{"id":2856,"date":"2024-11-05T14:46:09","date_gmt":"2024-11-05T12:46:09","guid":{"rendered":"https:\/\/stroomrecruitment.be\/testimonial\/eurofilters-integration-of-a-family-business-into-an-international-group\/"},"modified":"2025-02-17T15:46:04","modified_gmt":"2025-02-17T13:46:04","slug":"eurofilters-integration-of-a-family-business-into-an-international-group","status":"publish","type":"testimonial","link":"https:\/\/stroomrecruitment.be\/en\/testimonial\/eurofilters-integration-of-a-family-business-into-an-international-group\/","title":{"rendered":"Eurofilters: Integration of a family business into an international group."},"content":{"rendered":"\n

“We needed a strong management team that respected the existing culture, had the strength to make the change and could prepare the company for the future.”<\/em><\/p>\n\n

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Background<\/strong><\/h3>\n\n\n\n

Eurofilters<\/a> is a leading Belgian developer and manufacturer of high-quality hoover bags, medical care products and filter material for the industry they further process. Since 2021, they have been part of the Miele Group<\/a>. This marked the end of an era as an independent family business and the start of a new phase as part of an international group. <\/p>\n<\/div>\n\n\n\n

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Challenge<\/strong><\/h3>\n\n\n\n

The transition from a close-knit family business to integration into a global organisation inevitably brought new challenges. It required a management team that could not only bridge the gap between the rich past and the ambitious future, but also had strength to implement new structures and strategies to achieve growth targets.<\/strong><\/p>\n\n\n\n

For this, Eurofilters knocked on Stroom’s door. Together, we went in search of a new Production Director. <\/p>\n<\/div>\n<\/div>\n\n

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<\/div>\n\n

A good basis on which to build the transition <\/em><\/strong><\/h3>\n\n

Acquisitions are challenging processes<\/strong> that can sometimes bring uncertainty. But in this case, from the start there was a strong foundation<\/strong> on which Eurofilters could build with confidence.<\/p>\n\n

\u2018The decision around the acquisition, was a well-considered process. <\/em>As a company, Miele is many times larger in size, but in terms of culture, there are many similarities<\/em><\/strong>. They are ambitious, forward-looking and have a heart for sustainability: just like Eurofilters” <\/em><\/p>\n\n

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That cultural match made for a good starting position. But to take Eurofilters’ transition all the way to the finish line in this international group, it was important to strengthen the management team and make the most of their collective expertise.<\/strong> <\/p>\n\n

<\/div>\n\n

Work experience \u2018doesn\u2019t cut it anymore\u2019<\/strong><\/h3>\n\n

Navigating a cultural transition requires more than just the number of years of work experience someone has on the counter. It is crucial that the management team also has the right mindset and personality. <\/p>\n\n

Kathleen, Head of HR at Eurofilters, was responsible for finding the members for the new management team who could work with the existing organisation to shape this change. She stresses the importance of thorough research before searching for profiles at all. <\/p>\n\n

\u2018When putting together a management team, it is important to first define the profile of the ideal candidate before you start searching. Finding the delicate balance between work experience and personality is not easy, but it is fundamental<\/strong>.\u2019 <\/em><\/p>\n\n

<\/div>\n\n

To put the puzzle together, Kathleen was able to rely on Stroom. During preparatory interviews, they scraped and chiselled a profile description with choices around: <\/p>\n\n

    \n
  • hard skills,<\/li>\n\n\n\n
  • leadership style,<\/li>\n\n\n\n
  • personality traits,<\/li>\n\n\n\n
  • teamfit.<\/li>\n<\/ul>\n\n
    <\/div>\n\n
    \n
    \n

    Although this process was time-consuming, it resulted in considerable efficiency during the recruitment process. Thus, no irrelevant CVs landed on Kathleen’s desk and she spoke to 3 high-potential candidates at short notice. <\/p>\n<\/div>\n\n\n\n

    \n
    \"\"<\/figure>\n<\/div>\n<\/div>\n\n
    <\/div>\n\n

    Ready for the future thanks to a new Production Director in a strong functioning management team<\/strong><\/h3>\n\n

    Since the takeover, Eurofilters has a completely new management team. The Production Director within this team was headhunted by Stroom. <\/p>\n\n

    Today, Kathleen looks back with satisfaction on the course she has taken in two years:<\/p>\n\n

    <\/div>\n\n

    \u2018Never before have I made the progression I realised here in such a short space of time<\/strong>. We put together an ambitious team that respects the original values of Eurofilters with a healthy focus on the requirements and opportunities of the future.\u2019 <\/em><\/p>\n\n

    <\/div>\n\n
    \"\"<\/figure>\n\n
    <\/div>\n\n

    Deep understanding of the industry and business realities <\/strong><\/h3>\n\n

    What sets Stroom apart from other recruitment agencies? According to Kathleen, it is their deep understanding of the sector and their ability to really empathise with the business reality of Eurofilters. <\/p>\n\n

    That was something Kathleen could clearly appreciate: <\/p>\n\n

    \u2018They have a good understanding of the labour market and strong operational expertise. As a result, they assess someone’s competencies well and whether a profile matches an organisation’s culture<\/strong>.\u2019<\/em><\/p>\n\n

    <\/div>\n\n

    Kathleen noted that Gala, Senior Business Consultant at Stroom, asked the right questions and understood the nuances of Eurofilters like no other. She acted not just as a recruiter, but as a strategic sparring partner who thought along about the company’s future. <\/p>\n\n

    <\/div>\n\n

    Advice for other HR professionals<\/strong><\/h3>\n\n

    For companies facing similar challenges, Kathleen has clear advice: \u2018Above all, you need to make sure you have good partners <\/strong>during your transition process. Partners you can communicate well with<\/em>.\u2019 <\/p>\n\n

    In doing so, it is essential to invest sufficient time in starting a collaboration. A mutual understanding of business needs and the market is crucial to finding the right candidates. <\/p>\n\n

    Concluding, Kathleen offers some final advice: <\/p>\n\n

    \u2018Behavioural competences and personality are still so often underestimated in a selection process<\/strong>. It was just that aspect that was at the heart of the team’s success in the transition that took place in our company.\u2019 <\/em><\/p>\n\n

    <\/p>\n","protected":false},"excerpt":{"rendered":"

    Takeovers are challenging processes, but in this case there was a strong foundation. 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