Blog

Welcome to our ENEX Partner series, where we introduce our global Partner firms and the people behind the organisations. Today we introduce to you the HILL International office in Hungary.Eszter Tompos-Nagy, a Consultant at HILL International Hungary, provides us with fascinating insights into her work and the unique aspects of the Hungarian market.<figure id="figure-t2zy9zdrgm0krl22u"><img id="t2zy9zdrgm0krl22u" src="https://cdn.durable.co/blocks/126IK4eznbU5MydaIf29o16du5Zt8O6hQif0RytdZ3PcuaRsdPFRSpuoheSqnPUF.jpg" alt="Wooden dolls and magnifying glass." title="Wooden dolls and magnifying glass." class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/126IK4eznbU5MydaIf29o16du5Zt8O6hQif0RytdZ3PcuaRsdPFRSpuoheSqnPUF.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>HILL International Hungary is founded in 1990 and has followed the events of the labor market throughout the past 34 years. We would like to give a snapshot of the current situation, viewing the economic environment, and how it affects the employment and recruitment process. In the past years, many changes were noted – an example is a decreasing unemployment tendency – but there is still an unequal work distribution looking at the different parts of Hungary. For this article we asked HILL Hungary’s Consultant, Eszter Tompos-Nagy to give us practical insight into Hungary's current labour market and economy. <h3>How would you describe the current economic situation and the labor market in Hungary?</h3>Eszter: According to the Central Statistical Office of Hungary (KSH), the unemployment rate is at its lowest nowadays. From a number of 11%, which was experienced in 2010, it has decreased to 4,5%. Next to this, employment has increased by 13,000 headcounts compared to last year, which strengthens the positive trend. The salaries have increased in the past year and are now at an average gross salary of 600 000 HUF (1500 EUR) in Hungary, but the inflation is also catching up quickly. Regarding the employment trends of companies, when 300 CEOs were asked, 36% of them estimated a growth in employment for the upcoming year, according to an article in HR Portal. On the other hand, according to the Hungarian National Bank’s report of the past 7 years, a zero-point increase (about equal increase and decrease in employment) was observed in various industries of Hungary (indicated in the chart below). From our personal experience, out of 100 companies, about 90 are relying on inner resources for recruitment or have cost containments at the moment.<figure id="figure-bizqiltdpom0krm4qn"><img id="bizqiltdpom0krm4qn" src="https://cdn.durable.co/blocks/1cZbTi5dst9fiGziM96lcePw2760ITvpRbSZX8A1Z6QUNg8CkOdYBfdtTuvu82cy.png" alt="Worker Shortage" title="Worker Shortage" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/1cZbTi5dst9fiGziM96lcePw2760ITvpRbSZX8A1Z6QUNg8CkOdYBfdtTuvu82cy.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>What are the unique characteristics of the labor market in your country that distinguish it from the others?&nbsp;</h3> Eszter: Hungary has a strong agricultural profile among the countries of Europe. A top 100 list of companies with Hungarian ownership was published recently, where the majority have either an agricultural, or food-processing and manufacturing profile. The companies that are eagerly settling in Hungary are car manufacturers. Mercedes Benz, as well as BMW are making huge developments in the country currently. Hungary is also home to many SSCs of multinational companies. The other resources that Hungary is rich in, are historical and natural sights, thus the tourism and hospitality industry is also prosperous, especially in the countryside. And, as one of the industries that are prospering worldwide, IT companies are also prevalent here. Their gaining of ground can be found also in hospitality, through online booking systems which are popular among guests.<figure id="figure-uwp9c2unzlm0krmz85"><img id="uwp9c2unzlm0krmz85" src="https://cdn.durable.co/blocks/3aRGdSr9tP0jcgnyN4GP1CjUKiAgnJ4j5v6E9s9m5IXRZo6m2NBvMlGa4sa6mgQ5.jpg" alt="Digital Business global leadership to strategy planning and development financial and banking marketing concept. Businessman holding virtual world earth to management of business." title="Digital Business global leadership to strategy planning and development financial and banking marketing concept. Businessman holding virtual world earth to management of business." class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/3aRGdSr9tP0jcgnyN4GP1CjUKiAgnJ4j5v6E9s9m5IXRZo6m2NBvMlGa4sa6mgQ5.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>In which sectors or regions do you currently see the greatest threats/difficulties?&nbsp;</h3>Eszter: South and North Hungary have the highest ratio of residual employees, however, the area that is lacking the most employees is North-Western Hungary, which takes a contradictory picture. The ratio of the non-working society, the ones who omit from the educational and working system, is around 9,8%, and most of them are the younger generation. Next to this, another threat to Hungary is the increasing ratio of the retired community, which are members of the “baby boom” generation. By 2030, 300,000 of the currently employed will retire, leaving a big weight on the shoulders of the younger generation. One solution for this could be to begin to integrate the non-working population with part-time positions, thus including them in the blood circulation of the workforce.