Konstanty Sliwowski

Sifted recently wrote: “The spread of AI and other tech tools is turning HR into an analytics game. Future people managers will need to decide how to interpret data and how those interpretations ultimately affect workers. Algorithms, in other words, will help — and perhaps also hurt. There will surely be occasions when HR managers are better off leaving the tech to one side altogether and tackling issues the old fashioned way.” I agree - AI is transforming HR departments by automating tasks like recruitment, payroll, and employee performance analysis. It enhances efficiency, reduces biases in hiring, and helps HR professionals focus on more strategic functions. However, while AI can streamline operations, it cannot replace the human touch required to nurture a positive company culture. Good managers, particularly in people and culture roles, are still essential for building trust, empathy, and personal connections with employees. Their leadership ensures that AI-driven processes are balanced with a deep understanding of individual needs, fostering a healthier, more engaged workforce. Whats your view on AI in HR? ➡️ We are currently pro-activeley looking for pre-seed Startups 🚀 & Business Angel 💸 whom are interested in Investments in the area of AI in HR Tech. ⬅️ ######################## With allygatr🐊, we invest in young HR tech start-ups and help them scale rapidly. We’ve successfully guided companies from 0 to 1 million ARR in no time, brought several ventures to further financing rounds (Seed/Series A), and achieved successful exits. With over 70 investors, access to 30,000 decision-makers, and a sharp focus, we are THE HR Tech Investor. If you’re an investor, startup, or HR expert, send a DM to get involved! #hrtech #allygatr #hrtechallyance | hrtechallyance ########################

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Today, I had the privilege of meeting face-to-face with the CHROs of Austria's largest enterprises to discuss HR-Tech. Here are some key insights I gained: 1️⃣ CHROs are leading the charge on digital transformation. They are highly digital in their personal lives, but organizational digitalization is progressing slower... This is due to the sheer size of the organization (and sometimes because big reorganization projects and other transformations halt the speed) 2️⃣ CHROs receive 10-15 cold emails per day from HR-Tech providers! However, these are always overlooked due to sheer volume, underscoring the need for personalized, relevant engagement 3️⃣ CHROs are in general very open to exploring new HR-Tech digitalization opportunities. Out of the 11 meetings that we had today, we already have 6 follow-up conversations to discuss how WorkFlex can support their compliance needs 🚀 A big thank you to Egon Zehnder for organizing this outstanding event. Your ability to create exclusive, high-quality gatherings is remarkable. Special shout-out to Dirk Mundorf, Florian Schmidt, Judith Pertl Katharina Horky from Egon Zehnder, Thomas Perlitz from allygatr and Sandro Günaltay from WorkFlex. #CHROs #digitalization #software #HR #transformation #hrtech

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I posted this three years ago during Pride month and the reaction was amazing: thousands of views, many comments and direct messages, and great friendships (SP and GK, you know who you are). Posting again with the same intention: we don't have to be invisible at work - we can be our authentic selves. And being gay at work is NOT always a struggle. Here goes: Being gay at uni in 1980s London was easy. New Romantics were a thing; even straight guys used their GF's eyeliner. The greatest city in the world (sorry, NYC) welcomed all. Work was surely different. I wanted to work in M&A in The City, a place of slick men and rougher traders; women were mainly secretarial or support - and few out gay men. With luck and craft, I found a job at a leading stockbroker. I didn't want to hide my sexuality but couldn't flaunt it. Luckily I had a guru: a respected research Partner - everyone knew he was gay and, because he was so smart, nobody cared (or stayed quiet). By following his example, I never saw homophobia at work. I received pay raises and promotions and changed employers. What I did after hours was my concern; I wasn't sleeping with colleagues. Being gay actually helped: the City Lunch Club, ~20 gay men meeting in a pub was a great way to make contact with senior professionals. I learned a lesson (also applies to straights): Do an excellent job and no-one can snipe. We're more compassionate now but business principles endure: employ people and chase profits. We minorities may have to work harder to stand out - role models help. I'm delighted that LGBTQ people are being seen more, and inspiring younger ones (just as I was).

