À propos de Jean Marc
Freelance recruitment expert: Various ad-hoc recruitment missions in IT and Finance (duration : 3 months-2.5 years) - Assessment centers for SME & large companies.
Skills: Recruiting · Global Talent Acquisition · Assessment Center · IT Recruitment
Français
Bilingue ou natif
Néerlandais
Capacité professionnelle complète
Anglais
Capacité professionnelle complète
Accepte de travailler sur site
Bruxelles (jusqu’à 10 km)
Expériences
- Soft Skills HR ConsultantsOwner - HR consulting in Assessment centers, recruitment & Talent ManagementRESSOURCES HUMAINESjanvier 2001 - Aujourd'hui (25 ans et 5 mois)Brussels, BelgiumFreelance recruitment expert: Various ad-hoc recruitment missions in IT and Finance (duration : 3 months-2.5 years) - Assessment centers for SME & large companies. Some Highlights (see more hereunder):*2020-2022 : Qover – Senior Recruiter ( Scale-up context :personnally filled 50 positions in 1.5 year)*2018-2020 and 2015-2016 : Stepstone - Senior Recruiter*2002-2006, 2013-2014 and 2016 : OGONE/INGENICO -Recruiter*2009 and 2011-2012 : TUCRAIL – Recruiter*2004-2017 : GRH MANAGEMENT / USG HR FORCES / SOLVUS/ GITP -Assessment Centers Expert : 5000+ Assessment centers as Lead Assessor for : Fortis, Euroclear, AG Insurances, STIB, VW, BMW, Godiva, Carmeuse, BNB*2001-2006: DAD S.A. – Belgacom/LB Icon Group: Recruiter – HR CoordinatorClients : BNP PARIBAS Fortis, Carmeuse, Euroclear, Kraft Foods, VW, Godiva, De Post, TUC RAIL, Ogone, StepStone, Ingenico, Qover…Use and interpretation of in house and self developed assessment cases (In tray , role playing…), IQ tests (Cebir, SHL) and Personality tests(OPQ, GZ, big5 model, PAPI, DISC...)
- ElectrabelHead of Corporate Recruitmentjanvier 1998 - janvier 2001 (3 ans)Throughout reengineering of the Corporate recruitment activities. Streamlining Recruitment with the global Business strategy resulting from the liberalizing of the electricity market and the new value chain of the company.• Creation from scratch of a 18 persons department, from a one person activity• Setting-up of centralized recruitment processes (definition of core competencies, sourcing, selection, contracting, internal job market, employment branding, traineeship programs, e-recruiting, HR intranet…)• Setting-up of an outsourced testing/assessment process based on competencies/skill sets• Setting-up of an internal job market promoting mobility of the managers (120positions /year)• Reducing the average recruitment time from 7 months to 1.5 month (150new hires/year)• Reducing the turnover of new hires from 30% to 10%• Participation in Global HR strategy definition• Regular contacts with General Management/Board for recruitment issues
- CPS Recruitment & SelectionRecruitment Consultantjanvier 1996 - janvier 1998 (2 ans)Recruitment & HR consulting, Business development, Customer follow-up• In charge of recruitment missions for large accounts (mostly international & Japanese companies) – Profiles: Sales, finance, technical and IT profiles (40 new hires/year)• Co-ordination of development and implementation of an Internet recruiting site (one of the first in Belgium in 1996).
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Formations
- Master of FinanceHaute Ecole 'Groupe ICHEC - ISC Saint-Louis - ISFSC', Bruxelles1989Master's degree, Finance, General
- post graduate, MarketingICHEC Entreprises1987post graduate, Marketing