B-Hive & Capitant: working together on an innovative digital talent marketplace.

In order to build its future-proof talent marketplace, B-Hive conducted a survey with 3500 Capitant students who will soon come on the job market or who have gained a first professional experience. This way, B-Hive had the opportunity to get insight in the expectations of the future working population and this population participate in the creation of a platform that is truly tailor-made to their needs.

First of all, it was quite surprising that these young professionals and students show to be rather conservative in their approach towards the job market. They look for jobs at fairs and on LinkedIn. However, a significant change is that they use their network from the very beginning of their career. Indeed, some 90% of the respondents say they call in their network to find a first job.

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Youngsters don’t like the phone anymore. They prefer to be contacted by an employer by e-mail. We thought that e-mail was not that much of a communication channel for young people anymore, but tomorrow’s generation is not yet ready to interact purely with chatbots. Probably a huge relief for the majority of HR professionals…

When talking about a platform they’d like to use and its functionalities, the new generation prefers to get insights in their strengths and development areas by means of taking e-assessments (67.50%) and they are also looking to interact directly with potential employers (81%). This is where the importance of real-time feedback comes in.

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Another interesting result is that young professionals are not interested in standardized job descriptions anymore (62%). They want testimonials, get insight in the day-to-day jobs through video or even VR, know the values of a company, …

The exchange of a job in return for skills definitely belongs to the past. Some 35% of the respondents also indicates that content about job market etc. is less appealing when looking for an opportunity in a focused way. When taking a closer look at the expectations towards a first job, the Capitant community is mainly on the lookout of learning opportunities throughout their career (97%), possibilities to grow professionally (78%), a good salary (62%) and a flexible work environment (57%).


Overall, expectations have shifted a bit and job security is no longer on the wish list of young professionals. However, real-time interaction, immediate feedback and open communication are important requirements for companies wishing to hire tomorrow’s workforce.

Next step: we will go live on the SuperNova tech festival in Antwerp end of September. People who got a 75% match (or higher) with a job opportunity at one of the exhibiting companies or pitching scale-ups will receive a free ticket to drop by and get in touch with their potential new employer. After SuperNova, your CV will stay online after your explicit consent.

A major thank you to all Capitant members who participated in our survey.

Should you wish to get a more in-depth insight, don’t hesitate to contact ellen.thijs@b-hive.eu – We are still open to receive your resume on https://talentbuzz.cloud.beworkhappy.com/en/

Tech as enabler for flipping the mindset in HR as business partner


by B-Hive, HR Tech Valley, and Officient

When you think about innovation, dynamics, exciting technology in business, HR probably isn’t the first department that springs to mind. Things you probably mostly associate with HR are: low profile department, conservative in the way things are done, lots of administration, lot of talking to people, low tech.

But times are changing. Organizational leaders are increasingly concerned about attracting, retaining and motivating the best talents. This is becoming ever more challenging because talents in 2018 keep their consumer mindset switched on all the time: they want their dealings with their (future) employer to be efficient, effective, performant and transparent. As a key player in the relation between individuals and organizations, HR needs to step up its game, and the amount of tech to help them achieve this, is growing exponentially since roughly 2014.

This tech has evolved from on-premise process automation (late 1980’s) over large backbones systems in the cloud (around 2011) to an explosion of targeted value adding point solutions (since 2014). A look at the map of Belgian companies building software for HR showcases this explosion nicely. About two thirds of these 140+ companies didn’t exist before 2014 and those that existed were mainly focused on process automation, staffing & scheduling or resources & hiring – what many consider ‘hard HR’.

But there is an increasing demand for focus on human-centered topics – like work-life balance, burnout, cultural fit,…. It’s no longer just about matching CV’s to a job description, but also about finding the candidate that fits within the team. It’s no longer about giving candidates the tools to perform their job, but also about getting them engaged. And HR Tech is providing HR the means to achieve this end.

Let’s dive a bit deeper into this by taking a look at what’s happening in FinTech – as an example of the employer side of this continuum – and the technology developed by the Belgian startup Officient.