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Let's enter the raffle of Talent Crunch Berlin (TC) for the FemTechConf! How do I envision the future of Talent Acquisition beyond mere skills-based hiring in 2025? For me, there's an evelutionary step that will bring TA to the next level and it has nothing to do with AI! Let's call it "Goal-oriented Hiring"! It goes beyond looking for the right skills and brings the candidate into focus! If set up properly, you will evaluate all candidates objectively and transparently against the goals they need to achieve in their first 9-12 months. In doing so, you look into the candidates' current capabilities as well as their potential. With a structured kick-off meeting you also clear the path for strong diversity hiring as you focus on the goals, and how to reach them disconnected from any biases. The shift to goal-oriented hiring will increase diversity, candidate experience, and productivity! It's a massive win for both sides, the candidates and your organization! — My name is Christian from The UnleashPeople and I help companies lift their Talent Attraction to the next level.

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Global mobility is no longer just about expat assignments. Our co-founder, Daniel Zinner, joined HHL Leipzig Graduate School of Management for their HHL Impact Series to talk about how remote work and international hiring are redefining global mobility. Daniel discussed a number of topics, including: 🟣 How digitisation and a global mindset are the keys to driving sustainable organisational performance. 🟣 Why modern leadership is more than managing people—it's about engagement, empowerment and fostering collaboration across cultures. 🟣 Why he thinks networks and ecosystems will be the drivers of business growth and innovation over the next few years. 🟣  His excitement that Leipzig is turning into a hub of change and leading the way in business and cultural innovation. Watch the full interview here: https://lnkd.in/ecGxFdf2 #GlobalMobility #Leadership #SustainablePerformance #Innovation

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Discussing pay transparency - German Edition 😯 𝙋𝙖𝙮 𝙏𝙧𝙖𝙣𝙨𝙥𝙖𝙧𝙚𝙣𝙘𝙮 𝘿𝙞𝙧𝙚𝙘𝙩𝙞𝙫𝙚: "Your employees have the right to request and receive pay information from YOU..."   Gᴇʀᴍᴀɴ GᴍʙH: "... other priorities right now"   𝙋𝙖𝙮 𝙏𝙧𝙖𝙣𝙨𝙥𝙖𝙧𝙚𝙣𝙘𝙮 𝘿𝙞𝙧𝙚𝙘𝙩𝙞𝙫𝙚: "... this information is specific, you might need to prepare in advance ..."   Gᴇʀᴍᴀɴ GᴍʙH: "... it's not a big issue at the moment."   𝙋𝙖𝙮 𝙏𝙧𝙖𝙣𝙨𝙥𝙖𝙧𝙚𝙣𝙘𝙮 𝘿𝙞𝙧𝙚𝙘𝙩𝙞𝙫𝙚: "Again, information is specific on your employee's individual pay level and the average pay levels, broken down by gender and for categories of employees performing the same work as them or work of equal value to theirs."   Gᴇʀᴍᴀɴ GᴍʙH: "Oh great, yet another report. Time is wasted - we do not have a gender pay problem."   𝙋𝙖𝙮 𝙏𝙧𝙖𝙣𝙨𝙥𝙖𝙧𝙚𝙣𝙘𝙮 𝘿𝙞𝙧𝙚𝙘𝙩𝙞𝙫𝙚: "Okayyyy....once employee sends in the request... you have two months to reply!"   Gᴇʀᴍᴀɴ GᴍʙH: "In that case, we have all the information at hand!" 𝘴𝘵𝘢𝘳𝘵𝘪𝘯𝘨 𝘵𝘰 𝘴𝘤𝘳𝘦𝘦𝘯 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘦𝘮𝘱𝘭𝘰𝘺𝘮𝘦𝘯𝘵 𝘢𝘨𝘳𝘦𝘦𝘮𝘦𝘯𝘵𝘴 𝘧𝘰𝘳 𝘪𝘯𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯 🙀 Too much? 😇

