1 05, 2023

New EU rules for pay transparency

May 1st, 2023|Categories: |

The ???????? ?????????? ??? ???????? ??? "?? ??? ???????????? ?????????," ????? ???? ?? ????? ??? ?????? ??? ??? by giving employees access to information about their salaries and the necessary tools to claim their right to equal pay. ???? ???????? ? Employers must know about the initial wage level or pay scale in the job announcement or before the interview. Employers cannot ask future employees about their pay history. ? Employees have the right to request information about their individual salary level and the average salary level, broken down by gender, for categories of employees doing the same work or work of equal value. This right applies to all employees irrespective of company size. ? Obligation to report annually on the gender pay gap for companies with more than 250 employees. Companies with more than 100 employees should report every three years. ? A joint pay gap assessment must be conducted with employee representatives if the gender pay gap exceeds 5%. Companies have three years to comply, and non-compliance can result in fines and compensation for employees who have been victims of gender pay discrimination. ??????: https://lnkd.in/gzUpvQFW

7 03, 2023

What is Diversity, Equity and Inclusion (DE&I) and why it matters

March 7th, 2023|Categories: Articles, |Tags: , , , |

  Diversity, equity, and inclusion or DEI, is any practice that ensures candidates and employees from different backgrounds feel included and have opportunities to develop their careers in an organisation. DEI has become a core value of many organisations that work towards an inclusive workforce. But what does it mean to be diverse, fair, and inclusive in a professional setting? How can you tell if a company is really implementing DEI as part of its values or simply checking off a box?   Keep reading to learn the what, how, and why of DEI.  Understanding the terminology  What do diversity, equity, and inclusion mean? It might be easy to understand the general concept, but it can be challenging to understand what DEI looks like when successfully implemented.   Diversity   Diversity simply means the presence of many different things, people, or opinions. In the workplace, that usually refers to a variety of people’s age, socio-economic status, gender identity, ethnicity, race, etc.   Diversity occurs when companies make a conscious effort to practice unbiased hiring (read our blog) or if they prioritize finding candidates and leaders that will bring different perspectives /voices to the table. Other signs of diversity include companies that partner with under-represented groups.   Do you want to experience the hiring process with an unbiased assessment? Click here to view Smelt’s opportunities in the Life Sciences & Healthcare – we utilize unbiased assessments (created by Equalture) during the recruitment process to ensure a fair hire.  Equalture is a game-based assessment introduced at the beginning of the hiring process to see the true potential of your candidates. Based on science, not bias. Equalture’s games are non-trainable, non-manipulable, free from biases and very enjoyable, which ensures equal treatment

16 01, 2023

Bias-free recruitment: what it is and how to implement in your organization

January 16th, 2023|Categories: , Talent Sourcing|

Humans are all subject to inclinations or opinions for or against someone or something, which is called bias. These biases can be conscious or operate on a conscious or unconscious level. However, as recruiters, if we don't investigate our prejudices and assumptions, they can interfere in the hiring process, as reported in a survey conducted by Unique in 2020. Accordingly to a study with 1,130 Dutch workers, 25% of job seekers with an ethnically diverse background suffered rejection in the Dutch job market due to age, gender or ethnicity. These forms of discrimination are forbidden under Dutch law and others. In this blog post, you will learn what strategies your organization can adopt to fight biases and the benefits of bias-free recruitment. The advantages of a bias-free hiring process for an organization Did you know that implementing a bias-free hiring process can benefit an organization's growth? Adopting bias-free recruitment ensures that all candidates are assessed similarly and based on the same criteria. The recruiters or hiring managers will consider their qualities, education and skills rather than external factors such as appearance or background. Consequently, candidates who are a proper fit with the company will be selected, contributing to a longer tenure. It is all about finding the right people for your organization! Additionally, this practice enables the recruitment of individuals from different backgrounds who can contribute with their unique experiences to a more diverse and inclusive workforce. Recommendations to make your hiring process equal and bias-free Designing a bias-free recruitment process doesn't have to be lengthy and challenging. Your team and organization can take a few steps to get started. 1. Team up with the DEI specialists. Does your organization have a DEI (Diversity, Equity

10 01, 2023

Is your organisation prepared to attract and maintain talent in 2023?

January 10th, 2023|Categories: , Talent Sourcing|

According to a Forbes report, recruitment and retention activities will take centre stage as workers continue to have leverage in a tight job market. This can affect industries such as life sciences and healthcare. Is your organisation prepared to attract and maintain talent in 2023? Connecting with our exclusive network of candidates and experts, Smelt quickly presents precisely the people you need to complete your team and organisation. Discover our workforce solutions for life sciences and healthcare: https://bit.ly/3vFJ1ID ? Source: https://bit.ly/3vLvmzz

27 06, 2022

Transagressive behaviour in the workplace

June 27th, 2022|Categories: |

Cross-border behaviour has been a hot topic lately. What exactly should be understood as transgressive behaviour remains a difficult question. Where exactly does that boundary lie? Is `you look good today` a sincere compliment or is there a different meaning? There is no clear-cut definition for the concept, also - or perhaps precisely - because subjective elements seem to be involved alongside objective factors. So, what is a compliment for one person, can cause a very unpleasant feeling for another. Smelt wants to draw extra attention to the payrollers, employees on secondment and independent interim professionals. To what extent do they feel safe to discuss transgressive behaviour and their experiences? Because this group is extra vulnerable since there is no permanent employment, it is essential to make this subject open for discussion and remove any uncertainty about it. As of today, a new protocol has entered the Smelt workforce and we have also thoroughly reviewed the processes. Our confidants Iris Calmes (The Netherlands) and Ellen Meeusen (Belgium) raise the topic "I feel safe as a flexible worker with the client" in all interim evaluations. If you have experiences that you would like to share with us, or advice that we could benefit from, please do not hesitate to share them with us and contact our colleague Iris Calmes. Do you want to read more about the topic of cross-border behaviour in the workplace and how to prevent it: Grensoverschrijdend gedrag op de werkvloer - Slachtofferhulp Nederland

13 12, 2021

Maak kennis met de talent pools van Smelt

December 13th, 2021|Categories: |

Als marktleider binnen recruitment in Life Sciences zien wij als eerste de grote bewegingen in de recruitmentmarkt. De vraag naar talent met ervaring én netwerk binnen een indicatiegebied is (te) groot. Houdt uw organisatie vast aan ervaring én netwerk binnen het vak-en indicatiegebied, vraag uzelf dan af wat uw organisatie de potentiële nieuwe werknemer gaat bieden, waardoor de gedroomde kandidaat zijn huidige, net zo leuke positie gaat inwisselen voor een nieuw avontuur. Dat ene supertalent binnenhalen is maatwerk en kost tijd en moeite. Met behulp van een talent pipeline kunt u ruim voordat een vacature ontstaat een relatie aangaan met de toekomstige werknemer en verkennen waar deze binnen uw organisatie van toegevoegde waarde kan zijn. Smelt biedt deze service aan, passend bij de huidige marktontwikkelingen. Door het creëren van een candidate pipeline bieden wij de mogelijkheid van het aanleggen van talent pools, specifiek voor uw organisatie (per functiecategorie). Deze pijplijn van talent versnelt het aantrekken van nieuwe medewerkers op het moment dat de positie vacant is. Ervaart u momenteel ook een tekort aan kandidaten met veel gevraagde profielen of dat het lastig is om de juiste talenten in de markt te bereiken, dan kan het creëren van talent pools voor uw organisatie uitkomst bieden. Graag leggen wij in een persoonlijk gesprek de werking en de voordelen uit. Download onepager