<h3>What can be said about the leaders of Hungary, is there something remarkable about their personality?</h3> Eszter: In the way they manage their companies, leaders and CEOs are different. However, what we notice with each of our clients is that they are all strong-willed individuals. This makes the collaboration either very smooth – when there is mutual understanding – or quite difficult, which results in longer projects – see an example below. If a company would like to stand their ground nowadays, strong will is a must, because there is huge competition for the resources – meaning employees, as well as material resources.<h3>What do you think will be the biggest challenge in managing people in 2025, and how can AI influence the recruitment process?</h3>Eszter: In Hungary, one of the biggest challenges is that the ratio of employees doing simple jobs is the 2nd highest in the EU, which brings us a lot of uneducated workforce. This is an advantage from the view of manufacturing companies, where a lot of shift work should be done. On the other hand, out of 300 CEOs, about 144 (48%) complained about the lack of an educated workforce. AI technologies can help find good quality candidates, however, they don’t necessarily find all of the best quality options. According to Forbes, the “invisible workforce”, i. e. passive job seekers, who are not active on social platforms, may be overlooked by AI search engines. Despite this fact, many multinationals use platforms like HireVue, Datapeople, or ChatGPT. (For executive recruitment, the roles of human-driven ACs and interviews are still important). From our consultancy experience, it is also true, that sometimes only a human eye can spot the sensitive details in a candidate’s profile, which can make them perfect for the job. The same position can be found with various names on social platforms.Forbes also talks about an extreme candidate-company mismatch that is experienced in the Hungarian market, because well-educated candidates are becoming rare to find, and on the other hand, companies don’t offer very high wages. This is somewhat a surprising situation, as this year job seekers risen by 20% compared to the year before.<h3>What can be said about the length and success rate of search &amp; selection projects nowadays, introduced also through concrete examples?&nbsp;</h3>Eszter: We have projects, where the match is created fast (within 4-6 weeks), because we have an extensive candidate database, and we have the professional knowledge to find good quality candidates. A challenge however, that we face more and more is the mismatch, mentioned above, as sometimes our clients, have a certain picture in their mind about the ideal employee, and only a few candidates fall into that category. Finding these special candidates may take 4-6 months even. We also have had executive search projects, where after a long recruitment process, the client decided to fill the position with inside resources.&nbsp;Many companies are putting inside resources to recruit candidates, however, in many cases, they fail to find the best quality and most importantly – trustful – candidates, who can be counted on in the long-term. Experience shows, that finding that kind of candidate, the professional eye of a consultant is often needed.<figure id="figure-3bhbqm00ylm0krnq91"><img id="3bhbqm00ylm0krnq91" src="https://cdn.durable.co/blocks/27FCpnPGWXCvYX7MCwYwmOqA3ZrYuLiGqKPYYvYiEpHrOooR619ybcwo3kJiA9Mz.jpg" alt="Recruiting and hiring the right people, human resource management concept. HR professionals identify the best candidates, ensure they meet job requirements and select the best talent." title="Recruiting and hiring the right people, human resource management concept. HR professionals identify the best candidates, ensure they meet job requirements and select the best talent." class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/27FCpnPGWXCvYX7MCwYwmOqA3ZrYuLiGqKPYYvYiEpHrOooR619ybcwo3kJiA9Mz.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure><h3>As HILL International in your country, what is your contribution to making companies more successful? &nbsp;</h3>Eszter: At HILL International Hungary our goal is thus to keep providing high-quality services where we can serve our clients the best ways and to take the weight off their shoulders to do the extensive work themselves. We believe that there is a stable foundation in our professionalism that we can build on, even if the economic situation brings us challenges. We can turn difficulties into possibilities, all we need is a professional eye that creates and organizes resources, so that the least time goes wasted. Want to learn more? Go to <a href="https://www.hill-international.com" data-mce-href="https://www.hill-international.com">https://www.hill-international.com</a> <figure id="figure-61epxkpp32m0kro753"data-full-width><img id="61epxkpp32m0kro753" src="https://cdn.durable.co/blocks/22DZVwOYPBUHQHqiG5vDXA8CPdjl0mYVSGQbZqcoJfS8RgkRWwSX3gW0pyyYL4iF.png" alt="Missing Employees" title="Missing Employees" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: 50% 50%;" data-corners="default" data-aspect="16:9" data-caption="" data-positionX="50%" data-positionY="50%" data-fullWidth="true"/></figure>

