Stephanie Pilon

While Germany is increasingly discussing the four-day workweek, and it feels like everyone in the U.S. wants to work from home, other countries are adopting more intensive work models. 𝗚𝗿𝗲𝗲𝗰𝗲, 𝗳𝗼𝗿 𝗲𝘅𝗮𝗺𝗽𝗹𝗲, 𝗿𝗲𝗰𝗲𝗻𝘁𝗹𝘆 𝗶𝗻𝘁𝗿𝗼𝗱𝘂𝗰𝗲𝗱 𝗮 𝘀𝗶𝘅-𝗱𝗮𝘆 𝘄𝗼𝗿𝗸𝘄𝗲𝗲𝗸. 𝗦𝗺𝗮𝗿𝘁 𝗺𝗼𝘃𝗲: 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗵𝗮𝘃𝗲 𝘀𝘁𝗿𝗼𝗻𝗴 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗶𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲𝘀 𝘁𝗼 𝘄𝗼𝗿𝗸 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗯𝗲𝗳𝗼𝗿𝗲. I’ve often wondered: What does it mean for productivity when millions of workers deliver far less from home than they would in the office? This realization hit me hard again during one of my recent train rides. In my latest article, I discuss this issue and argue why giving up remote work and flexible hours might be the right path to economic success in the long run: https://lnkd.in/e7_TSAn9 𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝘁𝗮𝗸𝗲 𝗼𝗻 𝘁𝗵𝗶𝘀? 𝗜𝘀 𝗳𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗵𝗲 𝗸𝗲𝘆 𝘁𝗼 𝘀𝘂𝗰𝗰𝗲𝘀𝘀, 𝗼𝗿 𝗺𝘂𝘀𝘁 𝘄𝗲 𝗿𝗲𝘁𝘂𝗿𝗻 𝘁𝗼 𝗽𝗿𝗼𝘃𝗲𝗻 𝘄𝗼𝗿𝗸 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝘀? #WorkModels #BusinessStrategy #Economy #WorkLifeBalance

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What makes us different? Technology has certainly made it easier to build relatationships virtually. But we are a busienss who invest in being present. Boots on the ground in all the key markets/geographies we serve. 4 offices in the US. 5 across Europe. We can't be in every city. But those cities we aren't in where our clients are, we visit them. Regularly. We attend conferences. Regularly. Does that make us heroes? Of course not. But that investment of time and money in to relationships gives you some insight to what we stand for. It's easy to sit in the office and let Zoom/Teams take you there and of course, we use those tools, too. But we feel you have to make the effort. That will never change.

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I am co-hosting a webinar next week with Covey on Winning the Global Talent War - Effective Sourcing Techniques. Key Topics 1. Leveraging Technology in Recruitment: - How DocuSign and Rivian use innovative tools to streamline the hiring process - The role of AI and automation in identifying top talent globally 2. Building a Global Talent Pipeline: - Effective strategies for sourcing candidates from different parts of the world. - Utilizing global job boards, social media, and professional networks. 3. Navigating Legal and Compliance Challenges: - Understanding the legal considerations when hiring internationally. - Tips on ensuring compliance with local labor laws and regulations. For the HR captains and the fresh crew alike, this session's treasure trove of knowledge is your compass to international recruitment success. Join the league of extraordinary recruiters! Register today.⚓️🏆 #GlobalRecruiting #HRTech #TalentAcquisition

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Look at us, making your life easier and keeping your brands RELEVANT! (Not to mention saving your thumbs from all the doom-scrolling) Check it out 👇👇 Spin

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After 20+ years in recruiting, there's one truth I've consistently observed. The most impactful leaders are those who recognise when to broaden their perspective. Storytime… A conversation with the Owners of Traum-Ferienwohnungen (a German tech company) revealed a familiar challenge. Despite engaging a well-known search firm, they weren't finding their next CEO. Not because the candidates weren't qualified on paper - they were. But something was missing.  What emerged in our discussions was more nuanced: • They needed a leader who could drive cultural transformation • The business required someone who understood both stability and growth • Most importantly, they wanted a true partner in their journey  It reminded me why the best leaders I've worked with - CEOs, founders, Business Leaders - share a common trait: they understand that transformation isn't about having all the answers. It's about asking the right questions. Working together, we appointed Ruud Smeets. His background wasn't conventional, but his ability to navigate complexity and build meaningful partnerships was exactly what the Board was seeking. The result?  Take a look at the carousel below 👇   Here's what I've learned over two decades: True business transformation isn't just about expertise. It's about partnership, trust, and the knowledge that sometimes the best solutions come from unexpected conversations.  Would be interested in hearing from other senior leaders - when did stepping back and taking a broader view lead to better outcomes for your organisation? #ExecutiveLeadership #BusinessTransformation #CorporateStrategy 

