User:Muhammad Ali Khalid/sandbox

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Every year tens of thousands of Belgians have the guts to start their own business. On People who want to stand on their own feet and do everything to fulfill their dreams. These are the people for whom it Topstarter about.

Topstarter is a unique experiment in which three Flemish top entrepreneurs seek out the best budding entrepreneur in Flanders. Inge Geerdens (CEO of technology CVWarehouse), Jan Kriekels (CEO radiator manufacturer Jaga NV) and Wouter Torfs (CEO shoe store Torfs), follow a select group of entrepreneurs during the first six months of the start of their case.

During that crucial first half-year, they will accompany them to the test and evaluate. Their expertise is invaluable, but their judgment is adamant. Which starter has the most business sense? Who continues despite setbacks? Only one starter win 25,000 euros and may eventually call themselves the topstarter.

Who falls off, and who can stay, get to know the candidates Evy Gruyaert. For six months she leads everything runs smoothly and at the end of nine episodes Topstarter she points to the only real topstarter.

http://www.een.be/programmas/topstarter/het-programma HET PROGRAMMA

The latest episode of 'My Restaurant' ended yesterday evening painful for the participants Dendermondse Sofie and Steven, who want to develop. Luxurious brasserie It came to a breach of trust, which were harsh words on both sides. Sofie feels wronged, the impression that they should do while Steven in the kitchen but what to muffed everything by itself. Steven contrast, believes that he should have to prove himself. Chance The couple was the unquestioned leader at the beginning of this series of my restaurant . Especially Sofie made ​​from the outset to impress both the judges and the viewers. But when it came to cooking, began their reign to falter. It became clear that Steven is not strong enough as chief cook, something which starred chef Wout Bru told him. Maybe that Sophie still might find something. The two went to Ghent to find who would like to apply to them. people there The secret diary of Sophie was found that the location of Steven could take. Proper chef there Steven himself would then only have to take a job as a sous chef. Satisfaction This was not at all to his liking. And thrice alas, the sollicitatiedag came, but people who show up for a job in the hall hoping for, but none for the kitchen. much to the frustration of Sofie, When human resources specialist Inge Geerdens there Steven then tried again to convince that someone above had better than to lead and then likely to go bankrupt, a team was the last straw. A last call has not helped. "For me, it's been enough," said Steven. He went away, leaving Sophie alone. Whether this is the end of the Dendermonde participation in my restaurant remains to be seen.

http://www.nieuwsblad.be/article/detail.aspx?articleid=PN3FU9R0 Vertrouwensbreuk bij deelnemers 'Mijn restaurant'

CVWarehouse offers virtual interview services to its customers via Global Videoconferencing Network (GVN) Global Videoconferencing Network (GVN) has been selected by CVWarehouse to render an additional service to their customers in CVWarehouse’s latest platform release. HR executives will now be able to invite international key applicants to a virtual meeting directly from CVWarehouse’s solution. GVN’s booking tool will grant access to more than 3500 public videoconferencing room in over 127 countries and additionally offers the ability to easily find, schedule and use the corporate videoconferencing rooms to further reduce the cost of the selection process. Brussels, Belgium — (22 April 2014) — The cooperation between CVWarehouse and GVN will allow CVWarehouse customers to book over 3500 public videoconferencing rooms worldwide and invite their key candidates directly from within the existing process of the recruitment platform as an additional step to narrow down the selected candidates before having to fly all of them over and meet the team. Inge Geerdens, CEO CVWarehouse explains: “We often hear 3 to 5 candidates being invited for an in person meeting. If this amount could be reduced to 2 by adding an additional virtual meeting step, costs would be 30% to 60% lower in this phase. GVN enables CVWarehouse to offer this option to our customers and helps them reach their targets. We are delighted to be able to add this service in our latest platform release as a new, innovative service integration.” “HR is one of the most interested functions to use virtual meetings as a complement to their existing tools,” says Glenn Wastyn, CEO and co-founder of GVN. “Virtual meetings won’t do away with the final in-person vetting, but it can significantly reduce the cost of the selection process and increase the quality of the selection process. Depending on the company this virtual meeting might be used earlier or later in the process, but will always result in a more qualitative screening at lower cost.”Press release Global Videoconferencing Network NV/SA Aalstersesteenweg 375  9400 Ninove, Belgium www.gvnairlines.com Press@gvnairlines.com About Global Videoconferencing Network Global Videoconferencing Network (GVN), The Virtual Airline, provides an end-to-end videoconferencing solution integrated into the travel industry channels for corporate customers. GVN makes it easy to find, schedule and use videoconferencing rooms around the world through their booking platform. Further, GVN manages the hardware, financing, service for public rooms and private rooms. Headquartered in Belgium with an office in the USA, GVN business goals include deploying 20,000 user end-points by 2017, spread exponentially over the deployment years. GVN is privately owned. Connect with GVN via Facebook, Twitter, LinkedIn. About CVWarehouse CVWarehouse’s origin lies in another company called Executive Research. In 2003, its founder & CEO Inge Geerdens dreamed of an e-recruitment tool, which would be fast, efficient and profitable for both companies and candidates. Candidates would have their own reusable profile that they would submit over the internet and companies would be able to use the same tool for their own recruitment needs (linked to their website), while recruiting companies like Executive Research could use it as a CRM system to collaborate with their customers. All of them would use the same software ‘as is’, but keep their own database filled with candidates. And it should all run at the smartest infrastructure cost possible. So why not host it on the web? Inspired by some entrepreneurial friends, Inge saw the possibilities of offering Software as a Service but changed it into a Software AND a service. At that time SAAS was not even a known acronym yet.

