Pauwels people

Working as a consultant: GDP Consultancy

23 Apr 2019
The publication of the new EU Good Distribution Practices (GDP) Guidelines in March 2013 has urged many companies in the pharmaceutical and biotech supply chain to invest in systems and procedures to become and remain compliant with the new GDP as soon as possible.

While most large pharmaceutical and biotechnological companies have their own in-house teams to interpret, implement and follow up on the new GDP guidelines, many smaller companies are still working towards their GDP certification.

Cogezaf is one of these companies. We spoke with Cogezaf’s Managing Director Pascal Bruyr, Quality Officer Marie France Dhondt and GDP expert Lieven Van Landuyt (Pauwels Consulting) to learn how they plan to make and keep Cogezaf compliant with the EU GDP guidelines. “The demand for reliable supplies is high.”

Marie France, thank you for having us here in Gembloux. Can you tell us a little bit more about Cogezaf and its activities?

Certainly! Cogezaf is a wholesaler of pharmaceuticals. We are located in Gembloux between Brussels and Namur. We export pharmaceuticals to the African continent, in particular to Congo.

Why Congo?

Years ago, our Managing Director worked as a volunteer in Congo. He fell in love with the country and he saw huge potential in exporting pharmaceuticals to the country. That’s how Cogezaf was born.

Why is there such a huge potential in Congo?

There are a lot of foreigners in Congo. Many of them work in the mining industry. These people have to take care of their own healthcare and medicines, so the demand for pharmaceutical products and reliable supplies is high.

“We have the largest market share in Congo. We work hard to keep this position.”

What does your supply chain look like?

We get our demands from Congo. We get all the products here in Gembloux and we ship them to Matadi, the main port of Congo. From that point onwards, Getraco, our main partner in Congo, takes care of the goods. Getraco takes the goods from Matadi to Kinshasa. In Kinshasa there’s a large market place for pharmaceutical products. That’s where our clients buy our products.

Which organizations are you selling to?

We are selling pharmaceuticals to hospitals, pharmacies and local distributors. At the moment, we have the largest market share in Congo. We work hard to keep this position and to further expand our business.

Where exactly do you want to expand your business?

At the moment, we do most of our work in Kinshasa, but we plan on expanding our business to the east and to the south. We are particularly focusing on expanding our business to the province of Katanga and its capital, Lubumbashi.

“A GDP certification will be a unique selling proposition in its own right.”

How will you keep your leading position on the market?

We try to maintain our leading position through a mix of focused business development and long-term investments. For example, we currently focus on getting Cogezaf fully compliant with the EU Good Distribution Practices from March 2013.

How will a GDP Certification help you consolidate your position?

A GDP Certification will help us in 2 ways. A few months ago, we were contacted by a large pharmaceutical company to ship their products to Congo. In order to land this partnership though, we need to be fully compliant with the new EU GDP guidelines. An additional benefit of a GDP certification is that most of our competitors in Congo are not yet compliant with the GDP guidelines.

How far are you from getting the GDP certificate?

An external audit a few months ago showed that we still had some work to do. That’s why we decided to invite an external party to help us with the certification. That’s why we turned to Pauwels Consulting. “We got the GDP expert up and running in no time.”

How did you get in touch with Pauwels Consulting?

We found you through your website. We liked the clarity of your website, the professional presentation of your company and the fact that you have an office in Switzerland, the country where one of our largest pharmaceutical partners resides. And, we were also looking for a multidisciplinary team that can help us now and in the future. Woking with an external partner is an investment for sure, but we expect a good return on investment.

How much time did it take to find a GDP expert?

That must have been one month at most, mostly because I was traveling a lot at the time. We got a quick response to our initial request and we got Lieven up and running in no time. “The procedures were not yet organized in a ‘living system’.”

Which brings us to you Lieven. Lieven, can you briefly describe your project here at Cogezaf? Sure. When I came here Cogezaf had just had an external GDP audit. That audit had shown that Cogezaf had a GDP license and a couple of procedures, but these procedures were not yet organized in a ‘living system’. Cogezaf needed to invest in its quality system and the documentation of its validation and qualification procedures.

