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Interview with Geke Kooij

Interview with Geke Kooij about attracting talents and developing these talents.
I am Geke Kooij and I am VP HR for Thales Benelux
Thales is a global high-tech company and in the Netherlands we mainly work in the transportation defence and cyber security area. and we work on innovative solutions together with our customers for a better world and a saver world. The reason I joined Thales is because it’s a high-tech company. The combination of human and technical was … really like something, they can be a great combination.
Could you formulate an HRM dream for Thales? Oh, actually I have more than one, but my key dream is that I see people here outside this beautiful building, lining up, to all apply for a job at Thales. Once people are in our offices, and they see the products that we are making, that we are developing then people usually wanna work for Thales. What is unique about HRM at Thales? We have a philosophy that employees do not leave the organizations, but they do leave managers. We as professional and innovative HR business partners are supporting our managers but our managers really are responsible for the development and the well-being of their team members.
How does Thales decide whether to develop talent internally or attract talent externally? Well, actually we do both. We are having an internal process to publish our vacancies first internally and if we don’t have a candidate that is suitable then we publish externally. You want your internal talents to grow, but you also wanna make sure that you don’t get too focused internally by having internal movements only.

How do organizations decide whether to develop talent internally or attract them externally? Geke Kooij of Thales will illustrate how she manages this challenge at Thales.

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