https://www.gvnairlines.com/images/docs/PR_GVN-CVW_2014_04-22.pdf CVWarehouse offers virtual interview services to its customers via Global Videoconferencing Network (GVN)


For start-up founder Oliver Zweigle, the award came as a real surprise. “It was the last thing I expected,” he said. The postdoctoral student at the University of Stuttgart is still at the very beginning of his career as an entrepreneur, with the official launch of Trubotics planned for the coming weeks. Accordingly, he was all the more delighted to receive the accolade and the accompanying prize money of 5,000 euros. “The money will cover a quarter of the costs of one robot,” said the budding businessman. The financial injection came at just the right time, as Oliver Zweigle is currently seeking support from investors to help him finish the prototype and build five robots for marketing purposes.

Stuttgart-based Zweigle may also have been encouraged by the presentations made by established company founders in the Fail Workshop that took place after the pitching panels. In three very personal accounts, Inge Geerdens from Belgium, Frank Karlitschek from Germany and Mark Turrell from Canada talked about the failure of their start-up business ideas and shared what they had learnt from the experience. Participants soon came to realise there was no room for self-pity in the Fail Workshop. Each of the three founders embarked on another entrepreneurial project straight after their initial setback – and have been very successful.

http://www.eig-project.eu/EIG-Coaching-Day-Heidelberg-Innovation-Forum-Intelligent-Robots-meet-Creative-Icepops_a36.html EIG Coaching Day @ Heidelberg Innovation Forum: Intelligent Robots meet Creative Icepops

We do not know about you, but we like coils that first day of the week already by entertainment with a generous portion, preferably the kind of escapist. And before we turn - fashioned we are - our light, comfort in dark times. topstarter 1234 But these days that's considered outside banging on VRT and VTM. Through a fortuitous twist of fate - and also some input from government hand, we suspect - a man that night to the ears beaten with only one message: "You shall not take!" First there was the trifle "Creme de la creme" on VTM, a thinly veiled advertisement for promoting entrepreneurship in Vlaand'ren. And now also does have an oar in with 'Topstarter', which looks for the best novice trader of our modest aardlap. In the first episode eighty ambitious men were their idea will pitch for the three-member jury. To our knowledge means pitching really just 'imagine', but business is not accidental business , so fast. proved Was settled on elsewhere values ​​and good feeling pastries policy. Another bias that remained intact after 'Topstarter? To make it in the business world, you better be made ​​of hard wood. The three judges, with President Inge Geerdens on head, were living proof of this. She left not only with the candidates sweat running in places where they did not suspect that it could, once we saw her put even the other judges in place. Raawch. Fortunately, there was the undisguised, best at times infectious enthusiasm of the candidates, who came put. In the best case with a top idea and topplan Especially the use of social media - you know: Twitter and Facebook - was Inge and co. received with shining eyes and a unanimous "yes." But enthusiasm alone were the candidates do not pass the jury. Like the one young lady, who had a commendable idea: she would go with a mobile farm along orphanages and homes, to please with some fluffy companion the elderly. Unfortunately, not its business. Stood It did not help that probably one of her animals - she had taken along for the knack - halfway through her speech prompt on the scorer's table fart. An original card, though, of course. All in all, we walked away whistling 'Topstarter. If our next week that annoying tendency is to learn about something, when we choose for a Monday night. TV-review: 'Topstarter' op Eén http://www.humo.be/tv-reviews/226975/tv-review-topstarter-op-een

CVWarehouse, an applicant tracking system (ATS), was developed by recruiters who realize the importance of a seamless process for both candidates and employers. Inge Geerdens, CEO and Founder of CVWarehouse, believes that “it’s important to ‘seduce’ LogoCVwarehousecandidates on your website to apply for your jobs, by giving them a really good experience when applying.” Just because you lead a candidate to your site, does not mean that they will apply.

Geerdens recommends that HR representatives look at their ATS through the eyes of an applicant. “If you don’t receive any candidates because the application process is too long, too boring, or too difficult, you don’t need an ATS,” she says. There is no point to having an ATS that doesn’t draw in candidates.

Geerdens had a small recruiting company at the beginning of the 21st century that was in need of an internal ATS to save time spent reporting to customers. She was unable to find any tools on the market which met her requirements and were candidate-friendly, so she built her own. The platform was based on the CRM principle and she called it “Candidate Relationship Management.” Surprisingly, after several months of using the tool internally, Geerdens states that her clients began to ask if they could the tool for their own use. CVWarehouse was created and Geerdens began focusing on it alone in 2010.

The reason that Geerdens’ clients became interested in the Candidate Relationship Management tool, which became CVWarehouse, is because it was designed by recruiters, not by an IT team or a job board, like competitor platforms. CVWarehouse takes into account the needs of both the recruiter and the applicant, focusing on the entire process and the metrics needed to make the entire process faster and more efficient.

Geerden states that most candidates apply during work hours, and often require confidentiality throughout the process. She adds that “[candidates] prefer not to use emails, 55 percent of them use mobile devices, and they want to see all jobs fast and be able to apply in as little time possible.” CVWarehouse offers a confidential candidate portal where job seekers can track their applications and be kept informed about job openings that interest them.

download (82)Employers who use CVWarehouse can choose from a variety of options and technologies, depending on each company’s needs, including a free site, a custom job site, a personalized job site, and a customized job site with API. HR managers are informed of confidential candidates who may be following their open position and are able to contact them through CVWarehouse to invite them to apply to the job.