And that’s what you helped them with?

Exactly. When I came in I first analyzed the results of the audit. I saw 2 main priorities: 1) the quality system had to be rewritten to a clear plan with actions and priorities and 2) all validation and qualification procedures of systems had to be fully documented. There were plenty of procedures available, but only few of them were actually written out on paper.

How did you put your priorities into action?

My first priority was to convince all stakeholders of the importance of GDP compliance. That wasn’t too difficult: Cogezaf was determined to get the GDP certification from day 1. Then, I updated the documentation of the quality system, and the documentation of the most important systems and processes. At the same time, I trained Marie France to look after the company’s compliance with the GDP guidelines.

“GDP compliance is an on-going process.”

Are there any remaining issues with regard to the EU GDP?

Staying compliant with the EU GDP guidelines is an on-going process. We have now covered the basics. The action points from the audit have been taken care of and our progress has been reported to the company that ordered the audit.

Our next priority will be to keep the system ‘alive’ and to further complete and document the qualifications and validations of our infrastructure, materials, processes and transports.

Were you able to accomplish all your initial goals for the project?

I think we have covered 90% of the project goals. There will always be room for improvement, but we needed a pragmatic approach. We had to set our priorities within the boundaries of the EU GDP guidelines and Cogezaf’s business. We’ve certainly covered the basics. Now it’s up to Cogezaf to further complete all the documentation and to look after the implementation of all the procedures. “We consider our relation with Pauwels Consulting as a successful partnership.”

Marie France, the project has now ended. What was your general experience with Pauwels Consulting?

We are very happy overall. The quality and the speed of the work were very good. We consider our relation with Pauwels Consulting as a successful partnership. It’s a win-win situation. We were happy to pay for the excellent service we received. Working with Pauwels Consulting was a very pleasant experience overall.

Would you consider working with Pauwels Consulting again in the future?

Yes we would. We seriously consider hiring experts from Pauwels Consulting again. In particular, for future GDP audits. A little self-inspection has never hurt anyone (laughs).

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Maxime van Belle Content Marketeer

Application tips

Want a job interview? Leave a compelling voicemail message!

08 Apr 2019
No matter how good your resume, your motivation letter, your reputation and your written communication skills may be, good telephone skills are critical for your job search.

In our previous blog post, we discussed the importance of having an inviting voicemail message. But what to do when you have to call (back) a recruiter? How do you leave a compelling voicemail message that invites a recruiter to call you back?

CALLING A RECRUITER: PREPARE, REHEARSE AND BELIEVE IN YOURSELF!

Want a job interview? Leave a compelling voicemail message! If you call (back) a recruiter, 4 things can happen:

  • The recruiter is unavailable and you end up in his or her voicemail.
  • The recruiter doesn’t pick up the phone but a colleague does.
  • The recruiter picks up the phone.
  • No one picks up the phone.

In either case, it is important to make a good impression. This can only be achieved if you prepare, rehearse and believe in yourself. Therefore:

  • Decide whether you want to leave a voicemail message before you call the recruiter! Some things can be better discussed in a one-to-one conversation rather than through a one-directional voicemail message.
  • If you don’t want to leave a voicemail, make sure you end the call before the beep. Don’t leave voicemail messages with static noise or -even worse- a vague message without a purpose and call to action.
  • If you want to be transferred by the colleague who picked up the phone, be prepared to communicate who you are, who you are calling for, what you are calling about and what actions you expect from the colleague who answered your call.
  • If you don’t want to leave a message with the colleague who answered your call, give your name, explain why you called, and say that you will try again later. In all cases: always be polite! Other colleagues’ opinions can seriously influence how a recruiter feels about you.
  • If the recruiter picks up the phone, make sure you can properly introduce yourself and explain the reason for your call. Try doing some research on the recruiter and/or the company he/she is working for! Try to ‘know’ the recruiter before dialing his or her number.

