area. Get rid of the additional experience segment. Particularly at whatever point there are endless various candidates with comparative capabilities and capacities. Your experience should handle each fundamental capability in the activity declaration. Each activity has a specific arrangement of prerequisites. In a perfect world, your resume will exhibit there are loads of features which make you, the work competitor, an incredible fit for the position.

Is Your Resume Producing the Response You So Desperately Need Implementing this strategy now can make all the difference. -

Is Your Resume Producing the Response You So Desperately Need Implementing this methodology currently can have a significant effect. - What one procedure is well on the way to pull in more regard for your resume from employing supervisors and enrollment specialists? Giving the potential manager an image of what you achieved at your past bosses is perhaps the most ideal approaches to delineate what you can convey to their association. Businesses are searching for results; and when mulling over employing choices, they'll pick the up-and-comer with the best understanding and generally relevant earlier successes. If they have a needâ€"and you've shown you can conveyâ€"at that point you're basically giving them you are an ideal fit. Permit me to clarify. When I survey a resume, I'm figuring: What can this individual accomplish for my company? Does the person have the outcomes to back up the experience? Is it the correct contender for this specific position? The most ideal approach to impart this to a potential boss is through achievement and commitment based resumes. Obligations and duties are below average. Achievements and commitments are vastly improved. Try not to undercut yourself either. In case you're not in dealsâ€"and you don't have hard numbersâ€"that is alright; only one out of every odd calling will. At the point when I plunk down with a customer to assemble a resume, I essentially talk with them, similarly as though I were talking with them for the activity they're attempting to get. I like to think about their whole history at their past bossâ€"not exactly what is on their present resume. I can find much progressively about a customer that wayâ€"and better relate this data on their resume. It is stunning to me, what number of individuals don't have the foggiest idea what to state or how to state it on their resume. When gathering a rundown of achievements to put on your resume, start with these three inquiries: 1. Name the three things you are generally pleased with in your vocation. 2. What do you feel are your greatest strengths? Name three. 3. What makes you unique? Why should this business enlist you over another certified competitor? Alright, presently take the responses to those inquiries and locate an incredible method to join them into your resume. Need to know whether your present resume is hitting the objective? Jessica Holbrook Hernandez is a specialist continue essayist, vocation and individual marking tactician, writer, speaker and President/CEO of Great Resumes Fast. She makes high-sway, top tier, continues and introductory letters that change quests for new employment into interviews and at last bids for employment. For more data about expert resume composing or to peruse more vocation and pursuit of employment related articles visit http://www.greatresumesfast.com or call 1.800.991.5187.

The Legal Advantage

The Legal Advantage The Legal Advantage The Legal Advantage Building and law are two fields that require escalated study. Prevail in either and youve achieved something. Yet, on the off chance that you can prevail in both, there are a bigger number of chances than you may might suspect. Surprising Returns After Kelly Kubasta got his mechanical science certificate from the University of Texas at Austin, he chose to proceed at the school for his legitimate degree. Numerous specialists were thinking that its increasingly significant to get three to five years in reality and afterward return for a MBA, he says. For me, I was not in a position where I felt sure that I would need to stop my vocation halfway and return so I searched for an alternative that would suit me immediately and that was graduate school. What he didnt expect was the bit of leeway his building considers gave him as a licensed innovation legal advisor. The capacity to examine confounded ideas and having solid open talking aptitudes are favorable circumstances in securing both a designing and law degree. I can separate entangled ideas and make an interpretation of them into reasonable pieces that non-specialized people cannot comprehend, says Kubasta. I can recall getting inthree or fourminutes the key parts of a development at issue in a legal dispute that took my partner, who has an electrical science qualification, 25 to 30 minutes to bore down to what the main problem was. That is significant. It likewise encourages him in picking master observers. You need to discover what is the rotate purpose of the case that will take the body of evidence in support of yourself or against you, he says. When you distinguish that you search for the observer with mastery and abilities that best matches your basic issue for the situation. With me, my designing foundation causes me channel. So what are zones architects may experience issues in with regards to turning into a fruitful legal advisor? Open talking isn't generally the best time activity for a specialist, Kubasta says. So its getting over that wavering and getting settled before an enormous gathering of individuals where in some shape or structure they are making a decision about you. To get over it took reiteration. Furthermore, I find that the more acquainted with the topic, I am the more sure I am. Patent Knowledge Furthermore, graduate school itself, Kubasta says, may require a difference in deduction. The tests and testing are altogether different than building, he says. In building theres a set in stone answer yet in graduate school you discover that most cases are not a set in stone answer but rather picking an answer and supporting it (with proof). David Cornwell, additionally a protected innovation legal advisor, is quite a firm with a few representatives who are the two attorneys and mechanical architects. I secure licenses, he says. At the point when I manage innovators they unquestionably need somebody with my building backgroundif theyve think of another transmission, they dont need to converse with somebody who doesnt comprehend what they do. In the event that it includes heat move thermodynamics, they dont need to go through cash to raise a legal advisor to an acceptable level. A law degree additionally gives a bit of leeway to those making designing items, as indicated by Cornwell. Specialists who learn law can think of an advancement development without possibly blowing their patent rights, he says. Ive needed to dismiss a few customers since they drafted a lousy agreement with the individual they co-created something with. Or on the other hand you work for an organization in the daytime and return home and build up an innovation and dont acknowledge what might have a place with you or them. Hes additionally utilized his insight to speak to enormous organizations, from Medtronic to Reebok. For an athletic shoe, you need to think about zones, for example, physiology and for an organization like Medtronic, its thinking about that and things like liquid stream, he says. To Cornwell, open doors for a mechanical architect with a law degree are developing. I think there are insufficient acceptable individuals who have specialized degrees and law degrees in this economy, he says. A great deal of patent firms are employing and we need designers and researchers who can rehearse. Trust me! Eric Butterman is a free essayist. Architects who learn law can think of an advancement creation without possibly blowing their patent rights.David Cornwell, protected innovation attorney