Geerdens urges hiring managers to regularly use their company’s online application portal to be fully aware of the candidate experience. She adds that a mobile site is necessary, extra text is ignored, and it is essential to make each job appear “in a structured and sexy way,” which will lure talented candidates to apply.

http://www.hrtalentmanagement.com/2014/07/23/cvwarehouse-seducing-candidates-with-a-clean-structured-ats/ CVWarehouse: Seducing Candidates with a Clean, Structured ATS

The Dirty Fail by Jan Verheyen and the road without roses Inge Geerdens

After a refreshing lunch which almost ended in a real food fight, because there were just too few sandwiches provided for attendees ( insert Fail joke here ) - it's time for the third block of Fail Conference. We listen to the story of four Belgian entrepreneurs who have won their spurs thanks to their perseverance.


First, Jan Verheyen enters the floor. He talks about how he as a film fan films from America always preferred over arty-indie films from Europe. He looked at that too, but it just fascinated him less. It is not difficult to imagine how the clouds he was when he was asked to film in Hollywood. 'The Little Death' yourself

Once you spot the trouble started: he made ​​the film with four others, each with a different vision of how the movie should be. And how much he wanted to make the scene he was so idealized, part of the Hollywood mentality proved a bitter pill. Once he himself was the movie cliché ' You'll never work in this town again! " yelled. And eventually became John's adventure a horrible experience that would last. Eight long months soon

How much he would want to go home was not an option: the bullet would rather come back as a failure, John thought. The lesson learned: instead of the small fish to be in the big pond he could better opt for a role as a big fish in a small pond - Belgium so.

In his next job as a film importer he's also made it a miss. Probably the most legendary: during the Cannes Film Festival in 1986, he had the opportunity to buy Dirty Dancing for Belgium, for a mere € 15k rights. He and his partner being the movie ... and have obviously complained that when the film appeared a few months later a huge hit.

However, his conclusion is not that he had to take more risks, " nobody ever went broke from NOT buying a movie, you can afford to say no . "

Laugh away the misery

Inge Geerdens now runs the famous recruitment platform CV Warehouse. How reputable the company is and how polished that website looks like, the way there was not exactly easy for Inge. Her career began when she was put through her employer. As 26-year-old street She decided to become independent and founded her own agency, headhunters and fierce trial and error they succeeded.

She left a candidate relationship tool development and discovered that it officially offered an interesting business opportunity for her because it could also use them for its customers. It grew CV Warehouse. But now was not the hair to the wind, and just when she for the first time in years, gave himself a holiday, the tax authorities decided to carry on its business, with the financial impact an audit.

What she learned from her painful way that it is important to always keep smiling. Shit will allways happen . Success is because 99% of failures, there you better laugh.

Try, try, try, try, try, try, try, try, try, try, try, try, try, try

Frank Bekkers is the CEO of Mobile Vikings and the only speaker who had himself asked if he could speak. The man is an expert in failure. So he tried to be in sports, politics, and he puts all successful with Mobile Vikings are now 13th on his list. When he was 20, he wasted a week € 15k at the fair. He had saved for six years for that money. Two of his companies went on the bottle and in 2007 his company had developed a smartphone, complete with apps, but it failed to put the thing. Market

Frank was not small, "keep trying" is his motto. Also: do not be afraid. Keep trying, do not give up. Follow your intuition and break the rules.

Bounceback

They stand in his list of the most inspiring people, Steve Jobs and Richard Branson, but top of the list Tommy Cooper. Indeed, there is nothing as frightening as a stage show your skills while a large crowd watching. They see your successes but also failures. This is a situation similar to that of an entrepreneur like Nick Decrock. So many eyes are on you when you're running a business. Eyes of your employees, life and business partners, other business owners, ...

A year ago he had to pull the plug on its business NOCUS. A hard, painful decision and experience, but it's definitely not what what defines him. He is in fact working with a lot of interesting projects, such KAAI 16 fantastic factory building in Hasselt, which is a hub for creative entrepreneurs. 'Bouncing back' after a setback is what a real entrepreneur apart from the rest.

5 things that Nick 'the hard way' taught:

WHAT you do is not as important as HOW you do it. Do not put off important decisions. Make quick and confident choices and decisions. Do not be fooled by compliments. Go looking for criticism. Do not worry too much. If you can solve a problem, why should you worry? If a problem can not be solved, it makes no sense to worry. What does not kill you makes you stronger The were all very interesting and instructive stories. They also illustrate well how failure takes different forms: from mistakes that you later to laugh, to painful experiences that the callus forms on the soul of the entrepreneur. Perseverance and keep trying is the message.

Fail Conference

http://www.flandersdc.be/nl/blog/the-dirty-fail-van-jan-verheyen-en-de-weg-zonder-rozen-van-inge-geerdens The Dirty Fail by Jan Verheyen and the road without roses Inge Geerdens


Inge Geerdens, who heads the company's Executive Research may take Womed Award 2005 in reception.