calling and leaving voicemail for job interviewTIPS FOR LEAVING A CONVINCING COMPELLING VOICEMAIL MESSAGE

If you decide to leave a voicemail message in a recruiter’s mailbox, the following tips may help:

  1. Divide your message into 3 parts: an introduction in which you introduce yourself, a body in which you name the reason for your call and an ending with a call to action and your contact details (if you want the recruiter to call you back).
  2. Make it super easy for the recruiter to find your details in his/her system and to call you back. End your voicemail message with your e-mail, phone number (twice), your name, the reason for your call and a clear call to action.
  3. An example ending may be “You can reach me at john.doe@email.com and 01-23456789. That is 0… 1… 2… 3… 4… 5… 6… 7… 8… 9… This was John Doe from Company X. I called you regarding the job opening for Marketing Officer with Company Y. I look forward to hearing from you”.If you are not fully satisfied with the voicemail message you just recorded, try again! This option may not be possible with all providers, but if you can you should do your best to improve your message as much as you can.

“Don’t underestimate the power of a good phone call!”

3 EXTRA TIPS FOR MORE SUCCESS

Sometimes you are not actively looking for a new job, but recruiters are maybe looking for you! Therefore:

If you missed a call: Call back! Always! Calling back an unknown number may take some courage, but you don’t want to miss out on the opportunity of a lifetime because you don’t have the courage to call back, do you?

Evidently, it is hard to prepare for such a telephone call. If you reach a recruiter and if you don’t feel confident enough to have a conversation at that time, try to schedule a new meeting in the near future. Also try to get as much information as possible (the recruiter’s name, the position and/or company and/or job description you are contacted about) to prepare yourself for your next phone call.

In order to stay in control of the conversation, you can indicate that you will call back at a later point in time. Leave enough room for the recruiter to call you in the meantime if he or she wants to, but secure your next point in the conversation.

Don’t call your recruiter every single day, and don’t expect an instant reply either. Don’t even expect a reply the same day. Recruiters are often on a tight schedule. Try to help your recruiter as much as possible by leaving your contact details and by giving him or her the opportunity to wait for your next call. You and your recruiter are on the same team. Help each other as much as possible!

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Maxime van Belle Content Marketeer

Application tips

Personal branding: 7 tips for recording your voicemail message

06 Apr 2019
When you are looking for a new job or another professional challenge, your telephone skills or the lack thereof may seriously influence your chances of success. We discuss 7 tips for creating a voicemail message that makes a great first impression and that invites callers to leave a message or call you back.

Create your voicemail message, build your brand.

Your voicemail message is a powerful branding tool. The content and in particular your tone of voice can give a great impression of your personality. This impression can either invite or prevent recruiters and other business contacts from sending you interesting job opportunities.

In order to maximize the full potential of your voicemail message, make sure that your voicemail is:

1. Authentic

Record your voicemail message with your own voice. If you haven’t already done so, change the default message of your carrier and record your own message. Don’t let others do this for you; you don’t want to sound like someone else.

2. Pleasant

Record your voicemail message in a quiet place without too much noise or reverb. Recording your message while driving your car can be noisy. Recording your voicemail message at night (with less background noise) may be a better idea.

3. Fluent

Speak distinctly at a comfortable volume and pace and with a pleasant intonation and tone of voice. Preparing your message in advance is a good idea, but don’t read it out loud. Ideally, your voicemail message will sound natural and inviting.

calling and leaving voicemail for job interview4. Professional

Forget about ‘funny’ tunes and messages. Humor is a serious thing. It can be perceived as funny or downright irritating. Don’t jeopardize your chances of success with ill-placed humor.

5. Original

Using humor in voicemail messages can be tricky, but an original voicemail message won’t hurt. Change your voicemail message once in a while and try to include facts that showcase your commitment to the things you do.

6. Informative

Tell your callers that they have reached your voicemail. Articulate your name with care. This way your callers will know for sure that they have dialed the correct number. This will lower the threshold to leave a message.