Partner Series | Hungary, a country of possibilities or difficulties?

person in black long sleeve shirt holding persons hand

<h2>Understanding Personalized Candidate Experience</h2>In executive search, managing the candidate experience is crucial. A personalized approach can make a significant difference. It helps candidates feel valued and respected. This, in turn, can lead to better outcomes for both the candidate and the hiring company.Personalization in candidate experience means tailoring the process to meet the needs and preferences of each individual. This involves understanding their career goals, skills, and personal circumstances. By doing so, we can provide a more engaging and supportive experience.This can lead to higher satisfaction and better retention rates.Moreover, a personalized experience can enhance the reputation of the executive search firm. It shows that the firm values its candidates and is committed to their success. This can attract more high-quality candidates in the future.<h3>Steps to Personalize the Candidate Experience</h3>There are several steps we can take to personalize the candidate experience. Here are some key strategies:<ol><li>Understand the Candidate: Take the time to learn about the candidate's background, skills, and career goals.</li><li>Tailor Communication: Use personalized messages and updates. Avoid generic templates.</li><li>Provide Support: Offer resources and guidance tailored to the candidate's needs.</li></ol>Additionally, AI and machine learning can help identify patterns and preferences. This can further enhance the personalization process. However, it's important to balance technology with a human touch. Personalized experiences should feel genuine and not automated.<h2>Challenges in Personalization</h2>While personalization has many benefits, it also comes with challenges. One of the main challenges is the time and effort required. Personalizing the candidate experience can be time-consuming. It requires a deep understanding of each candidate.Another challenge is maintaining consistency. It's important to ensure that all candidates receive a high level of personalization. This can be difficult, especially in large-scale executive search processes.<figure id="figure-aavpa46fgbm0aqt4o9"><img id="aavpa46fgbm0aqt4o9" src="https://images.unsplash.com/photo-1552345387-b54624b477d7?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxfHxjbGllbnR8ZW58MHx8fHwxNzI1NDMwNjg5fDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" alt="people doing body gestures" title="people doing body gestures" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://images.unsplash.com/photo-1552345387-b54624b477d7?crop=entropy&amp;cs=tinysrgb&amp;fit=max&amp;fm=jpg&amp;ixid=M3wyNjI5NjF8MHwxfHNlYXJjaHwxfHxjbGllbnR8ZW58MHx8fHwxNzI1NDMwNjg5fDA&amp;ixlib=rb-4.0.3&amp;q=80&amp;w=1080" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Additionally, tracking metrics like application completion rates and candidate retention can help assess the impact of personalization. These metrics can provide a clear picture of what is working and what needs improvement.<h2>Conclusion</h2>Managing personalized candidate experiences in executive search is essential. It requires a commitment to understanding and meeting the unique needs of each candidate. By doing so, we can create a more engaging and supportive process.Personalization can lead to better outcomes for both candidates and hiring companies. It enhances satisfaction, retention, and the overall reputation of the executive search firm. While it comes with challenges, the benefits make it a worthwhile investment.