That price, which the female entrepreneurship promotes is Wednesday awarded for the seventh time. Trees Loncke company Agro 2000 and Laura Troonen Spar Retail Troonen L & N NV finished in second and third place respectively. With Womed Award are independent entrepreneurial rewarded women who distinguished themselves in the business world, including in the field of women-friendly policies, an innovative strategy, organizational skills, creativity, courage, civic involvement.

http://www.hbvl.be/cnt/oid389797/archief-inge-geerdens-ontvangt-womed-award-2005 Inge Geerdens ontvangt Womed Award 2005

On March 21, the Pauwels Consulting Job Application Academy had an interesting conversation with Inge Geerdens. Inge Geerdens is the CEO of CVWarehouse and a thought leader in the fields of entrepreneurship and recruitment. She is therefore the ideal person to tell us more about the latest trends in job applications and recruitment.


Inge, can you tell us more about yourself? I am an entrepreneur with more than 20 years of experience in recruitment. In the past I owned a recruitment office, which I sold to Acerta. Currently I am the CEO of CVWarehouse.

Inge Geerdens on Job Applications and Recruitment in 2013 - Pauwels Consulting Job Application Academy

“CVWarehouse offers Software AND A Service.” ~ Inge Geerdens CVWarehouse… that sounds like a database with resumes? Exactly. But CVWarehouse is much more than a database. CVWarehouse offers online recruitment software for businesses. Our software makes the recruitment and application process on company websites easier for companies and applicants.

You can think of CVWarehouse as an extension of a company’s website. With CVWarehouse companies can optimize the efficiency and the overall success of their primary source of candidates: their own company website.

Why did you develop CVWarehouse? We developed CVWarehouse because our customers were asking for such a solution. CVWarehouse has been developed as an internal tool by and for my previous recruitment office. After I sold that office I continued with the development of CVWarehouse. At the moment we are helping companies and job applicants in more than 40 countries around the globe.

What makes CVWarehouse different from other recruitment software? CVWarehouse is very user-friendly for companies and candidates, it has a strong reporting system and we offer a 24/7 service. We are therefore not only offering Software As A Service, we are offering Software AND A Service.

“Consider the world as a village and work harder than the rest.” Inge, how has the rise of the internet, social media, smartphones and tablets changed the application process? The application process has become much faster, and social media have made our world much ‘smaller’. You can now establish and maintain professional and private contacts in the blink of an eye. And above all, nowadays everyone can build his or her own personal brand.

How can applicants benefit from all this? This depends on the kind of job you are looking for. Above all else though, make sure that your are better and that you work harder than the rest. Take care of your communication and build your personal brand consciously. A strong brand does not grow on trees. It requires hard work.

It also helps to consider the world as a village. Get out of your comfort zone and work hard. Don’t see your iPhone as a device to take pictures of your children, but as a device to check your emails.

Do applicants with good social media skills have an unfair advantage over other applicants? Is it unfair to benefit when you put hard work in building a brand and an audience? I don’t think so. Make sure you are an early adopter and use the internet and social media to distinguish yourself from the rest.

“Old school recruiters: It is time for a new business model!” What are the biggest changes in recruitment? Recruitment is much faster than it was 10 years ago. And it goes on all day! 90% of the candidates apply during office hours from their workplace, but recruiters have to be accessible after office hours as well.

Furthermore, the concept of exclusiveness has disappeared. Previously, as a recruitment office you could often search candidates for your clients as an exclusive partner. Nowadays more and more candidates apply independently through company websites.

How do you think the recruitment process will evolve in the coming years? Old school recruiters should seriously question their business model. Traditional recruiters work at a fixed rate: they search for candidates and they receive a reward after the hire. The higher the salary of the successful candidate, the higher the reward.

This is not a win-win situtation, because the companies that hire the candidates are paying high fees. Without a win-win situation for the candidate, the recruiter AND the recruiting company, this business model is no longer sustainable.

How can recruiters adapt? Recruiters and employers need to realize that the best resumes are not necessarily submitted through job boards or by recruiters. More often than not, the most valuable applications are received through the company website. Unfortunately, most companies do not have the time to screen all these resumes.

Here lies an opportunity for recruiters: recruiters can help companies from the inside. Companies can employ (freelance) part-time or full-time recruiters to screen resumes and to support the recruitment process.

What do you think of recruiters using social media? I Google everybody! I often hear that work and private life should be kept separate, but that is outdated. If that would be true, then employees should not visit social media during working hours either… If employees and applicants are not separating private life and work, then why should I?

“Believe in yourself. If you don’t, then why should I?” Inge, what is your ‘golden tip’ for applicants? Believe in yourself! If you don’t believe in yourself, then why should I or any other employer believe in you? Confidence is often the biggest enemy of applicants. Get over your fear and show your confidence with a smart financial proposition.

A sales manager should not expect to earn 5,000 euro fixed, but he may earn 15,000 euro on target. And a developer who wants to work ‘on code’ looks much more confident than a developer who expects a fixed monthly fee.

What advice would you give to recruiters? Partner with your clients and create mutually beneficial relationships. Unilateral contracts that are only for the benefit of one party will not live long! Such business models are not sustainable. Aim at being a valuable partner instead, and you will be much less susceptible to the economic climate.

http://www.pauwelsconsulting.com/job-application-tips/inge-geerdens-on-job-applications-and-recruitment-in-2013/ Inge Geerdens on Job Applications and Recruitment in 2013

Inge Geerdens is the CEO of CVWarehouse that online recruitment software offering for businesses. Clients include Sanoma Media, Hema, Kinepolis, McDonald's, Q8 ... It's her second business. In 1998 she founded the company headhunter Executive Research that ten years later she successfully sold to Acerta.

