Regulations for Belgium



BRUSSELS (DUTCH) VERSION BRUSSELS (FRENCH) VERSION



Harnham Search and Selection 
Privacy Notice
1. General
1.1 Harnham Search and Selection Limited together with its group companies (“we”, “us” or “Harnham”) take the privacy of your information very seriously. This Privacy Notice is designed to tell you about our practices regarding the collection, use and disclosure of personal information which may be collected in person from you, obtained via our websites or collected through other means such as by an online form, email, or telephone communication.
1.2 This notice applies to personal information provided by our clients and suppliers about their employees and other individuals affiliated with them and also to candidates or prospective candidates (“Candidates”) whose data we process for proposed roles with our clients or prospective clients. Where a given role with our client is to be filled by a limited company or other corporate contractor we may process data relating to that company’s directors or shareholders and in this policy a “Candidate” may include directors and shareholders of corporate contractors. 
1.3 In this notice “you” refers to any individual whose personal data we hold or process (i.e: an individual candidate or potential candidate, an individual affiliated with a corporate contractor candidate, or an individual or employee associated or affiliated with our client or supplier.
1.4 In general, our services are related to the provision of recruitment services to clients and we do not process personal data on a large scale, but we will hold certain data in relation to Candidates and individuals affiliated with our clients and suppliers, and this notice sets out the basis on which we hold that data.
1.5 This notice is governed by the EU General Data Protection Regulation (the “GDPR”) from 25 May 2018.
2. Legal Basis on which we process personal data
2.1 Personal data we hold about you will be processed either because:
2.1.1 the processing is necessary in order for us to comply with our obligations under a contract between you and us, specifically for the provision of our services; or
2.1.2 the processing is necessary in pursuit of a “legitimate interest”, a legitimate interest in this context means a valid interest we have or a third party has in processing your personal data which is not overridden by your interests in data privacy and security
2.1.3 for certain ‘special categories’ of sensitive personal data including data relating to health and ethnic background which we may process from time to time we will process this data on the basis of your consent.

FLANDERS: rights and obligations of persons seeking employment and of the bureau


 Tekst met de rechten en de verplichtingen van de werknemer en van het bureau voor private arbeidsbemiddeling 

 1. Het bureau mag onder geen beding enige vergoeding van de werknemer vragen of ontvangen. 

2. Het bureau moet alle betrokkenen op een objectieve, respectvolle en niet-discriminerende wijze behandelen en mag geen personeelsadvertenties opstellen of publiceren die aanleiding kunnen geven tot discriminatie. 

 3. Het bureau moet de persoonlijke levenssfeer van de werknemers eerbiedigen en mag de gegevens die tot de persoonlijke levenssfeer behoren, alleen vragen en gebruiken met toestemming en in het belang van de werknemer in het kader van zijn professionele inschakeling en met inachtneming van de regelgeving betreffende de verwerking van persoonsgegevens en het vrij verkeer van die gegevens. 

4. Het bureau moet inzage verlenen aan de opdrachtgever en de werknemers betreffende de over hen opgeslagen gegevens en moet hen, op hun verzoek, na beëindiging van de opdracht, een afschrift van hun dossier bezorgen. 

5. Het bureau mag informatie over de opdrachtgevende werkgever en de werknemers enkel opvragen en gebruiken in het kader van de bemiddelingsactiviteiten.

6. Het bureau dient de opdrachtgevende werkgever en de werknemers juiste, tijdige en volledige informatie te verstrekken over de bemiddelingsactiviteiten en over de aard van de tewerkstelling.

7. Persoonlijkheidsonderzoeken en psychologische tests kunnen enkel plaatsvinden door of onder de verantwoordelijkheid van een psycholoog.

8. Het uitzendbureau mag geen bemiddelingsactiviteiten uitoefenen voor vacatures waar geen reëel jobaanbod tegenover staat.

9. Het bureau mag geen activiteiten uitoefenen die leiden tot een tewerkstelling die strijdig is met de openbare orde of waarvan het bureau duidelijk kan vaststellen dat ze een inbreuk inhouden op de sociale of fiscale wetgeving.

10. Het uitzendbureau mag geen bemiddelingsactiviteiten uitoefenen voor zover deze verband houden met een staking, uitsluiting of een schorsing van een arbeidsovereenkomst, ten gevolge van het slechte weer of bij gebrek aan werk wegens economische oorzaken.