7. Instructional

Give your callers a clear call to action. A phrase like “Please leave your name AND number and I will get back to you as soon as possible.” tells your callers what to do and what to expect.

“Good telephone skills are critical to your success!”

Good telephone skills can seriously increase your chances of being invited to job interviews and other interesting job opportunities. And yet the importance of good telephone skills for your career is often underestimated.

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Maxime van Belle Content Marketeer

Insights

Lean Management

28 Feb 2019
Pauwels Consulting Academy recently organized a lean management workshop to learn about process optimizing.

On Tuesday, February 18, a duo from the Refuelers shared their knowledge on lean management during an interactive hands-on workshop in Antwerp for the Pauwels Consulting Academy. They made us play a store – producer – customer game to show what could possibly go wrong in the process and to learn how to optimize by ourselves taking into account some of the lean management pillars: waste management, voice of the customers, pull strategy, continuous improvement, identifying bottlenecks, reducing idle time and creating an optimal flow, etc.

Below, you will find a few pictures of the event.

Pauwels Consulting Academy

Continuous learning is a trend that we encourage and facilitate. The Pauwels Consulting Academy is, in addition to our internal training, our one-on-one coaching and our Pauwels Acceleration Program, an initiative through which we invest in the training & skills of our consultants. During these workshops, your colleagues at Pauwels Consulting or field experts will tell you about a project, a technique, a methodology or useful tips and best practices you can use in your own projects.

Check out our upcoming sessions here!

MORE INFORMATION ABOUT OUR PAUWELS ACADEMY?

Do you have any questions regarding this workshop, do you want the slides and/or would you like to learn more about networking in general? Contact Céline Van Puymbrouck, our Learning and Development Coordinator via celine.vanpuymbrouck@pauwelsconsulting.com.

 

Interested in joining a Pauwels Academy?

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Application tips

Job hopping: is it beneficial or not?

08 Feb 2019
We once stumbled upon an interesting article in Forbes about "The Pros and Cons of Job Hopping". The article provides a fresh take on the benefits and drawbacks of changing jobs often.

The article concludes that “if you do it for the right reasons and maintain healthy relationships with past employers, the pros should outweigh the cons and you’ll be seen as a flexible, resourceful candidate”. Let’s see how this applies to you.

What is job hopping?

Job hopping is an elusive term, but ‘moving from one company to the next every one to two years, doing this repeatedly and for other reasons than a layoff or company closing’, seems a good working definition.

Job hopping is something that is a trend nowadays. Whereas, Baby Boomers usually stayed with one employer for their entire career, the younger generations X and Y seem to strive for more instant gratification. This results in more adventurous career paths.

So, what are the most important benefits of job hopping?

1. You can get a ton of experience and a fresh view on things

If you change jobs every few years, you’ll see the inner workings of various companies and company cultures. Each one will have its own best practices and rules of conduct. If you carry this knowledge and experience with you, and if you can apply them in your future work, it may offer new ideas and a surprisingly fresh way of doing things.

This may help you and your future employers overcome challenges sooner and better, in ways you (and they) would otherwise have never thought of.

keep eyecontact during job interview2. You can grow a powerful network

The more companies you work in, the larger your network will become. Having a large, resourceful and easily accessible network is a big asset for employees and employers alike. With a powerful network, you’ll be able to reach out to people and information quicker and easier. This is definitely a win-win for you and your future employers.

3. You get more opportunities to find the right fit

If you work with various employers, you’ll have plenty of opportunities to figure out which type of job and company culture suit you best.

This is a win-win for you and the employer that matches your criteria, provided that you can resist the urge to change jobs again. After all, the grass always seems greener on the other side.

Sound good! But what about the drawbacks of job hopping?

1. Employers may be hesitant to invest in you

Imagine you are an employer. Would you invest in the education and career development of someone who changes jobs every year? Probably not! If you change jobs often you may be considered a flight risk. As a result, you may not get the education, coaching, rewards or career opportunities other, more loyal employees get.

