Hello! I’m Yardéna Depuis.

Kangaroot Recruitment specialist Freelance (3Days/week)

September  2023 - Present

Recruitment Specialist 

I  specializes in the process of finding and attracting qualified candidates to fill job openings within an organization. 

•  Job Requirement Analysis: Understand the specific requirements and qualifications needed for a job vacancy by working closely with hiring managers and other relevant stakeholders within the organization.

• Sourcing Candidates: Use various methods, such as job boards, social media, professional networks, and direct outreach, to identify and attract potential candidates.

• Screening and Interviewing: Review resumes and applications, conduct initial phone screens, and interview candidates to assess their qualifications, skills, and cultural fit with the organization.

• Candidate Evaluation: Evaluate candidates' suitability for the position based on their experience, skills, and personality traits.

• Candidate Presentation: Present qualified candidates to hiring managers, providing detailed information about their backgrounds and skills.

• Coordinate Interviews: Schedule and facilitate interviews between candidates and hiring managers or interview panels.

• Reference Checking: Conduct reference checks to verify candidates' work histories and assess their suitability for the position.

• Offer and Onboarding: Extend job offers and assist candidates through the onboarding process, ensuring a smooth transition into the organization.

• Candidate Relationship Management: Maintain relationships with candidates, even if they are not immediately selected, for potential future opportunities.

• Market Research:Stay up-to-date with industry trends, salary benchmarks, and best practices in recruitment to provide valuable insights to the organization.

• Compliance:Ensure that recruitment processes comply with relevant employment laws and regulations.

• Data and Reporting: Keep records of recruitment activities, analyze data to measure the effectiveness of recruitment strategies, and provide regular reports to management.

• Employer branding:Candidate Experience: Providing a positive and seamless experience for job candidates throughout the recruitment process, from the initial application to onboarding.Content Marketing: Creating and sharing content that highlights the organization's culture, values, employee success stories, and workplace initiatives. This can include blog posts, videos, social media updates, and more.Online Presence: Maintaining an active and positive presence on social media platforms, company review sites, and professional networking sites like LinkedIn.

Bewolved Loopbaancoach/Talentmanagement

Feb 2024 - Nov 2024

At Bewolved, the role of a Career Coach and Talent Manager involves guiding individuals in their professional development and optimizing their potential. Key responsibilities include:

1. Career Coaching: Providing personalized coaching sessions to help clients identify their strengths, set career goals, and navigate career transitions. This includes creating tailored development plans and offering support in skill enhancement.

2. Talent Management: Developing and implementing strategies to recognize and nurture talent within the organization. This involves assessing employee skills, creating growth opportunities, and ensuring that team members are placed in roles where they can thrive and contribute effectively.

3. Workshops and Training: Organizing and facilitating workshops focused on personal and professional development, leadership, and effective team dynamics.

4. Performance Support: Collaborating with teams and managers to provide feedback, improve performance, and align individual aspirations with organizational goals.

The role emphasizes empowering individuals, fostering growth, and ensuring the right talent is utilized in the best possible way to support both personal and organizational success.

RSK Service  Recruitment

April 2024 - Sept 2024

t RSK, the role of a Recruiter for both white-collar (clerical) and blue-collar (labor) profiles involves a comprehensive and strategic approach to talent acquisition. Below is a detailed description of the key responsibilities:

1. Talent Acquisition Strategy:

   • Developing and implementing effective recruitment strategies tailored to attract both clerical and labor profiles, ensuring alignment with RSK’s business goals and organizational needs.

   • Conducting market research to stay informed about industry trends, salary benchmarks, and the competitive landscape to optimize the recruitment process.

   • Building and maintaining a talent pipeline by proactively sourcing potential candidates through job boards, social media, networking events, and partnerships with educational institutions.

2. Job Posting and Candidate Sourcing:

   • Crafting compelling and accurate job descriptions that reflect the role requirements and company culture.

   • Posting job vacancies on various platforms, including online job portals, RSK's website, and relevant social media channels, to maximize visibility.

   • Actively sourcing candidates through multiple channels and using recruitment tools and databases to identify suitable profiles for both clerical and labor positions.

3. Screening and Interviewing:

   • Reviewing applications and resumes to shortlist candidates who meet the job criteria.

   • Conducting initial phone screenings to assess candidates' qualifications, experience, and cultural fit for the organization.