11. Het bureau mag voor werknemers van vreemde nationaliteit bemiddelen als de reglementering inzake de tewerkstelling van vreemde arbeidskrachten wordt nageleefd.

12. Het bureau mag niet in de plaats treden van de opdrachtgevende werkgever bij de aanwervingsof ontslagbeslissing of de onderhandelingen daarover.

13. Het uitzendbureau mag geen uitzendactiviteiten verrichten door middel van een exclusiviteitsclausule.

14.1. Bemiddelingsbureaus van schouwspelartiesten en van betaalde sportbeoefenaars mogen slechts erelonen, commissielonen, bijdragen, toelatings- of inschrijvingsgelden, hierna commissielonen te noemen, ontvangen als aan de volgende voorwaarden is voldaan : 

  1° het commissieloon wordt vooraf vastgelegd in een schriftelijke overeenkomst tussen het bureau en de opdrachtgever. Als de private arbeidsbemiddeling wordt aangeboden samen met andere diensten, wordt het commissieloon voor de verschillende diensten afzonderlijk vastgelegd;

  2° de werknemer stemt uitdrukkelijk en voorafgaand in met het commissieloon;

  3° de partijen beschikken ieder over een origineel exemplaar van deze overeenkomst. 

 14.2. Het commissieloon voor de bemiddeling van de schouwspelartiest wordt berekend op de vergoeding die de schouwspelartiest zal ontvangen voor zijn prestatie. 

Het commissieloon voor de bemiddeling van de betaalde sportbeoefenaar wordt berekend op het voorziene totale brutojaarinkomen van de betaalde sportbeoefenaar, en dit op de totale duur van het contract.

15. Elk uitzendbureau moet over een erkenning beschikken.

16. Het uitzendbureau moet bij zijn externe communicatie, dit wil zeggen : in zijn overeenkomsten, offertes, facturen, briefwisseling, emailverkeer, personeelsadvertenties die worden gepubliceerd via geschreven of visuele media en op zijn websites, melding maken van zijn erkenningsnummer.

17. Het bureau moet deze tekst overhandigen aan iedereen die een beroep doet op private arbeidsbemiddeling of moet deze tekst in extenso aanplakken in de voor het publiek toegankelijke lokalen van het bureau, op de plaats waar deze tekst het best kan worden gelezen.

18. Bureaus die als activiteiten hebben het bekendmaken van werkaanbiedingen via de geschreven, auditieve of visuele media (tv, kranten, internet, radio, enzovoort), moeten deze tekst in extenso kenbaar maken via het betrokken medium ofwel uitdrukkelijk de locatie (bijv. internetadres) vermelden waar deze tekst wordt ter beschikking wordt gesteld. Deze tekst moet op eenvoudig verzoek gratis ter beschikking worden gesteld door het bureau.

19. Het bureau moet de gedragscode onderschrijven en naleven. De gedragscode maakt integraal deel uit van deze tekst.

20. Klachten wegens vermeende inbreuk op de arbeidsbemiddelingwetgeving kunnen worden ingediend bij :

Departement Werk en Sociale Economie
Dienst Migratie en Arbeidsbemiddelingbureaus
Ellipsgebouw
Koning Albert II-laan 35, bus 21
1030 Brussel
telefoon : 02-553 44 73
fax :02-553 44 22
e-mail : arbeidsbemiddeling@vlaanderen.be 

Om ontvankelijk te zijn, moet de klacht gemotiveerd zijn en op duidelijke wijze omschrijven welke de vermeende inbreuk is. De anonimiteit van de klager wordt gewaarborgd.

21. Klachten kunnen ook worden ingediend bij : 

Departement Werk en Sociale Economie
Afdeling Inspectie
Ellipsgebouw
Koning Albert II-laan 35, bus 20
1030 Brussel
telefoon : 02 553 08 88
fax : 02-553 42 71
e-mail : werkgelegenheid.inspectie@vlaanderen.be 

22. De volgende dienst is belast met het toezicht op en de handhaving van het arbeidsbemiddelingsdecreet en zijn uitvoeringsbesluiten : 

Departement Werk en Sociale Economie
Afdeling Inspectie
Ellipsgebouw
Koning Albert II-laan 35, bus 20
1030 Brussel
telefoon : 02-553 08 88
fax : 02-553 42 71
e-mail : werkgelegenheid.inspectie@vlaanderen.be

Harnham blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out our recent posts below.

