Game-changing employer branding: a personality test

The challenge

FrieslandCampina has asked us to develop a personality test that highlights their employer brand.

FrieslandCampina already possesses a strong employer brand. But how do you keep capturing attention? We have created an online and gamified personality test that highlights FrieslandCampina’s unique attributes and helps them to stand out as an employer of choice.

Our solution

The natures of FrieslandCampina

FrieslandCampina’s employer branding is centered around its so-called “natures.” These natures describe a person’s natural behavior. In total, there are twelve natures that a person can have to a greater or lesser extent.

Our task was to develop a test enabling individuals to identify their specific natures. Following this test, participants can explore job opportunities that align with their natural tendencies. At FrieslandCampina there is a fitting rol for everyone.

An online personality test

We developed a gamified test. During the test, participants engage in two scenarios. First you spend a day at the farm. Afterwards you visit the factory. Through making decisions in true-to-life FrieslandCampina scenarios, our game constructs a personalized personality profile. This was quite a challenge! Based on only eight questions we tried to distinguish all twelve natures, without getting too technical. In addition, we had to highlight FrieslandCampina’s atmosphere and supply chain.

Boost the employer brand

Players are impressed with the accuracy of the results, and the test has gained significant traction on LinkedIn, resulting in over 20,000 players. Therefore it is one of our most played games.

In short 🧺

Our team

Maarten M.

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Digital onboarding game

The challenge

Help us to onboard our new colleagues into our company mission in an exciting and effective way.

As of 2021, Versuni (previously Philips Domestic Appliances) is no longer part of Royal Philips. As a new organization, with a unique culture, they want to onboard their new people in their own way. Showing their employees that they are important to them by being unique and creative.

Our solution

A solution at scale

We came up with a scalable solution that gets new colleagues excited and ready for work. We started with researching the target audience, learning objectives, content and existing ideas. Together, we identified the needs of for onboarding. By using our agile way of working, we designed and developed an onboarding game and an interactive onboarding booklet. Together, these two tools ensure that new colleagues are up to speed quickly, are enthusiastic about Versuni and have enough knowledge to show co-ownership and realize the Versuni ambitions.

Online onboarding game

The result is a comprehensive and realistic onboarding game that introduces new colleagues to the Versuni purpose, culture and values. It teaches them where they can find information about work at Versuni and enables them to find the answers to their questions in the future by creating overview and structure.

In short 🧺

Our team

Inez

Tommy

Tim Jansen

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Nestle

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Employee referral platform

The challenge

How can we motivate employees to engage their personal networks for open vacancies in a surprising way?

With the Employee referral platform, you activate your employees in contributing to recruitment activities.

Our solution

Employee referrals

Currently, there are more job openings than job seekers. Almost every employer is struggling with the labor shortage. A good recruitment strategy is more important than ever. Did you know that job seekers place significant value on the opinions of people they know in their personal networks? Consequently, activating your employees to make candidate suggestions (also known as referrals) is essential. After all, your current employees are probably best at assessing if someone will make a good addition to the company.

Employee Referral Platform

Based on previous projects and extensive feedback research, we have built an Employee referral platform that motivates your colleagues to perform recruitment activities in a gamified way. We lower the barrier by breaking down recruitment into smaller, more manageable steps. By including the narrative of your employer brand on the platform, we complete the employee experience. In addition, we can help with activation campaigns to roll out the platform within your organization.

The benefits

With an Employee referral platform, your employees are motivated to contribute to recruitment. This will result in:

Lower recruitment costs

You save time and costs that you would normally invest in recruitment

Higher quality among candidates

Referrals not only result in more candidates, but also provide the highest quality.

Longer average retention

Of all referrals, 56% stay with their new employer for at least five years

Want to know more about the possibilities? We can give you more information in half an hour (digitally). Simply get in touch with us.