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🔎 Our latest blog post dives into the world of executive search and headhunting, highlighting how these strategies can help organizations in Germany and beyond attract high-caliber candidates. 👉 Read full article here: https://lnkd.in/exeSrD6t #ExecutiveSearch #Headhunting #TalentAcquisition #ExecutiveRecruiters #Munich #Leadership #Recruitment

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Hiring the right people is complex. This is why we want to invite you all to our Free Hiring Tactics Webinar. Over the last three years, Ploomo has partnered with dozens of innovative companies and their internal Talent Teams to develop a better approach to hiring. Over 30 minutes, We will share the practical hiring strategies we’ve developed that save you time in hiring and consistently deliver top performers. Covering topics such as: 🤔 Alternatives to interviews ⚒ Tactics to define success in a person that flows into screening and onboarding 📊 What metrics to pay attention to when assessing the effectiveness of your hiring process If this sounds like something that might be useful, you can view more details & register for the webinar in the comments below! #hiring #tactics #screening

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Quick updates from the past week. Regarding last weekend in Berlin, and the latest survey to see how urgently people are job searching, heading into the summer Holiday quiet period. Read the latest here: https://lnkd.in/eT9j8rMD A reminder that there is a weekly newsletter, you can join here: https://lnkd.in/eDpRgyFe A month of free resources including • Which companies to target for English-Speaking jobs • How much salary you can earn in your profession • Constructing a CV and CL in Germany • How to make a case to do the job in English while you learn German on the job • Why you should find & contact decision makers so you are efficient and not wasting time • Weekly general updates, surveys, polls, tips.

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When I was asked to talk at HR Professionals Network - HRPN about #GreenHR I had no idea how many people would turn up. But as people who know me can testify I am happy to talk about activating people to meet sustainability goals to a crowd of 2 or 20 or 200 or 2000. Anyone who will listen! That said I thought it would be small numbers based on previous turn outs to discuss #GreenHR. Which still surprises me as I truly believe, as people who follow me know, a company’s sustainability strategy is a gift to HR. A ready built employee engagement strategy which helps them meet all their KPIs in a credible way. So I was staggered when registered attendees went from 75 the night before, to 125 the following morning and up to 254 just before the event itself. And excited too …..until I started worrying about my internet connection. We had a great session. Beset by the inevitable tech challenges (not my internet thank goodness) but everyone rode through it and we got to some meaty questions at the end. But it was the global spread of attendees which refilled my ‘hope’ bank around HR engagement in this space - Nigeria, Bangladesh, UAE, Zimbabwe, Pakistan, South Africa, Egypt, Saudi Arabia, Canada, Cambodia, Tunisia, Brunei, Morocco, Sri Lanka, Indonesia, Iran, Spain, Ethiopia, Bahamas, Tanzania, Algeria, Vietnam, Venezuela, Costa Rica, Jamaica, UK. Myanmar, Greece. A word to the attendees....each of you is driving change in your own - very strategically important - sphere of influence. Often under very challenging circumstances. With little mandate, budget, training or leadership support as far as I could work out from the questions. But what you are doing is so important – it all adds up – you are all creating your own ‘halo effect’. I am thankful to each of you for taking the hour out of your diaries to attend and I really hope that what I shared was helpful in your journey. And a big thank you to by Saeed Ali Gohar CPT - HRPN® for asking me along and also for driving the #greenhr conversation within the HR world. #greenHR #employeeengagement #globalhrcollaboration #hope

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Looking for #jobsinGermany? There are still a couple open spots in my free workshop tomorrow. Sign up at the link in the comments to join us Wed. at 4 pm CET, and learn: -Who’s hiring what, where? -How to create a German-style CV and cover letter -How to find hidden job opportunities -Networking and Linked In for your job search -Work permit basics for job seekers #ExpathBerlin #JobSearch #Employment #CareerTips #Jobs #Opentowork

