SEVEN QUESTIONS TO FLORIS SLIKKER, OWNER OF FILO
WHO IS FLORIS?
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​​“I live with my family, my wife Ira and two children, Lonneke and Oscar, in the rural green belt between Leiden and Alphen aan den Rijn, where I also have my office. I also have two children from my first marriage, Livia and Olivier, who are both in college. I spend my free time on sports, gardening and DIY on my old farm. People describe me as communicative, reliable and professional. I am someone you can call 24/7 for help, advice or as a sounding board on a business or personal level. In addition, I place great importance on discretion and integrity.”
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WHY DID YOU START FILO?
“During my career I have been asked several times to become a head hunter. People from the sector saw that potential sooner than I did. When I finally joined an agency, I wasn't immediately successful. Too many agencies are focused on achieving targets quickly, scoring. I believe that building a good relationship with a client should be the starting point. My people-oriented approach delivers better results for both the candidate and the client. To give substance to this vision, I started Filo in 2008.”
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WHY YOUR INDUSTRY SPECIALIZATION?
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“I have a click with people and organizations that work in the manufacturing industry. It is a no-nonsense mentality, a culture without fuss. We are talking about tangible products and organizations focused on innovation. A specialization also means that I can switch faster and become a better adviser for my clients. Disciplines at the various clients often display many similarities, such as operations and R&D. And in positions like CFO or CEO, the same challenges often also play a role.”


WHAT LESSON HAS BEEN MOST VALUABLE?
“If I have to mention one thing, it’s that there’s a big difference between a direct 'fit' on paper and what the organization needs in the future. I am not blinded by a resume. Knowing someone's personality, life path, successes and failures, is essential to knowing whether or not they would be successful in a particular organization or position.”
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FUTURE-PROOF RECRUITING?
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“The world of my clients is changing rapidly. They too have to deal with major trends like sustainability, international competition or robotization and digitization. It requires leaders who can adapt quickly to changes, understand technology, and people managers who can get the organization to its destination. An important question then is, "will this person also direct the transformation that is so desperately needed?" If so, it’s important to get someone who brings a new dynamic into the organization, focused on the future.”
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WHAT DO YOU THINK ORGANIZATIONS SHOULD BE GIVING MORE ATTENTION TO?
“Succession planning is a poor relation. Organizations often do not prepare sufficiently for a change at management and board level. All too often the departure comes as a surprise and no-one is ready to take over. An unnecessary amount of valuable time is lost. I discuss this often with my clients.”
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ARE THERE ANY SEARCHES YOU WILL NEVER FORGET?
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“No matter how you look at it, my work is a people business. You realize that your role can be radical in someone's life. After all, a new job is a 'life event'. I still remember one placement as though it were yesterday. I came in contact with someone who had unsuccessfully applied for jobs for a very long time. An amiable, competent and highly motivated man in his late fifties. I found a suitable position for him, where he worked to his full satisfaction until his retirement. That’s the sort of thing that brings real job satisfaction.”