In 2005 Inge de Womed Award, received the award for best entrepreneur of the year. And in 2007 she received the Public Price of the Best Elevator Pitch, an international competition in which you have 45 seconds to "sell". Yourself and your company Inge is also coach at Bryo, an organization that supports and advises young entrepreneurs.

As jury president great responsibility rests on her shoulders. But Inge is demanding, even for themselves. There are few things that can stop her. When she needed one million for the expansion of her business, she found one. She expects the candidates especially commitment, courage and common sense.

In an entrepreneur I always look for the three G's: The Guts, the Goesting and Common Sense

7 questions to Inge Geerdens

Why did you become an entrepreneur? 1996 I was working in a recruitment company that did not want to know about modern communication tools Zoal e-mail, phone and internet. This led to fierce discussions and ultimately to my dismissal. Since then I am an entrepreneur and I keep myself in control.


What is your favorite aspect of entrepreneurship?
 your own boss. You do what you want and something goes wrong, you can only be mad at yourself. That makes the grieving process easier. :-)

What is the biggest sacrifice you have to make in your career? Leisure time with friends and family. Your social life shoot in a first phase in. Especially when the children are small. Time shortage.

If you were not an entrepreneur would you pursue? Occupational 
Oops ... I can not imagine that anyone would take me. employ :-)


What is your life motto? 
'If you think you are too small to make a difference, try sleeping with a mosquito, a beautiful statement of the Dalai Lama.

On which property each starter must have? Not a feature, but a combination of passion, perseverance and a healthy relativeringszin. That seems to me an important mix.

Do you have a great tip for budding entrepreneurs? 
Failure is part of it. Entrepreneurship is a bumpy road. Focus not on the cobble, but enjoys the scenery where you cycle through.

















http://topstarter.een.be/jury/Inge_Geerdens Jury

Video interview with Inge Geerdens, Founder CVWarehouse. CVWarehouse.com is an e-recruitment platform that is linked to the website of companies. She is also Founding Partner at Your Next Move & Ambassadrice at Executive Research. You can find Inge on her blog.


Pemo: Could you tell me briefly about your past history in sourcing venture capital? Inge: I looked for money in 2006 to start up my company CVWarehouse & I raised Eur1m in 2007. I bought back my shares in 2008.

Pemo: Wow good work

Inge: And I'm preparing for a next round of vcs in 2011.

Pemo: Very good & did you source that in Europe, obviously if it was in Euros? in your own country, Belgium? Inge: Yes I have contact with vcs within Europe & I raised money in Belgium.

Pemo: Fantastic, great!

Pemo: What personal lessons being a woman have you taken out of your successes &/or failures in that regard? Inge: I can only speak about Europe but it surprises me a little that women are looked at differently in this case.

I think I got some very strange questions. But I also think I got huge visibility as I was the only woman. Pemo: So it had its advantages & disadvantages. And you were successful which says a lot for you.

Pemo: What attitudes towards you being female have you noted from venture capitalists when you have been sourcing venture? Inge: Well they ask more questions about my private life, my kids, how was I going to solve things & they were a little afraid I would spend too much time on my family I guess?

Pemo: Dreadful isn't it? It is what it is!

Inge: What can I say? It's not only vcs that ask that question. It's more in general that I'm confronted with these types of questions as a female entrepreneur.

Pemo: Interesting, interesting, but they wouldn't ask men those questions would they? Inge: Well not at all I guess, no, no. They wouldn't even think about it.

Pemo: What qualities do you think women entrepreneurs need specifically for sourcing venture? Inge: I've been thinking about that question just before your call.

I think we have to act like men. We need to be proud. We need to be very self confident. We need to have excellent communication & presentation skills. We need to say that we are better. We don't need to be emotional. So just go to the point, show facts & figures & move further.

Pemo: So copy what the boys do & make sure that we've got all our bases covered is what you'd suggest, yeah? Inge: Well do better than the boys do because we have female disadvantage.

Pemo: Thank you that's a salient point.

Pemo: Do you think that the challenges that women entrepreneurs/startups have historically faced, mean that we will always be under represented sourcing venture? Inge: I think a lot of women will always be underrepresented in any business context. Not only but of course also sourcing but already in companies, in boards, in setting up companies, in positions in companies.

Pemo: Have you noticed any changes in the last couple of years since you did your first round in attitudes from the venture community or angel community towards women in Belgium? Inge: The period you're talking about is of course the height of 2007 & I'm in the recruitment sector in Europe. So we got a major crisis in 2008 & 2009 so everything closed from a money point of view. I guess it's not only towards the women. Something that I notice is that the venture capital world in my eyes is very macho, very white male but I guess they're macho towards other male entrepreneurs as well. So I don't know, I'm not sure.

Pemo: You are a non-technical CoFounder, do you believe that it is easier for technical women founders to achieve venture funding than non-technical? If so what are your reasons for this? Inge: I don't think it's easier for them. What I did when I was looking for venture, was I really started doing competitions & contests on presentations & pitching.

I realized after my first presentation to venture capitalists that 90% of me raising money would depend on my presentation skills. Pemo: Very good, so thats a real key point.

Inge: I did a contest & I won a prize in elevator pitching amongst 500 business plans & people pitching all over Europe. I really did it in order to raise money. I think the more technical people are, the harder they find to explain in human words what they exactly do & what they're looking for. So I think being extrovert, having excellent presentation skills rewards much more in finding money. Because in the end they invest in a person or a team of people & not so much in a company or the technical part of a company.