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🌍 Understanding Cultural Nuances in Recruitment 🌍 At ExecutiveSurf, we pride ourselves on our deep understanding of the cultural nuances that shape recruitment markets worldwide. 🌐 Whether it's Europe, Asia, or the Americas, we recognise that candidates react differently to headhunting and executive search approaches based on their cultural backgrounds. This insight allows us to tailor our strategies to ensure the best outcomes for both candidates and clients. Our experience has shown that what works in one country might not work in another. For instance, candidates in the UK often appreciate a direct and transparent approach, while those in Japan might prefer a more formal and respectful engagement. By adapting our methods to fit these cultural preferences, we build trust and foster stronger relationships. This cultural sensitivity is at the heart of our success as a virtual global executive search firm. We leverage our multi-national team's expertise to navigate these complexities, ensuring that every interaction is respectful and effective. Our commitment to understanding and embracing cultural differences sets us apart in the recruitment industry. If you're looking for a partner who truly understands the global landscape, reach out to us at www.executivesurf.com. ✔️ #Recruitment ✔️ #GlobalTalent ✔️ #ExecutiveSearch

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Navigating a new career landscape is as much about understanding cultural nuances as it is about showcasing your professional skills. As the CEO of Berlin-based executive search firm JLink connecting experts, I’ve reviewed numerous resumes, and I’ve noticed a distinct pattern: Success in the #German job market isn't solely about what you can do - it’s about how you present your capabilities and adapt to new environments. Here’s a strategic #blueprint for international talent aiming for success in Germany. Please send your complete information to [email protected] or connect and follow me here on #LinkedIn #CareerDevelopment #JobMarket #GermanJobs #ExecutiveSearch #ProfessionalGrowth #Networking #JLink #Hiring #Recruiting #Technology #Germany #India #USA Christoph Jöckel JLink connecting experts GmbH

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Explore the story behind Zensei's success! Our founder shares insights on our unique approach and vision for the future. Don't miss this exclusive interview!

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Another excellent article by Jo Major (She/her) of Diversity in Recruitment exclusively for The HR World A big topic and well worth 10 minutes of your day!

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I love a good #personalitytest. I just tried out the https://lnkd.in/eS2U_jnZ and found out something new about myself - turns out, I'm a #ENFP personality type! As an ENFP, I am curious about people and the world around me and I'm mega enthusiastic about exploring the deeper meaning of things. (It's probably why I found myself working in recruitment!) I want authentic experiences and often seek emotional intensity (I think this explains why I get so emotionally invested into my candidates). I prize individuality (I surround myself with such interesting people). This explains so much! #ADHD / #ENFP and proud! Have you ever taken the test to find out what personality type you are? Share in the comments!

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Thank you once again, Renee; your insights were invaluable! The significant amount of time we dedicate to our work underscores the importance of discovering purpose and meaning in our professional lives – a pursuit that not only enriches our work experience but also enhances our overall well-being. Thank you for distilling your wisdom into actionable takeaways. Personally, I took away the following: 💡 Engage in self-assessment: Reflect on what holds true importance to you, encompassing your values, personal style, and driving forces. 💡 Seek feedback from others to identify your strengths: Solicit input from others to discern two key strengths and invite them to share a meaningful moment where you've positively impacted their lives. 💡 Establish boundaries and non-negotiables: Define your personal and professional boundaries to uphold alignment with your values. 💡 Align with organisational impact: Evaluate your connection with the organisation to ensure your actions align with its mission and objectives. 💡 Inspire and lead by example: Understand your motivators and utilise them to inspire others, acknowledging the influence you possess to make a positive impact in someone's life. To watch the full recording of the session, please click here: https://lnkd.in/gNKfTEZi Alex Brown Pip Westhoff Jacinta Whelan Donna B. Suzanne Mulvihill Madeleine Stuart-Wright Lizzie Wynter Alicia Wilson Watermark Search International #webinar #meaningfulwork #purpose #prosperity #belonging #meaning #interim #interimexecutive