   • Organizing and conducting in-depth interviews, both individually and in collaboration with hiring managers, to evaluate candidates' skills and potential.

   • Facilitating skills assessments or practical tests, where applicable, to ensure candidates have the necessary competencies for labor positions.

4. Candidate Engagement and Relationship Building:

   • Acting as the main point of contact for candidates throughout the recruitment process, ensuring a positive and engaging candidate experience.

   • Building strong relationships with candidates to understand their career aspirations and motivations, while also keeping them informed about their application status.

   • Providing constructive feedback to candidates and maintaining a professional and transparent communication style.

5. Collaboration with Hiring Managers:

   • Working closely with hiring managers to understand specific staffing needs, job requirements, and department dynamics.

   • Advising hiring managers on recruitment best practices, market insights, and strategies to attract the best talent.

   • Facilitating regular update meetings with hiring teams to discuss the status of open positions and candidate progress.

6. Administrative and Compliance Tasks:

   • Managing and updating the applicant tracking system (ATS) with accurate and up-to-date candidate information.

   • Ensuring all recruitment activities comply with employment laws and company policies, particularly concerning data privacy and non-discrimination.

   • Preparing and negotiating job offers, coordinating pre-employment checks, and overseeing the onboarding process for successful candidates.

7. Employer Branding and Networking:

   • Representing RSK at job fairs, industry events, and community gatherings to promote the organization as an employer of choice.

   • Collaborating with the marketing team to enhance RSK’s employer brand through social media, recruitment campaigns, and employee testimonials.

   • Creating and nurturing partnerships with external organizations, including trade schools and community groups, to boost recruitment efforts for labor profiles.

8. Continuous Improvement:

   • Monitoring recruitment metrics to evaluate the effectiveness of strategies and identify areas for improvement.

   • Gathering feedback from candidates and hiring managers to refine the recruitment process and enhance efficiency.

   • Staying updated on recruitment technology and best practices to implement innovative approaches in attracting top talent.

This role at RSK requires a proactive and strategic mindset, excellent communication and organizational skills, and the ability to build strong relationships with candidates and hiring managers. The recruiter plays a critical role in ensuring that RSK attracts and hires the best talent across a diverse range of positions, contributing to the company's overall success and growth.

Ergosun Nov HR/Coaching

Nov 2023 - March 2024

At Ergosun, the responsibilities encompass a multifaceted and comprehensive role focused on optimizing business processes and strengthening the management team. Below is a detailed description of the tasks:

1. Guiding the Reorganization and Planning:

   • Developing and implementing a strategic reorganization plan that supports business objectives and enhances efficiency.

   • Analyzing existing structures and processes to identify bottlenecks and propose improvements.

   • Facilitating change management initiatives, ensuring employees are guided and supported through new workflows and organizational transformations.

   • Establishing clear timelines and action plans to monitor and evaluate the progress of the reorganization.

2. Management Coaching:

   • Coaching management members to enhance their leadership skills, with a focus on effective communication, decision-making, and team management.

   • Providing personalized guidance to leaders to support them in solving complex issues and achieving their goals.

   • Developing tailored coaching programs that address the specific needs and challenges of the management team.

   • Promoting a culture of open feedback and continuous development within the organization.

3. Setting Up a Recruitment Strategy:

   • Developing a comprehensive recruitment strategy aligned with Ergosun's growth ambitions and core values.

   • Assessing staffing needs and determining targeted recruitment methods to attract the right candidates.

   • Building an employer branding strategy to position Ergosun as an attractive employer in the market.

   • Implementing efficient hiring processes, including selection criteria and evaluation tools, to secure and retain the best talent for the organization.

These responsibilities contribute to Ergosun’s growth and development, with a strong emphasis on strategic optimization, leadership enhancement, and attracting talented employees.

Evoqia  Recruitment&HR 
Freelance Consultant

September 2023 - Feb 2024

​

1. Recruitment (Talent Acquisition):

   2. Human Resources :

• Employee Relations,

• Perform. Management

• Employee Engagement

• Termination and Offboarding

• HR Strategy &Planning 

• Succession Planning, 

• Diversity and Inclusion

• Risk Management

​

INTIX
Talent&Development manager&HR Business Partner (Freelance)

April 2020 - June 2023

       Talent & Development Manager:

• Design and implement talent management strategies: Develop strategies to attract, retain, and develop top talent within the organization. This includes identifying critical roles, succession planning, and creating talent pipelines.