Weekly Digest: 26th - 30th April 2021

This is Harnham’s weekly news digest, the place to come for a quick breakdown of the week’s top news stories from the world of Data & Analytics. Computer Weekly: Microsoft outlines five-year plan for accessibility tech 1 in 5 employers have stated that they would be less likely to hire someone if they were disabled. A damning and worrying statistic highlighting the severe disability divide that still exists in the working world.  In a bid to help put a stop to this serious lack of inclusion, Microsoft have teamed up with the Department for Work and Pensions (DWP) to train up to 26,000 members of staff and work coaches to help them create a more accessible recruitment and working experiences for those with disabilities.  The three key areas of focus for Microsoft include: Educating workers to have a better understanding of accessibility.Showing how applied sciences can be used to create opportunities for all.Dedicating its cause to constructing inclusive office environments, whether on or offline. Brilliantly summed up by Brad Smith, Microsoft President: “Our work begins by guaranteeing that Microsoft’s personal merchandise are accessible by design, in order that as we advance our options and performance, we can assist everybody throughout the spectrum of incapacity be extra productive.” Read more on this fantastic story here.  Analytics India Mag: Why Data Engineering is the fastest growing tech job in 2021 As a result of COVID-19, businesses have had to work hard to not only navigate the ‘new normal’ but thrive in it. Remaining relevant and staying one step ahead of the competition has been, and will continue to be, crucial – and for this reason alone, Data Engineering is undoubtedly going to the fastest growing sector this year and perhaps beyond.  During this year’s SkillUp event, Sourav Saha, academic dean at Praxis Business School, and Prasad Srinivasa, assistant vice president at Genpact, spoke about the exciting career opportunities in data engineering. In a world driven by data, it is crucial that companies are using the data they have available to drive the success of their business. From being able to forecast future trends to gather consumer sentiment, data, and data engineers, will undoubtedly drive business success. Srinivasa highlights the three key roles he is expecting to emerge and boom over the next 6 – 12 months: Data OrchestrationData Architecture and Governance Data Strategy To read more on what to expect for the future of Data Engineers, click here.  Silicon Republic: How to ensure your Life Science career thrives after COVID Life Sciences became the saviour of the COVID-19 pandemic. Those within the sector worked tirelessly to create and deliver vaccines around the world, giving us all the hope we needed to get to the end of this crisis.  However, once we finally see the back of the COVID-19 pandemic, many Life Science specialists beg the question – what next? How do we continue to thrive in our careers and any future prospects post-pandemic? This insightful article from Silicon Republic highlights five key steps to ensure specialists can be prepared to take the next steps in their working journey once the dust has settled.  1. Take control and be proactive Before you do anything else, take proactive steps to look at the opportunities your current employer might be able to present you. Don’t be afraid to put yourself forward.  2. Look for innovation As the whole world adapts to the new normal, it’s more than likely your company is going to innovate to stay one step ahead of the competition. Explore where this innovation is likely to happen and put ideas forward to spearhead change.  3. Upskill across the board From those harder skills, such as technical knowledge, to softer skills, such as communication and empathy, will all need to be revisited and boosted as we come out of the pandemic. Make sure you take your learning into your own hands and show initiative.  4. Reflect on your career options If you’re ready to make the move away from where you are, make sure you’ve got a clear idea of what it is you want next before taking the leap. Tailor your CV, brush up on your knowledge and don’t be afraid to engage with a recruiter if you need guidance.  5. Learn how to present well in remote interviews  Computer to computer isn’t the same as face-to-face. Get up to speed with online etiquette and make the best first impression.  Read the full article here.  TechBullion: 3 sectors revolutionised by AI The pandemic has accelerated many businesses uptake and implementation of AI. But which sectors have we seen reap the most reward from this fantastic technology? TechBullion explores.  Insurance: Insurance firms have seen AI boost customer satisfaction like never before. Whether that’s through faster processing of claims, a reduction in fraud or improving loss prevention, AI has been making the sector smoother and more efficient.  Entertainment: The likes of Netflix and Spotify have taken AI and used it to transforms how they service consumers. With many users wanting a service that provides a seamless, efficient, and relevant experience, entertainment platforms have been able to create software that can learn personal preferences and offer timely suggestions based on users evolving needs and wants.   Education: The use of AI within education has become vast. From making every day learning easier through AI-based games that can be tailored to all learning types and needs to the personalisation of students’ curriculum depending on the results of past tests – the abilities are endless.  To read more on this, visit TechBullion here.  We've loved seeing all the news from Data & Analytics in the past week, it’s a market full of exciting and dynamic opportunities. To learn more about our work in this space, get in touch with us at info@harnham.com.       