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Ever tried juggling employer branding across 70 countries? It's not just challenging - it's enough to make any HR director reach for the aspirin! 😅 But here's the good news: on November 28th, you can learn from someone who cracked the code. Meet Danielle Trawick, Associate Director, Global Employer Brand at Cargill (a global food giant with 160,000+ employees worldwide). With 19+ years of making international HR look easy, she's ready to share what really works. She’ll dive into actionable strategies that make a real impact (no fluff!), highlight those face-palm moments to sidestep, and navigate the key pitfalls every senior HR leader needs to avoid. If you've ever stared at a global recruitment strategy thinking, "There has to be a better way" - this one's for you. Join us for some real talk and skip the trial and error phase. Learn from a true industry veteran, register now 👉https://lnkd.in/eehHWhCD - Making recruitment sympl - #industryleader #globalbranding #hrleader

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#NUDGES LOSE EFFECT OVER TIME - SHOULD WE BE WORRIED? This is a useful read from Sam Maglio & Evan Polman - the general gist is that people who are inspired to change their #behaviour after being nudged into it do not maintain that behaviour for as long as those who adopt the behaviour without the initial #nudge. Let's face it - nudge has been a beloved tool in the #SocialMarketing / #BehaviourChange (#BehaviorChange, just for reach) toolbox for a while now. In the beginning, the crowds flocked to it as the panacea for all ills. But all it ever was (I'm pretty sure my friends in the field will agree) is a tool - one option amongst many to guide people towards an outcome. You can lead a horse to water, as they say, but you can't make it drink or actually eat the apple it's bought (read the Harvard Business Review article - it'll make sense). So, using this understanding, my hot take from the article is this: People who need nudging to undertake a specific action probably need more 'maintenance' content/effort than those who reach the action under their own rational-econ steam. I believe that this is due to their intrinsic motivations, rather than extrinsic forces. There are people who join gyms, and those who don't. I'd feel comfortable wagering that the people who are generally healthy and join following a nudge that works on them as a sole individual (rather than pulling in social validation biases, for example), taper their usage further and faster than someone who joins the same gym on the same deal because they've been concerned about their weight and diabetes risk for a while. Same nudge, same outcome - but the intrinsic motivation is different. And, therefore, the 'maintenance' work to keep those two individuals going to the gym is different. If someone is determined to steal from a shop, a poster of eyes watching them may not have any effect, especially if the reward (feeding a starving baby) is more likely than the punishment. If someone's of a general mind to be a bit naughty, the same poster may have a completely different outcome. Intrinsic motivations are in play again. So, I don't think that we need to be worried about this #reseach. In fact, I think that a lot of #BeSci friends will welcome it - because the field and practice is about more than one tool, which works on some of the people, some of the time (but enough of the people to be useful as a tool). What do you think, folks? What's your reaction? Does a diminishing effect worry you - or does it open up a whole new discussion about the field? FINALLY... I also loved this - a perfect analogy for #SocialMedia metrics if ever I saw one! "our results indicate that program managers should not confound the number of #users (choice share) with usage and #engagement." https://lnkd.in/e_Z6W6xs

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Over 44 and struggling in tech? You're not alone. I know several skilled pros personally caught in this tech hiring paradox, unable to secure positions despite their vast experience.  I believe this gap between available roles and hiring of seasoned professionals needs a rethink. 🚀  Our Hiring as a Service model doesn't just fill roles; it values and leverages the wealth of experience older professionals bring.  Read More in here about the Tech Talent Paradox 💬  https://lnkd.in/eprzgv47 What do you think, is it harder for older tech talent to get hired?  Or are you facing similar issues?   Reach out and let’s explore how we can help!