Sources: Randstad & Formstack

Our team

Sjoerd

Vera

Britt

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Continuing to connect company doctors in training

The challenge

The three-year anniversary of Arbo Unie’s traineeship for company doctors was the incentive to bring together its trainees and alumni to strengthen this valuable network. We got it done.

Our fresh perspective

About Arbo Unie

Arbo Unie improves the vitality and health of working people, making organizations more successful. Together with its employers and employees, Arbo Unie focuses on employee wellbeing and deployability by optimally supporting their personal and professional choices.

Approach

Tight network

Arbo Unie’s traineeship is the entrance point into a tight network of company doctors (in training). In order to strengthen this network, the organization had envisioned a recurring day event.

The request was to create an inspiring event that was not only rich in terms of content, but also fun – and which would lead to the development of continuing connections. A day during which company doctors in training and alumni are able to meet and support one another with personal challenges in an innovative and inspiring way.

The first edition in 2021 was the start of a creative co-creation that lasted for four years, and which Arbo Unie is now continuing internally.

Stepping outside their comfort zone

Most meetings of (future) company doctors are primarily content driven. This made the way this event was shaped unique for its participants. Each year, we introduced new, fresh elements. These included personal development workshops based on the Japanese Ikigai concept, boat trips aimed at collaboration, and a talk show with practical experts about the future of the company doctor.

The carefully selected locations, including the Metal Cathedral in Utrecht and Zwier by the Vinkeveense Plassen, added to the events’ inspiring nature. By giving participants the freedom to choose from the various activities on offer, they were in control of their day, while some of the activities nonetheless challenged them to step outside their comfort zone.

In their own words, we created a “perfect mix for this ambitious group.”

Result

The results have been nothing short of impressive. Participation numbers have grown each year – with some participants valuing the event so much that they return annually. The last edition had no fewer than 43 participants from all over the country. The event has contributed to the development of strong bonds between trainees and alumni, and has also improved the connections between the company doctors (in training) and Arbo Unie.

“Frisse Blikken really got to the heart of the matter. Paying careful attention to the right balance between content, fun, and connection, they surprised us again and again. The right organization, educational workshops, and stimulating elements for development and connection proved their value.”

Arbo Unie

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Marlijne

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The National Children’s Rights Dialogue

The challenge

The annual Children’s Rights Dialogue was set up to strengthen collaboration among all organizations contributing to the UN Convention on the Rights of the Child. Frisse Blikken designed, organized, and facilitated this crucial gathering.

Our fresh perspective

About the Ministry of Health, Welfare, and Sport

The Netherlands’ Ministry of Health, Welfare, and Sport (VWS) is committed to the health,
resilience, and vitality of all Dutch citizens. It addresses a wide range of topics, with the
medical and mental healthcare of the Dutch population as its central focus.

The first dialogue

Since the Netherlands signed the UN Convention on the Rights of the Child in 1989, every five years, various Dutch organizations contributing to this cause are required to report their progress to the UN Committee on the Rights of the Child. Different ministries and children’s rights organizations, such as UNICEF Netherlands and Kinderpostzegels (charity stamps sold in the Netherlands to support children’s rights), are all working to improve children’s rights. However, it’s not always clear how all their efforts are explicitly contributing to this goal. This is where the Children’s Rights Dialogue – a yearly gathering of all stakeholders to discuss progress, the development of initiatives, and strengthen collaboration – comes in.

Connecting a varied stakeholder landscape

While the dialogue’s objective was clear, it was unclear which shape the gathering should take to provide maximum value to all involved parties and promote a sense of urgency among them. We constructed a program that serves everyone’s role.
We invited a varied group of stakeholders to participate in the dialogue, including representatives from various ministries, children’s rights organizations, and a youth panel. During interactive discussions at tables featuring different themes – and with the “Newspaper of the Future” featuring as a valuable communication tool – participants discussed what would give them a sense of pride during the next consultation with the UN Committee on the Rights of the Child, and which joint steps needed to be taken. Afterwards, children and young people served as metaphorical guides, leading policymakers and children’s rights organizations on a “participation path” to emphasize how their involvement directly influences policymaking.