365 Days of The Dialogue

It’s a year to the day, that we launched The Dialogue, Harnham’s LinkedIn LIVE series focussing on the challenges the data & analytics industry faces, hiring, career growth and a myriad of other technical discussions. Episode One is where it all began. Featuring the Data Society’s Nisha Iyer and Nupur Neti. Harnham’s Tim Jonas was in the host chair as they discussed their collaboration with OurStreets, on a real-time grocery-sourcing app, and how you can continue to develop and improve your data knowledge while in lockdown. Since then we’ve gone on to run a further 31 events, in multiple languages, with over 150,000+ viewers joining across the globe; and more than 2,000 of you asked a question to our panellists! There have been some amazing guests joining us in the virtual studio – you can catch them all here – but I wanted to pick out a couple of personal favourites from the past 12 months: Data, Rest & Relaxation  Like many people across the globe, my lockdown led to more visceral dreams. We’d been talking about it in Harnham Team conversations, with friends and reading various articles into why. So, we wanted to get to the bottom of it. In this LIVE, with McElla Pappas and Rockwell Shah, CEO of the million-downloaded Sleep App PZIZZ, we took your questions about the science and Data behind our sleeping patterns during the lockdown.  Hiring and Being Hired in Data Science If you don’t follow Eric Webber on Linkedin I suggest you do so now, for brilliant, daily insight into the minds of hiring managers. This LIVE was responsible for around 100 questions from the audience and held together by our very own LinkedIn LIVE Pro, Jenni Kavanagh. The title says it all. The ‘Thank You’ messages we received off the back of the advice we gave out, were truly heart-warming. Positive impact at its best! A Career in Data This career Q&A with Karla Guerra and Amy Gershkoff Bolles, PhD, GM & CDO was utterly fascinating. Amy has played a key role at a number of the world's biggest companies including eBay, Ancestry, WPP and at the time of filming the LIVE at Bit.ly. On top of that, she was also Head of Media Planning & Analytics at Obama for America and taught at UC Berkeley for three years! This made her uniquely positioned to discuss what a modern career in Data looks like, from the grassroots to senior leadership! Inspiring stuff! FinTech Firsts & A New Generation When I heard we’d managed to get Mary Kemi Agbesanwa to feature on The Dialogue, I was very excited. And, I was not disappointed. There is no wonder that she was selected for Innovate Finance's Women in Fintech Powerlist 2020-21, McKinsey Next Generation Women Leader 2020 and No.1 on EMpower and Yahoo Finance’s Future Leader List 2020! Alongside host Conor Larkin (and his daffodils), she gave incredible insight into the industry that is set to change rapidly over the next few years, and what this means for a new generation of Millennial and Gen Z professionals entering the workplace. Staying Data Secure While Working Flexibly Strawberries and Cream. Collymore and Roy (niche reference for the late 90's Nottingham Forest fans out there!). Batman and Robin. Great duos. But, not a patch on Ryan Collins, Head of DevSecOps at Upvest and Peter Schroeter, when it came to talking about Data Security. So admired were their backgrounds, they came back together the following month by popular demand. Rumours of a Podcast are still just rumours at this point sadly… Special Mention… The US Data & Analytics Salary Guide Launch We’ve been really lucky with almost zero technical hitches but how do you launch the biggest Data & Analytics Salary Guide in the world? Live of course! What happens when you do things live? Things go wrong...Shout out to Sam Jones and McElla Pappas for being total pro’s when the power went out in Stephanie Brooks, Bay Area neighbourhood, literally as we pushed the button to go LIVE! Lastly, I just want to take a moment to say a few thank yous: First up, to all our viewers and those that have engaged with these LIVE sessions. We’ve been so grateful for your questions, comments and feedback. You make these sessions what they are and as long as you keep watching, we'll keep doing them!Next, to all our guests from the past 12 months, who gave up their time for free, to share their knowledge of the Data & Analytics industry with our audience. This was often early mornings or late nights to accommodate different time zones, we are indebted to you for the success of The Dialogue.And, who can forget the multiple members of the Harnham Team? They worked tirelessly to get panellists, hosted the sessions and kept their cool as we pushed them LIVE to a Global Audience. Hat Tip to Hannah and Tony at LinkedIn for hooking us up, as one of the first recruiters in EMEA to get access to the LIVE platform.A final special mention must go to the man behind the scenes, that makes these events possible, Ben Jones. Never seen on camera (yet!) but his hard work in the production booth is the glue that keeps it all together and makes them run so well! If you’d like to take part in a LIVE or have a story/angle that you think we should cover – feel free to get in touch and connect directly here. Here’s to another 12 months and I promise you there is something special in the pipeline for later in 2021!