• Employee training and development: Assess training needs, design and deliver training programs to enhance employee skills and competencies. This may include leadership development, technical training, onboarding programs, and performance management training.

• Performance management: Establish performance management processes, including goal setting, performance reviews, and performance improvement plans. Provide guidance and support to managers and employees in aligning individual performance with organizational objectives.

• Career development and succession planning: Identify career development opportunities for employees, create career paths, and support succession planning initiatives. This involves working closely with employees to understand their aspirations and development needs.

• Employee engagement and retention: Develop initiatives to enhance employee engagement and foster a positive work culture. This may involve conducting employee surveys, implementing recognition programs, and facilitating employee feedback mechanisms.

• Talent acquisition and recruitment: Collaborate with HR teams to identify talent needs and participate in the recruitment and selection process. This may include defining job requirements, conducting interviews, and assessing candidates.                         

• Results: Intix is a fintech company that was founded in 2011 and has grown from 25 to 75 employees since 2020. The majority of these employees were recruited in one year (2021-2022). Intix has a very high technical skill set, which made recruiting very challenging to retain candidates who were both a cultural and technical fit. 

• Performance analytics and reporting: Track and analyze talent metrics, such as employee turnover, performance ratings, training effectiveness, and engagement scores. Prepare reports and provide insights to support data-driven decision-making.                          HR Business Partner:

• Strategic alignment: Collaborate with business leaders and managers to align HR strategies and initiatives with overall business goals and objectives.

• Employee relations: Provide guidance and support to managers and employees on employee relations matters, including conflict resolution, disciplinary actions, and performance improvement.

• Change management: Support organizational change initiatives by providing expertise in change management strategies, communication plans, and employee engagement during transitions.

• HR consulting: Serve as a trusted advisor to business leaders, providing guidance on HR policies, procedures, and best practices. Offer insights and recommendations on workforce planning, organizational structure, and talent development.

• Employee performance and development: Partner with managers to assess and improve employee performance through coaching, feedback, and development plans. Support managers in identifying training and development opportunities for their teams.

• Compensation and benefits: Collaborate with the compensation and benefits team to ensure competitive and equitable compensation practices. Provide guidance on salary structures, bonus programs, and benefits administration.

• HR data analysis: Analyze HR metrics and trends to identify opportunities for improvement and inform strategic decision-making. Provide insights and recommendations based on data analysis.

• Employee engagement and culture: Foster a positive work culture by promoting employee engagement initiatives, diversity and inclusion efforts, and employee recognition programs.

Inkubis/iAdvise Groep
Competence Manager (freelance)

November 2017 -June 2020

• Corporate recruitment for iAdvise Groep & its 8 subsidiaries in Belgium

• Training & guidance of junior recruiters

• Employer Branding

• Talent Management&Engagement

• Optimization of the candidate's experience through value fitting and restructuring of the recruitment process Belgium & the Netherlands

• Guidance of the subsidiaries with HR affairs (research & optimization of salaries, analysis of the teams & their values, empowerment of the employees)

• Contract negotiations 

TeamingUp
Competence Manager (freelance)

April 2017- November 2017

• Recruitment of senior IT profiles for different assignments

• Branding of TeamingUp

• Full administration & billing process

• Contract negotiations with candidates and customers

• Structured Field Management

Talent It 
Senior IT recruiter

Jan 2015-April 2017

• Recruitment of junior and senior IT professionals for different assignments

• Training & guidance of junior recruiters

• Coaching and internal recruitment 

• Expanding a large network of IT profiles

• Contract negotiations with candidates and customers

Protime
Account Manager

September 2012 - December 2014

• Account Management of the existing business clients

• Guidance of projects in order to optimize payroll processes 

• Contract negotiations with candidates and customers

 M.A.M.S (Maternity Wear)

CEO

April 2011-August 2012

• Start-up & Management of my own shop 

• Branding & Marketing 

• Research & Purchase of different collections

• Professional customer advice

• Full administration and invoicing

Flextra Interim 
Office Manager

September 2009-April 2011

• Optimize existing client portfolio

• Business Development 

• Management office (3 employees) 

• Recruitment

• Contract negotiations

• Writing and execution of the yearly business plan

Vivaldi Interim
Office Manager

May 2006 - November 2009

• Reorganization of the local office 

• Expanding & optimization of the client portfolio

• Responsible for all payroll activities

• Expanding temporary contracts 

• Structured Field Management