Focus on content

We successfully organized the first dialogue in April 2023. The creative ideas and attention given to the at-times-conflicting interests of the various parties involved ensured that policymakers, children’s rights organizations, and young people felt more intimately connected. Thanks to our strong substantive affinity with the program’s themes, we were able to construct a program in service of its content, stimulating valuable discussions. We are incredibly proud to have been invited to organize the next three editions.

“To continue improving children’s rights in the Netherlands, we must collaborate closely with all stakeholders and understand each other’s perspectives. Doing so requires fostering connection through substantive dialogue. Frisse Blikken initiated this process excellently.”

Client

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Nadia

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Portfolio management support

The challenge

Support us with the setup and optimization of our strategic portfolio management.

Which change projects are we going to work on? Which are most impactful? And which projects will we skip? Joost
temporarily supported NS with their portfolio management.

Our fresh perspective

Portfolio management at NS

In multidisciplinary teams, Nederlandse Spoorwegen (NS), the Netherlands’ principal railway operator, is working on innovating its digital services. Almost every change requires an IT solution.

But which changes are most important? Which require immediate action? Which are best postponed? And which should be skipped entirely?

At NS, a group of strategists is responsible for the portfolio process. Together, they discuss and prioritize all change projects. There were many ideas to improve this process, but the capacity to act on them was lacking.

Getting to work on portfolio management

Our Fresh Force, Joost, became part of NS’ strategy team. In this role, he didn’t have just one foot, but both feet, in the organization. By joining them in their work, he became increasingly familiar with the portfolio process. He kept the process running and supported all involved parties by making sure they had all the information they needed.

Process optimization

Change means taking action! From his role within operations, Joost started to optimize the portfolio process. He identified areas of improvement from within the organization, pinpointed opportunities, and ensured their implementation. The result? After several months, the portfolio process has become a lot less time-consuming. On top of this, the improvements Joost has implemented help NS to make the right choices and justify them.

In brief 🧺

“I truly became part of NS. In my free time, I can often be heard sprinkling my environment with NS facts. For example, did you know that Platform A is always in the direction of Amsterdam?”

Joost, projectmanager Frisse Blikken

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Increasing employee engagement

The challenge

FrieslandCampina Ingredients asked us to create an experience to increase the sense of pride among their employees worldwide.

“Why do we do what we do? How does our work impact the lives of our consumers?”
We built an experience to increase employee engagement around the world.

Our fresh perspective

Employee engagement

We wanted to find a unique way to show the impact that FrieslandCampina Ingredients’ employees have on the lives of their different target groups. To achieve this, we developed a new concept – “the Black Box.”

Audiovisual experience

The Black Box is an audiovisual installation with video screens on three sides, which we used to place viewers quite literally in the middle of end users’ lives.

The Black Box experience featured four different storylines, all of which helped to make the impact FrieslandCampina Ingredients’ products have on the lives of their end users visible and tangible.

We assisted FrieslandCampina with both the construction of the Black Box and the creation of the video.

Internal communication worldwide

To give all FrieslandCampina Ingredients’ employees the opportunity to experience the Black Box, it travelled all over the world. From Veghel to Shanghai, from Bedum to Singapore, the Black Box visited every FrieslandCampina Ingredients location.

More than 2,000 employees worldwide experienced the Black Box, making a deep impression on many of them. By clearly showing why their work is so important, the video increased employees’ sense of pride in their work and their esteem for their colleagues.

“Frisse Blikken displayed flexibility, creativity, and a strong desire to make the Black Box into a success. I’m incredibly proud of what we accomplished together.”

FrieslandCampina

In brief 🧺

Our team

Jonathan

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Game-changing employer branding: a personality test

The National Children’s Rights Dialogue

Lamers Installations

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From complex story to inspiring narrative

The challenge

The Dutch Ministry of Economic Affairs and Climate asked us to devise and load an appropriate narrative for their multiyear energy policy.