How to manage a successful candidate experience in Executive Search

For some time now we have been talking about the impact of Artificial Intelligence (AI) in all spheres of activity of our organizations and especially in the field of Human Resources, People Management and Executive Search. AI, and mainly generative AI, offers a wide range of solutions that allow us to see results quickly and visibly, but... Beyond the ability to generate content, what real advantages does it offer? To what extent are these benefits of AI set to transform the world of Executive Search? <h3>The main benefits of AI in Executive Search</h3> 1. Automation and Efficiency One of the main benefits of AI in Executive Search is the automation of repetitive tasks and the analysis of large volumes of data. AI tools can quickly analyze CVs, LinkedIn profiles and other sources of information, allowing recruiters to focus on more strategic aspects of the selection process. 2. Improved Accuracy Some specialized AIs use advanced algorithms to make highly accurate assessments of candidates' skills and competencies. This ensures that recruiters can better identify the most suitable candidates for specific positions, improving the quality of hires and reducing the risk of human error. 3.Bias Reduction Another important advantage is AI's ability to help reduce biases in the hiring process. By relying on objective data and analytics, AI can mitigate the influence of unconscious biases that human recruiters might have, thus promoting greater diversity and inclusion in companies.<h3>Limitations and Challenges of AI in Executive Search</h3> However, AI implementation is not without its challenges. There are concerns about data privacy and transparency in algorithmic processes. In addition, over-reliance on AI can dehumanize the selection process, negatively affecting the candidate experience. In a constantly evolving labor market and increasing competitiveness, only those aspects that allow us to leverage our competitive advantages and differentiate ourselves in a perceived positive way will be truly useful. Thus arises a dilemma that will cross our organizations in the coming years: Personalization vs. automation. In the face of this apparent incompatibility, AI has a lot to say. Those of us Executive Search professionals who can use AI-based tools to adapt and personalize our messages will achieve two goals at the same time:<ul><li>Increased productivity and process agility</li><li>The development of relationships based on trust</li></ul>That is the great challenge of AI to come:&nbsp; “Balancing the use of technology with a human approach to maximize the benefits and minimize the potential drawbacks of any Executive Search process.”

How will AI transform Executive Search?

scrabble chips forming shift happens word near white feather

In an ever-changing world, companies need to adapt quickly and flexibly to remain competitive. Evaluating processes and procedures in real time is, more than ever, a critical aspect that will influence their future development. That is why today we talk about agile methodologies and organizational transformation: Being Agile is thinking about value, collaboration and customer satisfaction, but it is also about continuous improvement. <h3>What are Agile methodologies?</h3>Agile methodologies are a series of approaches and frameworks that are based on iteration and incremental delivery of value. They emerged in the field of software development, but today they are applied in all sectors and types of organizations. They are characterized by:· &nbsp; &nbsp; &nbsp; &nbsp;Customer focus: Whether internal or external, the customer is placed at the center of the process, being actively involved in all phases of the project.· &nbsp; &nbsp; &nbsp; &nbsp;Teamwork: Collaboration between cross-functional teams is encouraged, with each member contributing their skills and knowledge.· &nbsp; &nbsp; &nbsp; &nbsp;Iteration: Projects are divided into short work cycles, allowing for quick delivery of results and constant adaptation to the client's needs.· &nbsp; &nbsp; &nbsp; &nbsp;Continuous improvement: Constant improvement is sought through feedback and continuous evaluation of the whole process and each of its milestones.<h3>Agile and Organizational Transformation: benefits</h3>At first glance, Agile methodologies imply a transformation of the way of working, a fact that can imply a challenge and a period of adaptation. This first "obstacle" should not be perceived as such, but on the contrary, it is a moment in which the foundations will be laid that will allow us to incorporate the main advantages of Agile methodologies:· &nbsp; &nbsp; &nbsp; &nbsp;Greater flexibility and adaptability: It allows companies to respond more quickly to changes in the market and customer needs.· &nbsp; &nbsp; &nbsp; &nbsp;Improved communication and collaboration: Promotes open and transparent communication between teams, which facilitates decision making and problem solving.· &nbsp; &nbsp; &nbsp; &nbsp;Increased customer satisfaction: Enables the delivery of products or services that better meet customer needs, which increases customer satisfaction and loyalty.· &nbsp; &nbsp; &nbsp; &nbsp;Improved productivity and performance: Reduces development time and increases process efficiency, which translates into higher productivity and performance.<h3>Most widely used Agile methodologies</h3>Although there are currently more than 50 specific Agile methodologies and as many hybrids, the three most common (and best known) methodologies are Scrum, Kanban and Lean Strartup.Despite this compartmentalization, the most common thing is not to choose a methodology and stick to it exclusively. It is much more interesting for the company to combine elements of several methodologies in such a way that the new work philosophy that we want to implement fits perfectly with the needs and culture of the organization, selecting the best of each of the options and creating a single roadmap. However, to ensure that the methodology is applied correctly, it is always advisable to be guided by a certified Agile coach.Agile Methodologies and Organizational Transformation: The Role of the Human Resources DepartmentOnce we are aware of the need for change and the suitability of Agile methodologies as a guide in this journey, we must ask ourselves how to implement them and what role the Human Resources department should play in this process.<blockquote>The role of HR in this is should not be other tan the leading one. Organizational change is a strategic process that affects the personality of the company, its values and the way in which the different targets relate to each other and to the organization.</blockquote>That is why Human Resources, who really knows the human aspect of the ecosystem in depth, must be in charge of coordinating this transformation in the right direction. The challenge is to never forget that the ultimate goal of the organization is to ensure its productivity and profitability and that, therefore, the new design of processes and procedures must always be fueled by a maxim: continuous improvement as a way to generate greater value for the customer and a more collaborative and enriching environment for employees.<h3>Agile Methodologies and Organizational Transformation: Phases in its introduction</h3>As in any guided change process, when introducing any of these methodologies, we must start from a phase 0 or analysis of the processes susceptible to improvement. With this starting point we can design a map that includes all the areas for improvement of a team, department or the organization as a whole. This phase 0 should be completed with a scale or prioritization, since not all projects have the same relevance and cannot be carried out simultaneously,Note: if this is the first time you are working with an Agile methodology, it is always a Good idea to start with an “easy” project that serves as an example and learning tool, as well as a tool for improving the work environment.Once implemented, the phases for the management of an organizational transformation project with Agile methodologies are:Phase 1 - Gradual implementation: It is advisable to start with a pilot project and then scale the implementation to the entire organization.Phase 2 - Training and education: It is important that all members of the organization understand the principles and practices of agile methodologies.Phase 3 - Adaptation to the organizational culture: Agile methodologies must be adapted to the culture and specific needs of each organization.Phase 4 - Communication and leadership: Committed leadership and effective communication are essential for a successful implementation. It is important not to understand these phases sequentially, one after the other. On the contrary, to achieve a deep anchoring of this new way of understanding work, they should be carried out simultaneously, training, communicating and internalizing from before starting the pilot project and for as long as necessary so that all our employees can feel part of the change.Following all these steps and advised by an expert, the change process through an Agile methodology will be much easier for your organization. In case you need any help, any of the ENEX partners worlwide will guide you in the process!

