Three HR Essentials of 2019

A recent survey found that 60% of employees plan to look for a new job in 2019, leaving HR with a clear chance to up its game in attracting and retaining the best talent.[1] It becomes more and more common to switch from one job, or even industry, to another. The global remote workforce is growing by the day and top talents are demanding benefits that previously were ‘nice to have’, but now are essential. As Forbes provided their HR trend report for 2019, we have listed our three main findings below.

  1. Understanding the importance of corporate culture.

It is said that HR joins Marketing in defining the company brand, as customer satisfaction and top talent go hand in hand. Your brand is to a large extent defined by your employees, who ultimately build the company’s culture. Therefore, you attract the people you are looking for by creating a culture that conveys the right message. In today’s transparent environment, you have to walk the walk. Implemented corporate values, a clear mission and vision, internal communication platforms, mentorship programmes and events are key in creating a corporate culture that shines from the inside and out. People value purpose – and corporate culture provides just that.

2. Redefining ‘diversity’.

Funnily, the terms “diversity and inclusion” have become more inclusive in themselves.[2] Diversity no longer refers to gender, race, LGBTQIA status or religion; that kind of diversity is obvious, and taken for granted. A diverse workplace now also incorporates factors such as:

  • Geographic location. Diversity includes an interaction of remote workers and onsite team members. Flexible hours, digital projects and private responsibility are key words in this kind of environment. [3]
  • Generational diversity. For the first time in history, the modern workplace embraces up to five generations and their respective skills sets and communications. [4]
  • Education levels. Modern companies, especially tech giants, no longer require a four-year university degree. Rather, they look for the necessary skills and personality traits that suits the position.

3. Supporting a flexible work culture.

Connecting the two abovementioned points, a modern corporate culture that includes geographic diversity inevitably involves a positive attitude toward a flexible work culture.

As technology evolved, work pivoted from 9-to-5 to a 24-hour cycle, in which employees have the liberty to design their own preferences based on their lifestyles. Of course, this is based on a steady communication between employees and managers to arrange meetings, deadlines and division of work. All in all, however, the individual is free to decide his or her own hours, whether that’s the ability to work remotely or work during off hours.

Allowing remote work has shown to attract more top talent, with higher engagement rates and more employee satisfaction. [5] A recent study found that 78% of employees feel more productive in a flexible work arrangement.[6] Ultimately, your employees will stay longer, provide you with better outputs and lower office costs. The price? Using video call instead of face to face meetings.

By driving initiatives that address and anticipate the team’s needs, and pays attention to each individual, HR will play a pivotal role in developing a modern, successful workforce.

Author: Alexandra Teorell, 19/3-19


Balkhi, Syed. Want to Find the Best Remote Talent This Year? Here Are the 5 Best Job Sites to Try (2018).

Noyes, Jesse: 7 Big Statistics About the State of Flexible Work Arrangements, (2018)

Harte, Zoe: The Future Is Now: Three HR Trends That Will Transform Your Organization In 2019 (2019)

Fry, Richard. Millennials are the largest generation in the U.S. labor force (2018)

Farrer, Laurel. Remote Working: Is It More Than A Trend? (2019)

[1] Harte (2019).

[2] Harte (2019).

[3] Farrer (2019).

[4] Fry (2018).

[5] Balkhi (2018).

[6] Noyes (2018).

Meet our new CEO Madeleine!

We are excited to introduce our new CEO Madeleine Celander, who joined the Agentum team in October. With a customer-focused mindset and a hands-on approach, Madeleine has delivered a brand new Agentum 2.0 in only a few months.

Madeleine, tell us about yourself and why you decided to take on the position as CEO at Agentum.

After graduating from Uppsala university, I started my career as management trainee at Modern Times Group. I then continued working within media at MTG for a couple of years before heading into the position as sales manager at EF. With EF, I got the opportunity to move to Switzerland, where I have been located the past couple of years. Last summer I was recommended to the position as CEO for Agentum and I felt that it was a great next step. I moved to Stockholm and since then it has been fast-paced and super exciting.

As a person I’m outgoing, energetic and passionate about people. I love networking and the whole concept of trying to find the best fit for a certain position via contacts. This interest of mine was established already during my time as head of Uppsalaekonomerna, where I spent a year doing exactly that. My passion for people has always been a driving force, and now I get to work with it on a daily basis. I’m often fearless in the way that I put myself out there and expand my comfort zone when presented with a new opportunity, especially with a cause that I believe in. Considering how much time people spend on their careers, I believe that finding the right position is essential for one’s wellbeing and personal development. Therefore it feels great to be a part in the process of matching great people with their futures.

What is your favorite thing about Agentum? 

The simple but brilliant business idea, and how it generates a win-win situation for all parties. It’s an easy process: We have a network of credible and trustworthy professionals – the Agents – who recommend people to open positions. Companies inform us when they are looking for new employees, and we ask our network for recommendations. The agents know their fields, they have relevant sector-specific networks and they are high-achieving in their lines of business, which makes them great at finding the right person. Being in the midst of an otherwise recommendation-based society, I think it’s only a matter of time before we apply this line of thinking to colleagues as well. Besides recruitment, our agents are able to connect with each other via our internal agent network. Running a professional network on top of the recruitment function gives my position as CEO an extra element of meaningfulness and sociability.

What is your vision with the company? 

My vision is to become leading in the recruitment industry, primarily in the Swedish market but eventually the Scandinavian or even international market. Our model is smooth, efficient and easy to scale so I’m really looking forward to this journey. We want our network to thrive with inspiration, new connections and great people. Also, it is hugely important for me to create a positive and encouraging corporate culture in which our own employees flourish!