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Do I see a pioneer - Oakleaf Partnership Limited, sharing what seems to be a pay bracket on the job ad for a role in Berlin? 😱 🏁 And so it's starting... Or is it? A few notes: 🌎 - It's a London-based HR recruitment partner hiring internationally, so likely it's in compliance with general global internal standard of transparency (they are hiring also in USA where multiple states already passed the law mandating sharing pay ranges in the job ads prior to applicants interviewing) 💭 - Since end employer is not shared within the ad, that's a low stakes environment 🤔 - Unexpected range width for the position, so looks like just part of it is shared or a target within the range / budget. Could also be that 14.28% is the full width, however, not common. Also, unclear if that includes any other possible cash component, which could explain smaller width in base. All in all, this just shows that once more companies share their ranges if they are required / choose to we will see all kinds of variations, unless mandate of what's being shared is well defined (unlikely due to many unique comp systems), which might get challenging to interpret. So, as usual, initial competitiveness of such offer should be taken with a pinch of salt before all information of the total comp is known. That taken into account, then not necessarily pioneering in terms of employer sharing their ranges publicly in Germany, however, quite interesting to get a glimpse of what will likely be the future in a bit more than a year's time (unless regulatory body enforces earlier). #paytransparency

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What we do as Talent Attraction & Recruitment Consultants? A lot. Like forming and building TA functions from scratch, setting the strategy as well as doing the hands-on ops (read: end-to-end recruitment). In Tommys' case, the quest has been to set up and run a Consultant Broker function, supporting Jenny in scaling Game Boost - Leveling Up Game Production Everywhere! and expanding in Sweden as well as on new markets. His role includes: - Implementing sw/tech/tools to support talent growth. Starting with the most crucial part - The ATS and the natural choice given size and location = Teamtailor - Establishing and implementing a recruitment process focusing on agility and candidate experience - Strategy, tonality, and approach for Recruitment Marketing - Content creation (stills and graphics + video)... With a lot of support from Christopher Johansson a.k.a Mr Canva - Handling the attraction + candidate funnel end-to-end And roughly 7840875 other tasks that come in your way when one is part of a small, scaling, and remote-first company like Game Boost =) Curious about the results? The ATS stats after 1 year at Game Boost : ✔ Posted 69 "jobs" (assignments for contractors and freelancers) ✔Gained 22279 career site visits ✔ Received 852 applications ✔ and 396 people who connected with us (one of Teamtailors most valuable features imo) who HAD NOT applied for an assignment We pride ourselves on putting a lot of effort into our candidate experience and community building, and it shows. ✔ Time-in-inbox: 7 days ✔ Time-to-reject: 17 days ✔ Time-to-hire: 16 days ✔ NPS score: 82 (NOTE: small population, so more of an indicator than a truth) The best of all? The absolutely stellar community that we now have of quality Game Developers in most crafts - Programmers, Artists, Producers, Designers, Community Managers, Tech Artists, Animators, and more! 🌠 258 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐬 𝐚𝐫𝐞 𝐫𝐚𝐭𝐞𝐝 𝐰𝐢𝐭𝐡 4 𝐨𝐫 5 𝐬𝐭𝐚𝐫𝐬!!!🌠 Of course, we're not stopping here. More content for Employer Branding and Recruitment Marketing needs to be created, more channels approached, a better set-up for metrics connected to the attract funnel needs to be set up, and more studios to meet..... MORE! Stay tuned!

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Making it easy for systems to talk to each other feels like it should be the standard in 2024, but often larger players want to keep clients in their ecosystem and as such don't really offer much in the way of third party integrations. At The People Experience Hub we work hard to make it easy at every level - that's why our tech team build all our own stuff, and develop our own APIs with other partners (watch this space for some exciting news on that this week) to make it easy for: - you to access your people data in our platform, & - for your people to access their surveys. Because any barrier you put up just gets in the way. Where do you see friction in your data processes? Which systems do you wish would just talk to each other? Let me know in the comments 👇 Hope you're having a great start to your week, and as always be excellent to each other ✌️ #BeExcellentToEachOther

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My key takeaways from the EU AI act for startups, from the presentation organised by Women in AI Netherlands yesterday are: -In the clear: AI content creation, preparatory tasks or tasks checked by a human are in the clear -High risk: Recruitment and other companies that might be biased need to make sure they are unbiased to be in the clear. High risk systems will need to be submitted to the EU for approval. -Banned systems: An AI product that manipulates people’s behaviour. It’s a process and a lot things are still unclear however if you run an AI startup in EU, the AI Act is something to get familiar with sooner rather than later as will imact your product development and time to market.