Agile Methodologies and Organizational Transformation: the keys to sustainable growth

The World Economic Forum's 2024 Annual Summit, held in Davos-Klosters, Switzerland, from January 15-19, brought together the world's top leaders under the theme "Rebuilding Trust." The meeting focused on analyzing crucial global challenges and priorities, including security in a fractured world, job creation and growth in 2024, artificial intelligence as an economic and social driver, and strategies for climate, nature and energy.<h3>With regard to trends and prospects for the global labor market, the discussions held at this event can be summarized in four blocks:</h3>· &nbsp; &nbsp; &nbsp; &nbsp;A new economic framework for a prosperous future· &nbsp; &nbsp; &nbsp; &nbsp;Balancing growth, innovation and inclusion· &nbsp; &nbsp; &nbsp; &nbsp;Knowledge transfer, skills development and AI· &nbsp; &nbsp; &nbsp; &nbsp;Resilience and digital jobs<h3>A new economic framework for a prosperous future.</h3>Discussions on job creation and growth in a new era highlighted the need for a renewed economic framework that puts people at the center of a more prosperous future. This involves collaboration between governments, business and civil society to address challenges such as climate change, conflict, economic uncertainty and technological advances.<h3>Balancing growth, innovation and inclusion.</h3>Participants discussed how to balance the drivers of growth and productivity with the complexity of innovation, inclusion, sustainability and resilience. The need to align investments in economy, technology and environment with investments in jobs, skills, health and equitable opportunities was emphasized. Sustainability and the promotion of inclusion in highly diverse environments are two of the areas that will most affect the labor market in the coming years.<h3>Knowledge transfer, skills development and AI</h3>The importance of transferable skills and knowledge was highlighted. In this area, it is worth highlighting the tremendous potential of AI to facilitate personalized learning and maximize productivity. In addition, the correct transfer of knowledge and development of critical skills enables a greater capacity to attract talent in developed and developing markets.&nbsp;<h3>Resilience and global digital jobs</h3>The change in work models implies a growing need for resilience on the part of companies. But on the other hand, new global digital jobs are clearly an opportunity to leverage talent globally. Digital and technology professionals will continue to be essential, but, in addition, the incorporation of digital competencies by "traditional" professionals must also be emphasized. Thus, the current labor market will be transformed into a global talent market, in which it will be increasingly common to have customized teams located in different parts of the world.Hence the importance of having a good international talent attraction strategy. This is something that ENEX can certainly help you with. With partners in more tan 50 countries all around the world, Direct and Executive Search worldwide has never been so close! Key predictions for the job market:Beyond these areas on which participants were able to reflect, the World Economic Forum highlighted some key predictions for the near future of the global labor market. Some of the most important are:· &nbsp; &nbsp; &nbsp; &nbsp;Concentrated demand in specific sectors: There will be greater demand for jobs in areas such as health, social care, consumer experiences, customer services and those supporting the green transition.· &nbsp; &nbsp; &nbsp; &nbsp;Rise of AI and digital jobs: AI will replace some jobs, but will also create new ones. There will be high demand for highly skilled digital jobs, such as software development, finance, and healthcare management.· &nbsp; &nbsp; &nbsp; &nbsp;Decline in high-paying remote work: There will be fewer high-paying jobs available remotely or hybrid. Higher-paying roles, especially in healthcare, will require face-to-face work.· &nbsp; &nbsp; &nbsp; &nbsp;Emphasis on skills and retraining: 23% of the world's workers are expected to change jobs in the next 5 years. This high mobility implies the need to constantly develop new skills.· &nbsp; &nbsp; &nbsp; &nbsp;Increased participation of women in the labor market: More women in the labor market will facilitate the reduction of gender gaps and an improvement in labor equality.<figure id="figure-d0um59sf8lvd976e5" data-full-width=""><iframe id="d0um59sf8lvd976e5" src="https://www.youtube.com/embed/BCcNRaGaJfU" class="w-full bg-gray-100 " style="aspect-ratio: 16/9;" allowfullscreen="" data-url="https://www.youtube.com/watch?v=BCcNRaGaJfU" data-corners="default" data-fullwidth="true" data-mce-src="https://www.youtube.com/embed/BCcNRaGaJfU" data-mce-style="aspect-ratio: 16/9;"></iframe></figure>