Pemo: That's a really good point, thank you.

Pemo: Could you list some of the advantages of gender diversity in a startup? Are there any disadvantages? Inge: I think the balance would be the best. Not too many women for obvious reasons. Not too many men for obvious reasons. With balance I think women are much more long term. I also think that's why we have so much difficulties with venture capitalists. Because venture capitalists from the business plan are short term anyway. So men are in the middle, women are very much in that long term strategy keeping an eye on the customers, the company, the employees. So I think having women is an advantage for the long term strategy. Having men is an advantage for the short term strategy because you need both.

Pemo: Fantastic, so what you're saying is that the balance is the best, most optimum in any startup? Inge: The real situation is to have the best people. Unfortunately in a startup, you have the people that want to go with you.

Pemo: Exactly, that's great! Thank you so much for your time today, I so appreciate it. I wish you all the best for your next round.

- See more at: http://www.thenextwomen.com/2011/03/23/inge-geerdens-founder-of-cvwarehouse-belgium-play-like-the-boys-for-venture-success#sthash.d4mxcLEv.dpuf Inge Geerdens, Founder of CVWarehouse, Belgium: Play Like the Boys for Venture Success - See more at: http://www.thenextwomen.com/2011/03/23/inge-geerdens-founder-of-cvwarehouse-belgium-play-like-the-boys-for-venture-success#sthash.d4mxcLEv.dpuf

Inge Geerdens and I have been on each other’s radar for a long time. We are both involved in executive search and research in Belgium, we have even attended the same event, but not spoken. We have supported each other’s content on social media platforms for years. Despite both being based in Belgium, we had never met. I wanted to change that.

So last Wednesday on an uncharacteristically sunny early spring Belgian day, I set off for the historic town of Antwerp. After precariously negotiating the side streets of this lovely city, narrowly missing being rear ended by a tram and mowing down any number of cyclists, tempted onto their wheels by blue skies, Inge and I took our seats on the terrace of a small Italian restaurant.

Inge is a petite powerhouse. An alpha entrepreneur by standards set by either gender, she is a LinkedIn Thought Leader, Founder/CEO CVWarehouse, Advisor at Econopolis NV, Bryo Ambassador and member of a number of Boards.

She is direct, forthright and doesn’t pull any punches. Her current passion is to support Your Next Move, an organisation that promotes chess amongst young children. Studies have proven that children who learn to play chess at a young age, develop attitudes that we urgently need in our society and on our work places discipline, thinking under pressure, coping with losing, strategic planning. When talking about the project Inge becomes visibly animated.

Named Female Entrepreneur of the Year, I asked her about CV Warehouse and her other entrepreneurial activities.

“Being an entrepreneur involves taking tough decisions which are not always popular. I have no problem speaking up as the tough boss which is how I am viewed on the Belgian TV show I am involved in where I mentor young entrepreneurs. We are going through difficult economic times and the word is changing rapidly. We see the corporate world being slow to adapt, but it’s important to stay up to date which is why I am so active on LinkedIn. It’s a way of reaching a huge number of people“

I know before asking where Inge’s profile might stand on the issues of women in the workplace! Business first brigade I wonder? “Career mom or desperate housewife: the choice is yours and I’m with you as long as you’ve made it deliberate “, she wrote on International Women’s Day.

I mentioned a training statistic that companies spend 50% less on training women than men in Belgium.

Inge Geerdens: “We have to be careful how stats are analyzed and make sure that they reference individuals in the same level of job with the same time commitments. As an entrepreneur I would invest equally in any full time employees working in similar roles regardless of their gender. I’m against women being perceived and thinking of themselves as victims. There is much more they can do for themselves”

3/12: 3Plus Mini-Mentoring Event (Brussels)

So in that case would she support the 3Plus Mini–Mentoring Event in Brussels on Tuesday 12th March, an initiative from 3Plus to give women easier access to senior women, encouraging them to take charge of their careers and invest in themselves? Send me the link she said – I’ll think about it. As you’re reading this than I guess she’s OK with it! Join us!

http://www.whiteboardmag.com/mentoring-event-123-brussels-an-interview-with-inge-geerdens-belgian-thought-leader-and-entrepreneur/ Mentoring event 12/3, Brussels: an interview with Inge Geerdens, Belgian thought leader and entrepreneur.

Inge Geerdens (42) was born in Stevoort and grew up in Herk-de-Stad. In 2003 she founded the Antwerp recruitment agency Excecutive Search, that in 2008 they sold to Acerta. The general public is best known as a judge of the VRT programs Topstarter. Following the Flemish Starters, which also organizes Unizo next week in Hasselt, The Age invited her out for an interview about start-ups. "It is full of ideas for many young entrepreneurs and aspiring entrepreneurs. But there is a huge gap with reality, "says Inge Geerdens fixed. "Starters have to seek alternative other entrepreneurs as a sounding board."

Inge GeerdensShe also feels that attention not only to the starters, but also to start to go through. "Many SMEs fail to grow at companies with 200 or 300 employees. We would these entrepreneurs somehow this must give the necessary support. Levers and Limburg that would give a serious boost. "

Finally, the mindset needs to be addressed. "Entrepreneurship implies risk, and therefore fail. That should be no threshold. Failure must be able, if we only have to draw lessons from, "she concludes. "Less starters, more yet more interest"


Next Thursday Unizo Limburg Starters organized in the premises of the PHL in Hasselt. "Although there are fewer starters are counted in the first quarter, we notice more interest for starters week than last year," says director Bart Lodewyckx this.