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Chat GPT CREATE A COMPETENCY FRAMEWORK Generation AI, Chat GPP can help us reducing working time, increasing performance, and can create a competency frame work for any position. This is a simple example, beside Chat GPT can make letter, report,... in the different way, https://lnkd.in/eBZacseP

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🙌🇩🇪 NEW 4 DAY WEEK PILOT RESULTS JUST DROPPED – And this time, it's Germany! 🙌🇩🇪 🔽 BUSINESS IMPACT 🏢 73% of companies plan to continue the 4DW beyond the trial Despite a 20% reduction in work hours, revenue and profit stayed stable 📈 60% of companies applied the 4DW across their entire workforce Productivity rose significantly: 7.69 vs. 6.83 in control groups Recruitment and retention improved, making 4DW a key competitive advantage 🔥 HEALTH & WELL-BEING 🧘‍♂️ 89 fewer stress minutes per week (tracked via smartwatches) ⌚ +1,848 steps per week and 24.45 more active minutes 👟 38 more minutes of sleep per week 😴, with 82% of employees wanting the 4DW to continue Stress dropped, and work-life balance improved across industries CONNECTION & COMMUNITY 👪 More time for family, friends, and personal well-being 🌿 34% of companies offered a full extra day off, with 85% enjoying a consistent day off each week (most opting for Friday) 🎉 Stronger community connections and better integration between personal and professional lives 💪 Germany’s first large-scale 4 Day Week (4DW) trial is shaking up how we work across Europe. 43 companies, 900+ employees, and six months of data delivered game-changing results. And we’re just getting started! More exciting findings, including hair cortisol analysis, are pending, which, as a behavioral science nerd, I find particularly exciting! WHAT WAS UNIQUE ABOUT THIS STUDY? 🧪 Comprehensive data: Surveys, interviews, smartwatch data, and hair samples measuring stress Control group comparisons: Direct comparisons between 4-day and 5-day schedules in the same organizations Cross-industry success: Professional services, healthcare, manufacturing, IT, and more 🌍 ADDITIONAL FINDINGS 🌟 No significant increase in overtime, proving better time management works Employees reduced distractions (65%) and optimized processes (63%) to make the most of the shorter week WHY THIS MATTERS FOR EUROPE & THE WORLD 🌍 Europe is at a tipping point: With labor shortages, burnout, and work-life balance challenges, Germany’s success offers a blueprint for systemic change across the EU. Globally, this proves that productivity isn’t about hours worked. With rising burnout, the 4 Day Week provides a sustainable solution for businesses and employees alike. A huge thanks to Prof. Dr. Julia Backmann of University of Münster, Jan Bühren and Carsten Meier from Intraprenör, the team at 4 Day Week - Global and everyone involved in making this study a success. This signals the full democratization of the 4 Day Week movement—with pilot studies now happening on every continent. The future of work is about more than just reducing hours; it’s about building a regenerative model of work and living. A model that prioritizes well-being, sustainability, and time for what truly matters. The world is watching. Join us in shaping the regenerative future of work! 🌍⌛

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Why complicate hiring when a simple chat can reveal so much? Think about it. Do we really need 6 rounds of interviews, 2 personality tests, and a presentation? If you do, maybe you're not ready to hire. Here's a different approach: → Have a few conversations. → Make a decision. → Extend an offer. → Give people a chance. In my experience, this straightforward process often unearths the best talent. It's about seeing the person behind the resume, understanding their potential, and trusting your gut. I've seen it work wonders, time and time again. Why do you think we overcomplicate hiring? Could it be simpler than we think? Let's chat about how we can make hiring more efficient and human. My name is Grace Akoth and I empower individuals/job seekers to articulate their skills, accomplishments, and unique value propositions. I collaborate closely with them to create tailored resume that capture their professional essence. By leveraging my expertise, I enhance candidates' chances of landing interviews and fulfilling their career ambitions. Let's Connect!

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