2. Last in, first out

Imagine you are an employer again. Who would you lay off first when things get rough: loyal employees with a ton of company-specific knowledge or new forces with more generic knowledge? When things get rough, loyal employees will be at the advantage.

3. You may seem unreliable

If you change jobs every one or two years, employers may question your judgment and your perseverance. True, some people may be better at starting things and others may be better at completing things, but completing long term projects shows that you have discipline and that you won’t leave at the first sign of trouble.

So…

Ready to jump into a new challenge?

Should you hop?

Well, it depends on a number of things, among which:

1. The industry you are in

Some industries are more open to job hoppers than others. If your new jobs all have steep learning curves (and hence a large cost of education), more loyal employees may be at the advantage.

2. The country you live in

The Forbes article was geared toward the American economy. Based on our daily experience with recruitment in Belgium we can tell that Belgian companies are still more reluctant to hire employees that change jobs every few years.

3. Your reasons for job hopping

If you can prove that you have provided added value to all your past employers and that you left on good terms, your career jumps will be more acceptable than when you are just chasing quick pay raises.

Mind that attracting, screening, courting and hiring new employees is very expensive for companies though. With this in mind, ‘providing added value to your employers’ means “paying back these investments and providing extra value on top of that”!

consultancy4. Your need for security

If you feel confident about your skills and knowledge and if you are willing to take risks, you may consider changing jobs more often. However, if you want job security and more peace of mind, pursuing a rich and varied career with one employer may be more rewarding.

5. The trail you leave behind

No matter what, you are dealing with people. If you always leave on good terms, you’ll grow a powerful network. However, if you burn your bridges, all you’ll leave is a bitter taste and a network of people who will speak ill of you.

And please let’s not forget…

6. Your definition of job satisfaction

Most people love and/or need appreciation. If you make yourself indispensable to your employer (this usually requires you to stick around for a longer period of time), you’ll feel the appreciation of your employer and your colleagues. This may be far more rewarding than changing jobs every few years.

7. Your peace of mind

If you focus on the here and now without losing sight of your long-term ambitions, you’ll probably feel more at ease than when you are constantly dreaming of the future. Setting and pursuing goals may give you peace of mind and joy at work. Don’t underestimate the power of these two rewards.

Our thoughts on job hopping:

Be careful!

The Forbes article concluded that “if you change jobs for the right reasons and if you maintain healthy relationships with past employers, the pros [of job hopping] should outweigh the cons and you’ll be seen as a flexible, resourceful candidate.”

Based on our daily experience with recruitment, we’d like to tone down this conclusion to “if you change jobs for the right reasons and if you maintain healthy relationships with past employers, the pros [of job hopping] MAY outweigh the cons and you MAY be seen as a flexible, resourceful candidate.”

We feel that Belgian employers are increasingly less conservative in their hiring policies. So you should still be careful if you change jobs repeatedly for the wrong (read: just financial) reasons. It may bring short-term joy, but it can jeopardize your future.

CONSULTANCY: THE BEST OF BOTH WORLDS!

There is one last thing the Forbes article didn’t mention: there is a job where you can build a career, a large network and varied skills and expertise with one employer while working on challenging projects with very diverse companies. That job is called consultancy. Want to know more? Click here for more information.

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Maxime van Belle Content Marketeer

Insights

Networking tips & tricks

14 Nov 2018
On Thursday, December 6, 2018, Dimitri Verhoye from Smart A’DVice delivered a workshop on networking for the Pauwels Consulting Academy in Antwerp.

He gave us tips and tricks on how you build your own network and how you maintain, expand and strengthen it so that your employer, company and environment can benefit from it. Discover some pictures of the event below.

Pauwels Consulting Academy

Continuous learning is a trend that we encourage and facilitate. The Pauwels Consulting Academy is, in addition to our internal training, our one-on-one coaching and our Pauwels Acceleration Program, an initiative through which we invest in the training & skills of our consultants. During these workshops, your colleagues at Pauwels Consulting or field experts will tell you about a project, a technique, a methodology or useful tips and best practices you can use in your own projects.