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Believe it or not - Christmas is just 6 weeks away. I cannot help but wonder what 2025 is going to be like from the economic, social, political, environmental and - from the tech point of view. What does 2025 hold for us when it comes to the future trends in the tech world? According to Gartner, here is a list of top 10 strategic tech trends and innovations for 2025: - Agentic AI - AI governance platforms - Disinformation security - Post Quantum cryptography - Ambient invisible intelligence - Energy efficient computing - Hybrid computing - Spatial computing - Robots  - Neurological enhancement Among various innovations in AI, agentic AI systems – which can autonomously plan and take actions to meet user-defined goals – is apparently one trend to follow in the years ahead. On the topic of AI, governance platforms for the technology are also expected to be hot in the short term for the management of legal, ethical and operational performance of AI systems. Another form of intelligence predicted for future success is ambient invisible intelligence, which uses ultra-low cost, small smart tags and sensors for large-scale affordable tracking and sensing. Through 2027, early examples of ambient invisible intelligence will focus on solving immediate problems, such as retail stock checking or perishable goods logistics, by enabling low-cost, real-time tracking and sensing of items to improve visibility and efficiency,” Gartner said. Not to be outdone by machine-only intelligence, the research firm also said neurological enhancement – technologies that read and decode brain activity to improve human cognitive abilities – is something that should be expected in the near future. ”The technology works by reading a person’s brain with unidirectional brain-machine interfaces or bidirectional brain-machine interfaces (BBMI) and has “huge potential” for human upskilling, next-generation marketing and performance. Because of AI potential to be used for “nefarious purposes”, disinformation security is expected to emerge as a technology to combat impersonation. Lastly, robots are expected to rise up in popularity. Gartner predicts that by 2030, 80 percent of humans will engage with smart robots on a daily basis, up from less than 10 per cent today. Those are absolutely mind-blowing predictions, aren't they? If your business operates in one of these verticals already, please do reach out for an exploratory conversation. Here at telDev we are keen to connect and to partner with like-minded tech teams that craft Gen AI and agentic AI driven solutions, BBMI solutions, disinformation security and ID security tools, and the other innovative solutions that are emerging. Contact us today to discuss how we can shape the tech future together. Aksana Rusakova Chief Strategy Officer telDev [email protected] +64 22 500 70 35 www.teldev.io https://lnkd.in/gwssRf3x

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Playing with Prompts for Recruitment – Sourcing and Advertising #73 Create a more detailed ChatGPT prompt from the following short prompt: ' How could current employees get incentivized to refer their networks for our open [job title] roles?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Detailed ChatGPT Prompt: Incentivizing Current Employees for Referrals Introduction • Objective: Understand strategies to motivate current employees to refer their contacts for open job positions within our company. • Context: Given the importance of leveraging internal networks to find qualified candidates, it's crucial to establish a compelling incentive program. Core Questions Identifying Effective Incentives • What types of incentives have been proven most effective in encouraging employees to refer their personal and professional contacts for open job positions? • How can non-monetary incentives be structured to appeal to employees’ sense of recognition and achievement? Structuring the Referral Program • Monetary Incentives: • Should the referral bonus be a fixed amount or vary based on the position level or difficulty to fill? • What timeline for payout is most motivating (e.g., upon hire, after the referred employee's probation period)? • Non-Monetary Incentives: • Examples of non-monetary rewards that could motivate referrals (e.g., extra vacation days, public recognition, professional development opportunities). • How to ensure non-monetary incentives are perceived as valuable by a diverse workforce? Program Communication • What are the best channels and methods to communicate the existence and benefits of the referral program to employees? • How can the program be kept top-of-mind for employees over time? Measuring Success and Making Adjustments • Metrics for Success: • What metrics (e.g., number of referrals, hire rate from referrals, employee participation rate) should be used to evaluate the success of the referral program? • Feedback and Iteration: • How to effectively gather feedback from employees on the referral program? • Strategies for iterating on the program based on feedback and performance metrics. Best Practices and Case Studies • Summarize best practices from other organizations that have successfully implemented employee referral programs. • Are there any innovative or unique incentive strategies that have been particularly successful in encouraging referrals? Conclusion • Recap the importance of employee referrals in the recruitment process and the potential benefits of an effective incentive program. • Highlight the key considerations for creating a program that is both motivating for employees and effective in attracting high-quality candidates. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. #searchmarkets

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How's your skills-based hiring strategy going? WilsonHCG has just published a new report with insights on transitioning to a skills-based approach. Read the report now!

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