GHYSELS Founder Bart on Attracting and Retaining Talent in High Tech
Feeling comfortable within the uncomfortable. According to Bart Ghysels, that's the key to growing as an entrepreneur and as a professional. He shared this insight during an episode of 'Ralu on Board' on Spotify. Additionally, he discusses what the high-tech industry can improve to more easily attract and retain professionals and delves into cultural differences within organizations.
Why did you quit your job to start your own company, GHYSELS?
'Money is nice to have, but more important is the challenge. In 2006, I started as a recruiter within a large company. When I realized in 2018 that I wasn't growing anymore and was stuck in a gilded cage, I decided to change course. Of course, success was not guaranteed, but the desire to do my own thing was strong. I wanted to be independent. It was a big step to resign and start. Perhaps the biggest one in my life. But I would make the same choice again because entrepreneurship is a fantastic journey. It's not always easy or fun. But that's part of it. Success is not easy to achieve; you have to put in a lot of effort. As a poster on the wall of my office also shows: success is the visible part of the iceberg. Below it lies the part that people don't see but is crucial.'
What skills did you have to learn to become an entrepreneur?
'As a recruiter, I am good at listening, mediating, and maintaining contact with employers and candidates. In entrepreneurship, I've learned to trust myself as well. To connect with my ideas, with what I want. Because as an entrepreneur, you start with nothing but an idea. You are not part of a system you can ride along with. As an entrepreneur, you must have the discipline and vision to guide your business on your own.'
Does sports help you to be a better entrepreneur?
'Yes, very much. When I started windsurfing, I thought I wouldn't make it. I wasn't good at it. Often, I wanted to give up. But I kept repeating: don't stop, keep going, you have to go through it. So many negative voices in my head, so much resistance. Until I chose to simply enjoy it. The beauty is: from that moment on, it got a lot better. I do the same with entrepreneurship. Because it's also trial and error. The wind is not always in your favor. You have to endure setbacks. You can complain, or you can choose to enjoy it. Besides windsurfing, I also box. There, I learned to deal with setbacks, to stand tall, and to push back. That comes in handy too.'
You say that you grow when you are comfortable with the uncomfortable. Can you tell us more about that?
'When I started my own business, I had to step out of my comfort zone. You become a new person, with new strengths. More authentic. Failure is part of the journey to success. Take a company like ASML; they also faced many struggles. Of course, making mistakes feels uncomfortable. So does taking risks. It's in our nature to protect ourselves. So, you have to learn to be comfortable within the uncomfortable. Because that's when you'll grow. For example, it can feel uncomfortable to start and offer the same service as the established players. You might think: I'm small, larger companies surely have more to offer. That doesn't feel comfortable. But if you believe you can create value, people will be open to it. And you can truly become a competitor to larger companies. Recently, I found the right candidate before a major player in the market did. At that moment, I realized that GHYSELS does indeed offer a lot of value and has meanwhile built up a lot of experience and a warm network.'
What type of professional is most sought after in the tech industry, and what skills are associated with it?
'Professionals with strong soft skills, or personal skills, are highly sought after. Companies prefer project managers who are proactive and are willing to make decisions. Due to the shortage of engineers, organizations have started to reshape themselves to attract more international talent. English has become the primary language in many companies. While Dutch can be helpful, it's not mandatory. Speaking English together doesn't necessarily mean that we understand each other culturally. In the Netherlands, we are very direct, and that may not always be understood by professionals from other cultures.'
What can companies do to attract more international high-tech talent?
'Working with international professionals is more than just translating manuals from Dutch to English. There is still much to gain in better understanding the cultural background of international professionals. We often impose the Dutch way of working and doing business on them. My advice is to put yourself in their culture more often. Give them the space to explain themselves. Have a conversation about the impact that cultural differences have on interaction and results. Plan a meeting, talk about it. Recently, at GHYSELS, we organized an event to discuss cultural differences. One of the conclusions was: why push others to integrate into Dutch culture? International collaboration is a two-way street. Why try to fit others into the box you have in mind? It's better to look at others with an open mind, with curiosity about how they are and think. That creates more connection and understanding.'
What opportunities do companies have to retain talented personnel?
What I often see is that people don't feel valued in the job they have. That's the reason they leave. Expressing this appreciation can make a big difference. How? By investing time and energy in ways to uplift, encourage, and motivate your people. We all want to have a positive impact and add value. When your impact doesn't contribute to a greater purpose, you lose motivation and seek it elsewhere. Larger companies, in particular, run the risk that professionals don't recognize the individual impact of their own work. They often tell me they feel lost in the large group. Of course, you can create cells, reorganize the organization. I see it mainly as an opportunity to listen more to the people. Understand what someone needs. Especially in a time of artificial intelligence and significant technological improvements, we must continue to invest in human skills.
How do you see the future of project management in high-tech companies?
I'l expect that management layers will increasingly disappear. People want to be led less and collaborate more multidisciplinarily. Companies are increasingly working on a project basis, and this requires good project managers and program managers. The demand for them will continue to grow.
What is your advice for a professional looking for a job in high-tech?
Prepare well for the introductory interview. Be yourself, let them know why you are motivated. For internationals, my tip is to calmly answer all the questions you are asked. The way we conduct job interviews in the Netherlands is different from other countries. We just ask a lot of questions. It's not out of distrust but to get to know and understand you.
Do you have any advice for companies looking for the right candidate?
Don't fixate on someone's experience; be flexible around the search criteria. Past work experience and successes do not determine future success. Give people the chance to grow in a role.
Do you want to listen to the complete interview with Bart?
You can do so through Ralu on Board on Spotify.
About Bart Ghysels, owner and founder of GHYSELS
GHYSELS assists high-tech companies such as ASML, Philips, VDL, NTS, Frencken, Sioux in improving their program and project management. Bart Ghysels, an entrepreneur, sportsman, traveler, and toastmaster, connects these companies with the best people to foster growth. His motto is: You shine the most when you become yourself. After working in the recruitment industry for years, he decided to start his own venture and founded GHYSELS. From the high-tech campus in Eindhoven, he bridges high-tech industry companies with (international) talent in project management. He is a trusted advisor for many companies in the Eindhoven region, and his network includes numerous talented (international) professionals specialized in high-tech and project management.