Check out our upcoming sessions here!

More information?

Do you have any questions regarding this workshop, do you want the slides and/or do you want to learn more about networking in general? Contact Céline Van Puymbrouck, our Learning and Development Coordinator via celine.vanpuymbrouck@pauwelsconsulting.com.

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Maxime van Belle Content Marketeer

News

2018 Pauwels Consulting Ghent Marathon: Congratulations to all runners

29 Oct 2018
On Sunday, October 28, the second edition of the Pauwels Consulting Ghent Marathon took place at the Watersportbaan in Ghent. 7000 brave runners faced the cold and windy weather and enjoyed the different runs and the atmosphere along the way and in the Topsporthal.

Unfortunately, the marathon started an hour late because some of the signalmen were not in place. Despite this setback, the majority of the 2000 marathon runners remained cheerful. A true accomplishment in its own right!

The second edition of the Pauwels Consulting Ghent Marathon will be remembered for its cold and  sunny weather. We take pride and pleasure in seeing and feeling the energy of so many runners and supporters every year again, especially on such a cold day.

Thank you all for joining us in Ghent and for your wonderful enthusiasm. We hope to see you again next year!

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News

HR investment group Pyramid takes a stake in ORMIT

04 Oct 2018
Ghent, 3 October 2018. Pyramid NV, the HR investment group behind Pauwels Consulting, is today taking a 75 % stake in ORMIT, the Dutch HR company specialising in traineeships and leadership development.

The remaining 25 % of the shares will remain in the hands of ORMIT management. Thanks to this investment, the Belgian consultancy company Pauwels Consulting and ORMIT are now part of the same HR investment group.

“The external shareholders of ORMIT wanted to sell their shares”, says Hetty van Ee, managing director of the ORMIT group. “As a result, we went on a search for a new shareholder who shares our vision, values ​​and growth ambitions. In recent years, ORMIT has set up and implemented increasing numbers of special traineeships at some great companies in both the Netherlands and Belgium. Thanks to our ability to attract talent from the labor market, we offer our clients access to prime (international) candidates. We want to expand even further, so we were looking for a party that could support this ambition. We decided that Pyramid NV, the HR investment group led by 3D-Investments and Bert Pauwels, was the best option.”

The Belgian consultancy company Pauwels Consulting and ORMIT are now part of the same HR investment group

“3D-Investments is a Belgian investment company that invests in companies with strong growth potential. The focus at 3D-Investments is always in the long term and on doing fair and transparent business. Bert Pauwels is the founder and managing director of Pauwels Consulting, the Belgian consultancy company with more than 520 consultants in the areas of engineering, life sciences and IT. Both parties showed a strong and sincere interest in ORMIT’s posture and concept right from the outset.”

“We are delighted with this new collaboration”, says Hans Swinnen, chairman of the board of directors at Pyramid NV and partner at 3D-Investments. “Since the beginning of our collaboration with Pauwels Consulting in 2016, we have already realized three acquisitions, alongside impressive organic growth. We are delighted with this opportunity to now also contribute to the further growth of the ORMIT group.”

“We will make sure that Pauwels Consulting and ORMIT each retain their own identity. Both companies have defined their destiny over the last two decades and built up a strong reputation. That is something we want to respect, although I think that this collaboration can create a natural cross-fertilization between both companies.”Pauwels Consulting currently has more than 520 employees on board, while the ORMIT team has over 230 employees and more than 1,600 alumni who have been developed by ORMIT. “The services provided by ORMIT and Pauwels Consulting are perfectly complementary”, says Bert Pauwels, founder and managing director of Pauwels Consulting. “ORMIT identifies young prime talent and develops their soft skills and leadership qualities during an intensive two-year growth trajectory involving various projects at different clients. Then they match their high potentials to the clients who best suit them and where they can bring the most benefits.”