A trend becoming very clear in the last years, is the so-called gig economy. Companies don’t hire all their people with fixed contract anymore, but hire skills and competencies in function of punctual needs. On the other side, employees become more and more self-aware, are driven by values and purpose instead of money and job security, and not everybody is willing to be part of a company ‘ad vitam eternam’. The market of freelancers and contractors is growing strong. Recent studies suggest that in the future, the core of a company (fixed employees) will represent only 30% of the total workforce. The rest will be bot and robots, temp workers, freelancers and contractors. A real challenge here consists in maintaining your company’s identity and values. How do you keep those alive and how do you market these, working with gig people on numerous projects?

Next to this, digitalization can be frightening, because artificial intelligence proves to be able to take over tons of our current jobs. However, it also leads to the creation of new positions, where new competencies will be key. How can companies keep up with the pace of digitalization and what can be done in terms of reskilling of current employees in order to make them ‘future-proof’?

At B-Hive, we are currently building a matchmaking tool which will of course continue working with classic parameters like a resume and a job description, but the matching will be made automatically, based on information the system gained thanks to e-assessments taken by the candidate. Company as well as candidate get to see opportunities matching their specific ‘DNA’, which drastically reduces searching time for companies. Candidates also get to see the skill gap analysis of their profile regarding the job of their dreams: this way, they know which competencies are lacking and they can focus on appropriate training or coaching in order to be ‘fit for the future’ or a better match for the proposed position.

Create more people time through seamless HR administration:

The evolution towards HR analytics is mentioned as one of the main HR trends. Pioneering companies around the world are starting to use a data-driven approach to HR. For example, Google analyzed the efficiency of their selection process and experiments with ways to motivate employees to eat healthier.

One of the key challenges of starting with HR analytics is gathering the right data and making it accessible. Indeed, HR data tends to be scattered across the software of the payroll provider, numerous excel sheets and paper documents in physical file cabinets.

Officient, an HR Tech startup from Ghent, recently received the award for the ‘Coolest HR Tech Solution of the Year’. They are helping HR make a smoother transition to HR analytics. The young company already serves over 50 customers like Mobile Vikings, Joyn, Intuo and Club Brugge. Their product is an HR platform that simplifies personnel administration in SMEs, covering the entire lifespan between the on- and offboarding of an employee. One of the unique features of Officient is how it integrates HR data. Automatic integrations with payroll providers such as SD Worx and Securex are one of a kind. These integrations, together with an open API, allow customers to centralize all their HR data in one overview and keep data synced across multiple tools.

Officient’s true vision, however, is to take HR analytics to the next step. Michiel Crommelinck, co-founder and Product Lead at Officient, explains: “Already, our customers are learning important new insights from their HR data, such as a better view on total pay cost and absence distribution. In the future we want to use our data-driven approach to ultimately serve as the digital HR assistant for our customers. This assistant would be able to make predictions such as who might be at risk of leaving your company and give evidence-based advice on what to do about it.”

What B-Hive and Officient have clearly understood is the need for a different, more future-oriented approach of HR. Businesses (small, medium and corporate) have an increasing need for proactive HR that advises them on crucial matters like aligning talent with business strategy and using HR data to plan ahead. This is an important shift compared to the day-to-day focus which is currently predominant in HR.

Technology will assist HR in making this shift, but it will also mean re-skilling for many people in HR. If HR doesn’t understand this, they might one day find they have become the taxi drivers reacting against Über and if HR doesn’t prove its added value on the matters stipulated above, C-level probably will not be willing to protect HR like governments do for the taxi drivers. The challenge HR faces is more than just the increasing amount of technology, but the change of mindset and willingness to re-skill.

During the Fin & Tonic on May 28 B-Hive will present the matchmaking tool they are building and the speakers will dive deeper into the changing world in which HR people are living today.

Part One: Fin & Tonic - The Battle for Talent in Fintech

Part One: Fin & Tonic - The Battle for Talent in Fintech

While senior leadership from the New York banking scene, forward thinking tech startup founders and curious VCs start filling up the seats of the SparkLabs event venue - where B-Hive and IE are hosting the third Fin & Tonic New York event in its series – I sipped my refreshing gin and tonic and went over the event's promising line-up of keynote and panel speakers: 

TalentHive: Digital Talent in Financial Services

TalentHive: Digital Talent in Financial Services

The accelerated digitalization and automation of our work environment is also called the “Fourth Industrial Revolution.” This digitalization has been going on for some time now, but the recent technology breakthroughs and the continuous accelerated introduction creates an increasing insecurity about the consequences for everyone—not only in our daily life, but also for our job content.