How do you make a complicated story tangible? Doing so requires creativity. We organized an interactive event, wrote an inspiring spoken word, and produced its accompanying video.

Our fresh perspective

An appealing narrative

Working in collaboration with many different partners, the Ministry of Economic Affairs and Climate is currently working on the National Energy System Plan. The aim of this plan is to show what the Netherlands’ energy system will look like in 2050.

The consultation phase, during which partners were able to give their input and feedback, had already ended. We were tasked with translating the existing content into an inspiring story that would also build a bridge to the implementation phase.

From a long report to spoken word

With ‘Our energetic country’ as its common thread, we wrote an inspiring spoken word summary of the core of the report, supplemented with appealing video images produced by one of our co-creation partners.

Interactive event

We organized a large event to keep all parties, including energy suppliers and Y, on board after the consultation phase. After all, they’re the ones who will have to execute the plans.

To kick the event off, the spoken word – an encouraging call to action – was recited live. Six break-out sessions, facilitated by experts from the field, were also part of the program.

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Our team

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Employer branding Arcadis

Ministerie van Economische Zaken en Klimaat

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A gamified onboarding

The challenge

Can you help to engage our new colleagues with our culture and our core values in a fun refreshing way and challenge them to share their fresh perspective on our organization?

Nestlé is the world’s largest food company and a leader in Nutrition, health & wellness. The organization employs approximately 1,200 people in the Netherlands, with over 150 people starting in their new jobs every year. Nestlé would like to offer all of these new employees the same onboarding experience.

Our solution

Approach

We started by talking to the target audience and defining and prioritzed the most important goals for the renewed onboarding program in our team. We came up with ideas to engage new Nestlé onboarders with the culture and the core values in surprising ways. And we incorporated ways to gather starters’ fresh perspective on the organization. With this as our design principles, we created a revamped onboarding journey in which starters get to know Nestlé better on two different levels: the individual and team level.

Result

A renewed journey that involves starters in a storyline that fits well with the organization. During their journey, they follow the story and journey from ingredient to full-fledged Nestlé product and see first-hand how the renewed Nestlé strategy impacts that journey. After signing their contract, starters are given an interactive magazine to guide them through the experience. During their first day on the job, they play a collaborative office game together, to really get to know each other. Followed by a strategy challenge in Teams. One month later, they have pitch day where the different teams compete and pitch their fresh perspectives on the Nestlé’s strategy.

Our team

Britt

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Arcadis

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Digital Movement ‘Dare to be Digital’

The challenge

What story and which marketing materials can help us to simply and powerfully connect Arcadians to the Digital Strategy and thus claim a position as Thought Leader within the industry?

Our solution

Background

We worked in co-creation with a multidisciplinary team from Arcadis. Together with our network of graphic designers and IT partners, we created a combination of various on- and offline tools and interventions to include employees in the Digital Strategy.

Approach

In order to connect the Arcardians to the strategy, we formulated a clear story covering questions like ‘what does this strategy entail, for whom is it intended and how does it translate into practice?’ Based on the researched needs of the target group, an appropriate communication plan was drawn up. We then divided the strategy into six digital priorities, which we communicated through podcasts, infographics and videos. Employees could also experience these priorities through different interventions, which enabled them to not only understand, but also feel and convey them. The Digital Week was in perfect alignment with previous communication and interventions. During this five-day programme employees could join live session at four different locations in the Netherlands or participate online. The sessions included master classes, interactive workshops, a ‘house of commons’ debate and a hackathon. In the special ArcaDigital App participants could find event information and earn points for participation. To claim the position of Thought Leader, several video’s that showcase client projects are shared externally. These video’s now serve as a showcase for potential customers, to show to what extent Arcadis is developed digitally and what opportunities this offers them.