“At Pauwels Consulting, we mainly focus on project sourcing and HR solutions, such as business process outsourcing, for companies looking for specific engineering, life sciences or IT expertise and skills. We also consciously invest in the training and coaching of our people. We can definitely learn something from the professionals at ORMIT on further perfecting this coaching.” “This share transfer will put us in a position to continue to grow ORMIT as an independent company, with our current enthusiastic people on board and from a perspective of the values ​​that are important to us”, says Hetty van Ee. “Our vision, ambition and plans remain unchanged. We will continue to find, develop and connect (and bind) prime talent to our participants and look forward to realizing our further growth plans with the help of Pyramid NV!”

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Pauwels people

Dr Veerle Deblauwe publishes article on patent search

19 Sep 2018
When one of our colleagues does something special, all of us at Pauwels Consulting are proud. Dr Veerle Deblauwe, an expert in patent search, recently published an article following the Search Matters conference in The Hague. So, high time for a chat with this special woman, to find out who she is and what she does. Welcome to the wonderful world of patent search.
Veerle, can you tell us a little bit about yourself?

Veerle: My name is Veerle Deblauwe. I’ve been researching and analysing patents and other scientific information, something known as patent search, for more than fifteen years. In addition, I’m a member of the Belgian Patent Information User Group and the Werkgroep Octrooien Nederland.

Mainly, my experience has been with patents and scientific research for the polymer chemical industry, the construction industry (such as roof tiles, slates, plasterboard panels and fibre cement cladding) and the pharmaceutical industry. I’ve been working as a consultant at Johnson & Johnson for five years, the last year of which was via Pauwels Consulting.

You must have an extensive academic background, presumably?

Veerle: I studied at the University of Leuven, where I completed both a master’s degree and a doctorate in organic and macromolecular chemistry.

Can you explain to the layman what patent search is?

Veerle: A patent describes an invention in detail and grants the owner the exclusive right to produce and market this invention. In essence, patent search means checking if a patent has already been published for a specific invention.

It’s an important discipline because a patent is only granted for truly new or innovative inventions. With every new product or process, a check also has to be carried out to verify that there is no infringement of existing patents belonging to others. In jargon, this is called a ‘freedom to operate search’.

In addition to a number of other sources, I mainly search in patent literature, the collection of patent documents. That is a major challenge, as you have to know your way around existing databases very well. That’s not a simple job, because they are constantly evolving, and you really have to keep your eye on the ball.

Can you tell us more about your current job?

Veerle: I work permanently for Johnson & Johnson worldwide, for scientists, researchers and patent attorneys. I work in a small team of two, the chemical patent searchers, which only consists of colleague George Chiu from the United States and myself.

It’s very important for us to complete our assignments within deadlines with a critical attitude and scientific curiosity. At the same time, however, we have to be flexible enough to deal with urgent requests that arise in the meantime and need to be handled quickly.

Is it true that an article of yours was published recently?

Veerle: Yes. On 23 to 25 April 2018, the Search Matters conference returned to The Hague. This international conference is organised every year, alternating between The Hague and Munich. It was organised by the European Patent Office, which appointed Sofia Pires of the University of Alicante and me as rapporteurs. The result appeared in the September edition of World Patent Information, a magazine specialising in my field of work.

It was fascinating to be able to attend the conference from this perspective. By the way, I’ll also be attending the Patent Information Conference in Brussels in November, another conference organised by the European Patent Office.

Is it possible to combine these conference visits with your current tasks at Johnson & Johnson?

Veerle: Yes, no problem at all. After all, these conferences are relatively short. At Search Matters, for example, I was only present for two days.

Obviously, I have to check my e-mails in the evening and I have to do a bit of extra work before and afterward. And if I know in advance that something important is coming up, I let the right people know in advance that it will be difficult to contact me.

Great to hear that you can combine all these things, Veerle. Congratulations once again on your publication and thanks for the interesting interview!