In the first quarter of this year saw the number of Limburg start to decline by 19.4%. That is the worst figure of Flanders. "I think the quality than quantity," qualifies Lodewyckx. "The number of registrations for our Head Start is already much higher than last year. We aim for 700 entries. The comfort zones fall away, and that puts people to work for themselves. Entrepreneurship is essential, "says Lodwyckx.

The Starters Unizo Limburg takes place from 13:30 to 20 hours. There are 25 information sessions and as many experts for individual advice available. Participants Man is free, but registration via this link is required.

Inge Geerdens: “Meer aandacht voor doorstarters” http://www.madeinlimburg.be/nieuws/inge-geerdens-meer-aandacht-voor-doorstarters/


38 years Founder and business manager of Executive Research (recruitment and screening of candidates for senior positions) and CVWarehouse (online recruitment platform). in 1996 started sole proprietorship, today accounting for 17medewerkers. Executive Research has a turnover of nearly 2million euros, with an EBIT of more than 25%. Was voted businesswoman of the year (by Striking, Unizo and the Vlerick Management School) in 2006. Organized already twice a chess tournament between Flemish business leaders and former world champion Garry Kasparov. (Jir) http://www.standaard.be/cnt/ts23c5fe Wie is Inge Geerdens?

Inge Geerdens, Founder and CEO of CVWarehouse

Early in her career, Geerdens wasn't as lucky as Kelman was— she was actually fired and forced to leave the company she'd been working for. But still she managed to come out on top.

In 1995, a young and eager Geerdens was working for a recruiting firm that didn't believe it was necessary to invest in technologies. When Geerdens suggested the importance of the Internet to her boss, she received a cold shoulder.

"I suppose my disappointment showed when I left her office. I got sacked just a few days later," Geerdens says. "I guess juniors are simply too young to have a vision on the future of the company. Therefore, I was trouble."

This lack of faith in her ideas lit a fire under Geerdens, however, and she decided then that she would never work for another boss. She soon started her own tech-savvy recruiting firm, and within five years, the brand was so strong, she was able to sell it.

As for her former boss? Her company went bankrupt five years later.

https://www.americanexpress.com/us/small-business/openforum/articles/how-9-extremely-successful-businesspeople-handled-setbacks/ How 9 Extremely Successful Businesspeople Handled Setbacks