Weekly News Digest: 19th - 23rd April 2021

This is Harnham’s weekly news digest, the place to come for a quick breakdown of the week’s top news stories from the world of Data & Analytics.      Silicon republic: 5 things you need to know about Facebook’s new audio features There have been murmurs for a while now that Facebook was planning to launch a new range of audio features to enhance the experience for users of the platform. This move has now been confirmed, most likely as a result of the stiff competition Facebook has come up against from tools such as Zoom, Teams and more recently, Clubhouse. There are a whole host of established tech platforms that are already embracing (and continue to embrace) more audio solutions, thereby contributing to a more accessible, interactive and inclusive experience for users. So, for Facebook, the planned additions over the coming months include: There will be audio-creation toolsYou’ll be able to make SoundbitesPodcasts are coming to the appYou’ll get to listen to live conversationsUsers can make money through Facebook audio Read the full story here.  International Banker: How the financial industry is using natural language processing The financial industry is beginning to lean into using natural language processing (NLP). Why? Well, firms across the finance market are increasingly relying on data and information to obtain a marginal edge, and the benefits that NLP presents cannot be underestimated. In this article from International Banker, Alexander Jones discusses how, “Whether for efficiency and accuracy gains in the compliance and back-office divisions or opportunities to explore new, untapped sources of alpha for fund managers, the powerful capabilities of NLP look set to help transform the finance industry permanently.” According to a research report from Quince Market Insights, the global NLP market was valued at US$9.2 billion in 2019, and with continued growth and advancements in its capability set to increase, it’s a good opportunity for the financial industry to adapt and enhance their own services. To read more on this topic, click here. Marketing Week: The pandemic has forced brands to shift from insight to intelligence Writing for Marketing Week, Andrew Geoghegan, the global head of consumer media planning at Diageo, looks at how the pandemic has forced an overhaul of research tools and approaches, making them quicker, more accessible and more focused on both long- and short-term KPIs. “We need insight at pace but with quality and consistency, and more time for interpretation and implications.” Some of the major points from this interesting article explore the importance of the marketing and insight function within a business to focus on the short term, while anticipating the long term. This involves being ‘agile’ and crafting strategy that allows business leaders to act efficiently with this intelligence. Geoghegan also notes the importance of a two-speed mindset, simple, focused KPIs, information curation, new research processes and future-focused insight teams. To read the full article, visit the website here.  ITProPortal: Most business intelligence software isn't getting used Investing in technology and tools with which you can enhance the service your organisation provides, is critical, particularly so over the past year. However, as ITProPortal outlines, businesses are investing large sums of money into Business Intelligence (BI) software, only to have it collect virtual dust on their systems. Research from MHR Analytics states that just four percent of all BI software is being actively used. For a fifth of businesses, more than a quarter of their BI software lies idle. That's despite the collective $7.8 billion spent on data analytics tools by UK businesses. The article continues to discuss how BI gives them a competitive edge, and further research has highlighted that 64 per cent of business leaders use it for that reason. So, why aren’t firms making the most of these tools? Nick Felton, Senior Vice President at MHR Analytics has suggested that this is because “IT leaders need software and implementation partners who understand their needs better, match their exact requirements and are ready to provide the right level of training.” It’s important that decision-makers within the business work side by side with technical staff to ensure that business intelligence tools are used effectively. To read more about this, click here.  We've loved seeing all the news from Data & Analytics in the past week, it’s a market full of exciting and dynamic opportunities. To learn more about our work in this space, get in touch with us at info@harnham.com.     