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Pauwels people

Koen and Tijs climbed Mont Blanc: the 4,810-metres high ‘roof of Europe’

21 Aug 2018
At Pauwels Consulting, we attach great importance to 'healthy minds in healthy bodies'. Lots of our colleagues are very active when it comes to sport, taking part in activities such as fun running events, cycling events and other physical sports activities, both individually and as part of a team. Recently, our colleagues Koen De Borle, recruitment consultant at Pauwels Consulting, and Tijs Billemon, IT director and business coach, climbed to the summit of Mont Blanc (4,810 metres high to be precise). An incredible achievement!

We chatted with Tijs and Koen about the preparations for this extreme sporting challenge and their experiences during this exciting climb.

koen & tijs climbed mont blanc

Hi Koen, hi Tijs, where did the idea of climbing Mont Blanc come from?

Koen: Mountains have been in our blood for a long time. When we were little, we both went to the Alps with our parents during the summer holidays. We love mountains because of the nature, tranquillity, landscape, hospitality and range of sports opportunities available.

Tijs: That’s very true. When we’re on holiday, we like a bit of action and adventure. Mont Blanc is a popular mountain among alpinists, of course. Justifiably, because it’s such a beautiful environment for mountaineering enthusiasts.

Koen: We came up with the idea of climbing Mont Blanc last summer. We were looking for a new challenge and literally wanted to go higher than we had ever gone before.

We did some research and came across the Dutch Mountain Network and experienced mountain guide Jelle Staleman. They offer guided and organised excursions, both in Europe and beyond. We didn’t take long to take the plunge and decided to register for the Mont Blanc Summit climb.

Nice! Did you already have some climbing experience?

Koen: A few years ago, Tijs and I took part in an Alpine Tour in the Austrian Ötztal. During that five-day trip, we climbed one summit each day, culminating in the Wildspitze, which is the highest summit in Tyrol at 3,774 metres. That is where we acquired extensive experience with mountain life, glacier walking, rock climbing and the most common rope techniques.

Who did you climb Mont Blanc with? Just the two of you or a larger group?

Tijs: We did the expedition as a group of four friends. We’ve known each other for a long time and we also participated in the previous Alpine Tour together, so knew that we could trust each other. Two more Dutch people joined our group via Mountain Network, so there were six of us all together.

“If everything goes well, anyone who wants to could climb that mountain in principle. However, if anything goes wrong, experience and insight are crucial.”

Mont Blanc challenge
How was the guidance during your adventure?

Koen: Well, we explicitly decided to do this climb with expert guidance and later we discovered that we’d made the right decision. The programme consisted of a preparation process, during which we practised ice and rock climbing and glacier walking on the spot.

For the first few days, we were accompanied by two local guides and for the ascent to the summit, we had one on two guidance. In addition to physical and technical preparations, the guides also prepared us psychologically. The thing is, lots of climbers want to reach the summit at all costs, but experienced guides can point out the dangers, special circumstances or dramatic experiences that sometimes make it impossible to reach the top.

For this alone, it’s essential to seek guidance when you take on such a challenge. If everything goes well, anyone who wants to could climb that mountain in principle. However, if anything goes wrong, experience and insight are crucial. If they then decide it’s better not to continue, you should trust them. Or lose your life.

What preparations did you make?

Tijs: Obviously, we left nothing to chance for this expedition. We regularly went on long bike rides or walking exercises in order to improve our basic condition and endurance. A climb of this nature also requires special material, such as specific clothing and shoes for Alpine areas.

The organisation also provided most of the technical equipment: climbing harnesses, helmets, snap hooks, ropes, ice picks and crampons. When selecting material, it’s important to only take what is strictly necessary to climb the mountain. Before you know it, the backpack weighs 8 to 12 kg. The more material and clothing you take with you, the more difficult the climb becomes…

Koen: We also participated in the introductory day in the climbing hall in Nieuwegein (the Netherlands), which was organised by Mountain Network. In addition to practical information and an introduction to other participants, we got to grips with wall and rock climbing. Balance and stability are essential, so one of the things they did was to get us to climb the wall blindfolded. That way you really learn to put your feet carefully and are constantly trying to get in the best position.

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maxime_van_belle
Maxime van Belle Content Marketeer