Sabrina Scheil

Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

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T H E N I C H E D O M I N A T O R F R A M E W O R K 10 Schritte, um deine Software Development Agentur zu positionieren.

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If you didn`t have the chance to attend this years #personamanagementkongress in Berlin 2024 and have missed our great presentation on "The Age of Adaptability" please take a look below. #humanpower #manpowergroupgermany #humanpowergroupgermany #pmk24 #pmk24berlin #coaching #assessment #careermobility

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It can be difficult to get real insights about a company's culture and fully understand the environment you're considering to join as a candidate. Personally, I think the greater part of this process, is taking a bet on your future Employer, and ultimately trusting they'll deliver on the positive feeling they gave you during the interviews. Having said that, that's also one of our greatest USPs as recruiters. The guidance and the advice we are able to provide on this. Because we are able to share our own knowledge about a company with our candidates, and share deeper insights with them, that will help them in better assessing a company's ID and culture. This is often overlooked, and mostly undervalued, but it makes a great difference. At Optimyze Consulting, we vouch for the clients we work with and we happily and proudly become their fondest representatives, but we'll also flag it out when we notice the chemistry isn't there between a candidate and a client. A match is a match. Anything that's not a firm yes, is a no. Everyone should evolve in an environment where they feel safe to be truly who they are, in order to reach their full potential. We're here to help you achieve just that 💜 #recruitment #companyculture #culturefit #diversity #inclusion

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What better than to read a good book on this mental health day!! A beautiful book by a dear friend !!!

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🌟Portfolio insights: HR Tech 🤖 One of our investment focus areas is #HRTech, where we can rely on the extraordinary expertise of our #superangel Stefan Menden, who founded several companies in that space (e.g. squeaker.net GmbH) and built a large portfolio ever since turning investor via MVC Menden Ventures and the HR Angels Club 👼🏼 Jointly, we have already invested in 7(!!!) truly amazing companies (Wandel.com, CareerOS, Jamie, Huzzle 💚…and 3 still undisclosed champions). So when it comes to identifying the next big trends and the most promising tech companies in this space, Stefan is THE go-to #expert! 😇 It is no surprise, that he is the 'VC Voice' for July at UNLEASH, profiling leading investors in the HR tech space 🎉 Stefan shares so many valuable insights on what future challenges startups need to solve for their HR customers, you certainly don’t want to miss out checking out the full article (link in comments 👇🏼) Stefan, we are #superthrilled to have you as part of our #superangels family and we can’t wait for our next joint deal! 🚀 #VCVoices #HRtechstartups #HRtechinvestments #portfolioconstruction #investwiththebest #businessangels #superangels 🌟 Rudy Rüdiger Fajen, Katja Ruhnke, Conny Hörl, Johannis Hatt, Jan Dzulko, Martin Ostermayer, Florian Huber, Dr.-Ing. Claudia Nagel, Björn Jopen, Manuel Bönisch, Marc Schuler, Sebastian Johnston, Christoph Zoeller, Volker Rofalski, Matthias Helfrich, Marc Müller, Prof. Dr. Roland Fassauer, Hanna Marie Asmussen, Raffaela Rein, Anna Alex 🌟 😇 Franzi Majer, Alexander Brand, Florian Gottschaller 😇

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Revisionssoftware RIAS SaaS...hier ein paar relevante Infos

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The recently adopted #AIAcf of the #EU marks a significant step that reconciles progress in AI with the protection of privacy and personal rights. Johann Scheuerer von com! professional summarizes various opinions in his article. Peter Pugh-Jones our Director of Financial Services, focuses on the personal responsibility of companies.

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Ohánà GmbH started with a new HR-CRM software program and finished the first stage

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SAVE THE DATE

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The (business) world started moving a whole while ago towards more #data-informed assumptions and decisions. And it seems that HR/TA/People is catching up. But what does it mean to work data-driven in our function? Looking at sickness share and churn from now and then is a yesterday's story. What we need to move towards is finding causations, correlations and interdependencies between all the areas: from usual workforce management data, to engagement, performance, hiring process, onboarding, offboarding, org structure and benefits & comp data. And the amazing tool that the team at peopleIX is building, can help you to do exactly that ⛵ HR colleagues, check it out! #peopleanalytics

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𝗠𝘆 𝗷𝗼𝘂𝗿𝗻𝗲𝘆 𝗮𝘁 𝗮𝗹𝗹𝘆𝗴𝗮𝘁𝗿 𝗚𝗺𝗯𝗛 𝘁𝗮𝘂𝗴𝗵𝘁 𝗺𝗲 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗮𝗻𝘆 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘀𝗰𝗵𝗼𝗼𝗹 𝗲𝘃𝗲𝗿 𝗰𝗼𝘂𝗹𝗱. I’ve learned the power of resilience. With working experience as a CEO before, I thought I had it all figured out. But building a pioneering HR tech ecosystem in DACH was a different beast altogether. The challenges were fierce, but so were the rewards. O͟n͟e͟ ͟k͟e͟y͟ ͟l͟e͟s͟s͟o͟n͟:͟ Being part of the largest HR Tech Investor network in DACH has shown me the value of strategic partnerships. 𝗧𝗼𝗴𝗲𝘁𝗵𝗲𝗿, we celebrated a recent exit with Novaheal GmbH. It’s not just about profits, but building lasting 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 and creating remarkable 𝘃𝗮𝗹𝘂𝗲 for startups and investors alike. The truth is, while sales revenue is crucial, it’s the people—our community and partners—that make allygatr thrive. Are you ready to redefine the workforce with us? Together, we can make a difference. #hrtechallyance | hrtechallyance | allygatr

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Outstanding insights by Jochem de Boer and Bettina Schaller on our Fall 2024 Labour Market & Policy Outlook. Tune in for more details, to stay up to date in the world of work. #labourmarket #outlook #politics #regulation #Skills #talent

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Very interesting topic for everyone interested in vibration fundamentals. Excellent supervisor. Recommended.

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#Leadership in #Retail, #Supply-Chain(e-2-e) and #Hospitality A very good post Melanie ...possibly to be supplemented by: 💎 #trust - from the board (owner) and the management, they must stand behind the goals of the transformation. The #culture must be constantly scrutinised by the Board / Executive Board and questioned if necessary. 💎 #error culture - EVERYONE is allowed to make (*) mistakes, it must be possible to revise wrong decisions. (*tolerable) 💎 #Responsibility - this must be transferred and accepted, with all the consequences, advantages and disadvantages. 💎 #Managers must be able to select, empower, motivate and coach their employees.

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