Weekly News Digest: 12th - 16th April 2021

This is Harnham’s weekly news digest, the place to come for a quick breakdown of the week’s top news stories from the world of Data & Analytics.      Express Pharma: The five biggest data challenges for life sciences Life Sciences has grown exponentially over the past 12 months. As the COVID-19 pandemic devastated the world, Life Science companies were in a race against time to create a life-changing vaccine and help us all back on the road to recovery.  In 2019, the Life Science market was valued at around $7.5bn. After this year’s influx of activity, the market is estimated to grow by over double in the next decade, reaching $18bn by 2030.  However, despite the positive growth the industry has had, this doesn’t mean Life Sciences will be free of challenges. In fact, with such a spike in the amount of data held by so many Life Science companies as they tried to work on a vaccine, data storage is now one of the main concerns for anyone working within the field.  In this article by Express Pharma, Vimal Venkatram, Country Manager for Snowflake India, highlights the five key data hurdles Life Sciences will continue to have to overcome in the following decade. These include data performance, data exchange and collaboration, data quality, data management and scaling, and regulatory compliance.  Read the full story here.  Harnham: How can organisations tap into the huge pool of neurodiverse data talent? For many companies, the past year has led to an increased focus on diversity and inclusion within businesses – a fantastic step forward. However, when we think of diversity, we usually assume people are talking about gender, ethnicity, sexuality and perhaps even physical disability. One area that is regularly missed from discussion is that of neurodiversity.  An umbrella term coined by sociologist, Judy Singer, neurodiversity can cover a wide range of neurological conditions such as dyslexia, autism, ADHD, ADD and dyspraxia. Our head of internal recruitment, Charlie Waterman, explores why neurodiverse talent shouldn’t be overlooked, and how Data & Analytics specifically can do more to tap into and harness this incredible pool of talent.` Exploring how employers can create a smooth recruitment process, successful onboarding programmes and retention schemes, this article highlights how all of this can be tailored to be accessible for anyone with an invisible disability. To read more on this topic, click here. Computer Weekly: What has a year of homeworking meant for the DPO? Employers in a significant number of industries across the world have had to uproot from the office to working from home because of the COVID-19 pandemic. For many of these employers, it appears that remote working, or a hybrid model of working, will become the norm post-pandemic.  But what has this sudden shift meant for the likes of Data Protection Officers (DPOs)? Most of these professionals have had to get to grips with managing and handling sensitive data from the comfort of their own living room. According to data from IBM, 70 per cent of DPOs believe that the shift to remote working will increase the likelihood of data breaches. So how can DPOs enjoy the benefits and perks of working from home, without the stress of poorly managed or breached data? In this article by Computer Weekly, steps are outlined on how DPOs can work closely with IT teams to minimise any data risk that could happen. This includes: Not allowing DPOs access to everything if it’s not necessaryDiscouraging local storage of dataRegularly reviewing security standards To read the full article, visit the website here.  Solutions Review: The three best Data Engineering books on our reading lists There’s no better feeling than getting stuck into a really good book. Not only can it be a great way to escape the stresses of everyday life, but by continuously absorbing new information, your knowledge on a specific subject can grow immensely.  Any branch of Data & Analytics, but especially Data Engineering, requires employees to always be thinking one step ahead, staying on top of new trends and keeping up to date with specific coding languages. While everyone learns in very different ways, reading is a brilliant education tool. Whether you’re a visual learner, an auditory learner or a reading learner, books and audiobooks could be the key to expanding your knowledge.  Solutions Review provides Data Engineers with three of the best books on the market at the moment to help you keep on top of your professional development. Data Driven Science and Engineering by Brunton and KutzData Engineering with Python by Crickard An introduction to agile Data Engineering by using data vault 2.0 by Graziano To read more about each of these books, click here.  We've loved seeing all the news from Data & Analytics in the past week, it’s a market full of exciting and dynamic opportunities. To learn more about our work in this space, get in touch with us at  info@harnham.com.    

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