We all know that CEOs have to delegate to be successful, so why wouldn’t they delegate their social media accounts? When we see daily LinkedIn updates from a CEO, we naturally assume that she’s delegated her social media production to a publicist or underling. But that’s not the case with Inge Geerdens, founder and CEO of recruitment firm CVWarehouse, and the third entrepreneur to write for Prialto’s Innovators’ Corner series. Inge considers social media engagement important enough for her company to do it all herself. She is a prolific columnist, trainer, entrepreneur and thought leader on all manner of recruiting and business topics. With more than 45,000 LinkedIn followers, she has a long history of personally engaging and connecting to people online. Her company, CVWarehouse, touts nearly 15,000 candidates applying through its e-recruitment platform each month, and is always looking for better online tools to involve its customers. That’s why, over the years, Inge has developed best practices for her own and her company’s social media strategy. We asked her to share her thoughts on whether to delegate social media management, and here’s what she told us. Why is social media important? Social media presents an opportunity for small businesses to make themselves a familiar brand. We don’t have the marketing engines of General Electric or Motorola. Still, because of my social media presence, all my followers and customers see things about me and about my company at least once a day. Related Resources from B2C » Free Webcast: How to Craft the Ideal Content Strategy for Your Facebook Page Successful marketing tends to happen when people encounter your brand over and over again. Potential customers don’t remember you after one or two mentions, but come to you after the hundredth or two-hundredth time they come across your name. Social media is a nice way to keep yourself top of mind without being blatantly commercial about it. Also, in the case of CV Warehouse, our business itself revolves around engaging people on both sides of the recruiting table. Social media is a key place to meet and reach as many of them as I can. Who leads CV Warehouse’s social media outreach? I post to the company’s social media accounts myself every day. When I travel, I sometimes have someone who knows me well post on my behalf for a short period of time. Besides that exception, social media is not something that I outsource. It would not be appropriate in the hands of our marketing department or delegated to a new employee. There are two reasons for that: I believe that a CEO needs to be very careful about who she puts in charge of content production. Someone who has been at the company in the industry for a mere three months will not know what to post. I’ve even seen situations where junior employees have posted competitors’ updates to the company page because of their lack of context. Reading through the articles that I post makes me a better person. Even if I’ve just scanned them, doing it myself means that I’m constantly learning and reinforcing my own skill set. How do you differentiate between your posts to the various social media outlets? CV Warehouse has three primary social media accounts: Facebook – where I post advice for jobseekers and candidates LinkedIn – where I provide advice and thought leadership to companies Twitter – where I often post job vacancies for my customers In all three spots, I post articles, tips or my own thoughts on a relevant topic, depending on the target audience. I sometimes also include a smiley face or a joke to let the audience know how I feel about the article. How often do you post to each account? Persistence and rhythm are important here. You don’t have to post twice a day, but I do post at regular intervals, because the company’s followers and fans can come to expect that. You should stick to the pattern that works best for your company. Still, in terms of specific numbers, here’s how it breaks down: On Facebook, updates show up on your fans’ wall feeds. So it’s important that I leave three hour gaps in between my Facebook posts, otherwise people will have too much of my stuff showing up on their walls and will get annoyed. On LinkedIn, the timing of my updates doesn’t matter as much, because people are generally reading the update in their daily or weekly LinkedIn email. With Twitter, I try to post at least twice a day, but never go over six tweets a day. How do you find the time to handle social media outreach on your own? In three simple steps! I created a dupe Twitter account just for listening. I use the account to follow all the magazines, writers, leaders and thinkers in my field. Every evening, as I wind down on the sofa, I go through this Twitter feed to scan the posts. While doing that, I email the articles that I find most interesting to myself. Throughout the next day, when I have a moment between meetings or some respite from my email, I fill my social media accounts with the articles I’ve emailed to myself. You have nearly 45,000 followers on LinkedIn. How do you find or add new contacts to your social media networks? How do you parse through or organize them, if at all? I don’t add new links to my network myself. I get a lot of invitations, and when I see a person in the right corner on LinkedIn that I know, I might send an invitation. I don’t sort my contacts, but I regularly search through them by region, topic, etc. That’s especially the case when I am traveling – I will always look at the contacts that I have in that area and approach these people in anticipation of my trip, if it interests both parties. Do you target posts to particular subsets of your audience? Why or why not? I am in the HR and recruitment sector and I therefore post a lot about these subjects. And of course I am an entrepreneur, so interesting articles about entrepreneurship are also often posted. I’m not usually posting for a particular audience, but a particular audience is interested in following my posts. Have you considered using Sprout Social, Twuffer or other automation tools that would allow you to schedule your social media posts in advance? No. Scheduling posts in advance is both dangerous and disingenuous. As a reader, I think it gets to be pretty obvious when you’ve automated a post, and it doesn’t reflect well on your content. In addition, sometimes things don’t fit the present situation or don’t reflect on a fast-changing market. For example, if a large Belgian company goes bankrupt, that’s not a great time for me to post something about “how to fire an employee.” Do you engage people on social media and how do you track that engagement? I occasionally get emails from people who’ve read my articles on LinkedIn or questions via Twitter. I respond to these on an individual basis, but don’t track each response. The point is to create a memorable experience for them, which in turn enhances the brand’s reputation – not to gather stats. Do you make corporate announcements via social media? Never. My customers deserve better than that. I inform my customers of any news first, via newsletter or emails, and then post my news or newsletter to the social media outlets. How have your LinkedIn editorials played into this social media landscape? LinkedIn gave me a lot of visibility among the online community, and some very nice things have come out of this. I was interviewed by two radio stations in the US about a column I posted. I have been invited to teach at an MBA school in India. So my editorials, which are often very personal, go beyond social media and bring me some great experiences. Which social media tool is your favorite? Well, this is difficult. When working or looking for something regarding my business, I use LinkedIn. When I want to connect with friends or family, I am on Facebook. I don’t have a preference – it all depends on the mood I am in and the task I am doing that day.

Read more at http://www.business2community.com/expert-interviews/ceos-delegate-social-media-content-true-false-0626293#E8dfxDcD2s8UmPRu.99 CEOs Should Delegate Their Social Media Content. True or False? Read more at http://www.business2community.com/expert-interviews/ceos-delegate-social-media-content-true-false-0626293#E8dfxDcD2s8UmPRu.99

3) Inge Geerdens - Female entrepreneur of the year in 2006 and founder of CV Warehouse The diversity even in the profile of these speakers perfectly complemented each other as they engaged in friendly debate and meaningful discussion with each other. Students regardless of gender were also open enough to share their experiences regarding the related challenges that they encountered both in and out of the workplace. http://ftmbablog.vlerick.com/2011/04/unleashing-the-power-of-diversity/ Unleashing the Power of Diversity

Manager Inge Geerdens (35) gets the Womed Award 2005, an award for independent entrepreneurial women. Inge is a mother of three children and leads Executive Research, a recruitment and headhunting company with seventeen employees. The price of Unizo honors a female entrepreneur who finds a healthy balance between family and professional life, and also demonstrating social commitment. Inge Geerdens, who trained a translator attended two years ago and Executive Research founded in Antwerp, according to the jury, an example of contemporary Flemish businesswomen and an inspiration for many women entrepreneurs. , For women, it is still not easy to to be, entrepreneur responds Geerdens. ,, We dare not always have to be hard. That's not the culture or society, but the women themselves. Women entrepreneurs do enjoy a high standing: they are sexy found. In any case, we fall. The winner received a bronze statue by artist Veronique Choppinet and may also offer training courses SME excellence at the Vlerick Leuven Gent Management School. Trees Loncke company Agro 2000 and Laura Troonen Spar Retail NV Troonen L & N ended respectively in second and third place. , the number of women entrepreneurs is gone. remarkable height since 1980 In 1980, less than a quarter of all self-employed Belgian woman. In 2004 it was 33 percent. Currently there are 228 618 women entrepreneurs in main job, according to statistics from the National Institute for the Social Security of the self-employed. The number of female entrepreneurs take in the three regions, but still rises most in Flanders. Self-employed women are especially well represented in the professions and in the service sector. (JMB) http://www.nieuwsblad.be/article/detail.aspx?articleid=GV1Q88S8 Inge Geerdens's best female entrepreneur