Jobs and growth in 2024 according to the World Economic Forum (Davos)

San Diego, May 23, 2024 – ENEX and the Global Annual Meeting (GAM) committee&nbsp; is thrilled to announce that CEO Ann Cattelain, established Expert in the Belgian and European labour market, will be a keynote speaker at the upcoming GAM 2024. <blockquote>Her legal and European background appoints her to be an unparalleled speaker to guide us through the highly trascendent issue of the Artificial Intelligence Act of the EU. </blockquote>Ann Cattelain is a prominent figure in the Belgian professional landscape and the CEO of Federgon, the main network of Belgian organizations operating in the field of placement and other HR services.&nbsp;With a background in law, she began her career after obtaining a Master's degree from KU Leuven. Throughout her professional journey, Ann has showcased exceptional leadership skills and negotiation abilities, evident in her previous roles as the Legal Director at Federgon and Judge in Social Affairs at the Court of Justice in Brussels.&nbsp;She is known for her active involvement in negotiations with government bodies and trade unions, representing Federgon's interests effectively. Ann's leadership style emphasizes collaboration and strategic decision-making, which has contributed to Federgon's success under her tenure as CEO.Her legal and European background appoints her to be an unparalleled speaker to guide us through the highly transcendent issue of the Artificial Intelligence Act of the EU. || About the GAM 2024 || The ENEX Global Annual Meeting is our yearly event that brings together ENEX Partners from 5 continents. Since the first edition in 1980 between a couple of European Partners, the GAM has become the focal point for the ENEX Partners to meet up,&nbsp; learn, initiate innovation and share cross border expertise in the fields of Executive Search, Talent Management and Leadership. The GAM has a different dedicated host-team each year. Our ENEX host for 2024 is GOSECO Executive Search, with offices in both the US and Mexico. Want to learn more about our Accredited US and Mexico partner? <a href="https://www.gosecosearch.com/" data-mce-href="https://www.gosecosearch.com/">https://www.gosecosearch.com/</a> Media Contact: De Coninck, Margit Marketing Director at ENEX Germany and Marketing Lead GAM 2024 <a href="mailto:deconinck@division-one.com" data-mce-href="mailto:deconinck@division-one.com">deconinck@division-one.com</a>

Blog

Partner Series | Hungary, a country of possibilities or d...

How to manage a successful candidate experience in Execut...

How will AI transform Executive Search?

Agile Methodologies and Organizational Transformation: th...

Jobs and growth in 2024 according to the World Economic F...

Announcement: Established Belgian Labour Market Expert An...