Elizabeth Rice

🔍 Are you a tech company looking to attract top talent in Portugal? If so, you're in luck because Damia's 2024 Tech Salary Benchmark report provides valuable insights into the current tech salary trends in the country. This comprehensive guide can help you make informed decisions about hiring and retaining tech professionals. From average salaries for different tech roles to salary trends and projections for the future, this report covers it all! Download here 👉🏼 https://www.damiagroup.pt/ #HiringInPortugal #TechInsights #TechRecruitment #SalaryBenchmark2024 #DamiaPortugal

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🤐 Sad truth, most job description are nothing but generic and imitated content that isn't worth beyond the job title that is being advertised. To go further on how bizarre it gets is that companies wonder why applications are often not matching... Not to start on the lack of transparent employer branding. I want to give a big shout out to Colin Howe from Ashby for crafting such an inspiring, personal and insightful job description! I can not remember the last time I read one from end to end :) 🙌 It's a must-read, especially for engineering leaders who dare to question the status quo of organizational design. https://lnkd.in/dMGSsgcd (I came across Ashby by accident when helping a colleague with the evaluation of a new ATS system) Lovely weekend to all of you! #JobDescriptions #EmployerBranding #RecruitmentInsights #OrganizationalDesign #HiringProcess #JobSearch #ATS #EngineeringLeadership #HumanResources #CareerDevelopment

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Can a remote coworker ever be as involved in your company as an in-office coworker? Yes, if you do it right 😉 Our team at Oliva Talent Management has facilitated multiple remote onboardings and I’m here to share the recipe: 📅 A structured week Have a file with a detailed plan for the coworker’s first week. In our case, that’s an Excel table with columns for the exact activity, the duration, the people involved, and any relevant links. Think of it as a master file that they can refer to down the line. Best of all? The same file can be used for every new hire, across the organization. 👥 An organizational chart Upon joining, the new coworker will probably have a hard time remembering everyone at first. That’s why it’s a good idea to equip them with an organizational chart. That way, they’ll know exactly who’s responsible for what and who to turn to with a specific question or problem. 🗣 Regular communication Remote work can make it difficult to feel part of the team. That’s why it’s important to maintain regular contact with the new coworker. And I don’t just mean work-related calls and messages like task reminders and feedback sessions. I also mean what I like to call coffee breaks to talk about less formal topics (personal news and milestones). 📨 Responsiveness Following up on the previous point, the more responsive you are the better. Ideally, you’ll be able to answer the coworker’s question within 15 minutes to help them get unstuck. Similarly as you would in-office. 📸 Visualization Whenever we can, we complement work materials with visuals – something we find especially important at the beginning of a new work relationship, when everything feels abstract. At the very least, this is something like a PPT. At best, it’s an explainer Loom video to approximate in-person communication. 🎯 KPIs Set goals for the onboarding period and align them with the new coworker. That’ll make it easier to manage expectations, track progress, and keep motivation high. The key objectives here? ✅ Avoid the new coworker feeling lost and confused ✅ Introduce responsibility gradually, not all at once ✅ And finally, start working together at full speed Oh, and here’s a bonus tip: Even if the work is remote, do make sure to complement it with the occasional work trip. It’ll make all the difference in the world. Promise!

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Let's talk onboarding! ✨ You may have seen my last post with Lennart who mentioned a little about our onboarding process, so I wanted to give you some insights into that! Onboarding ranges from company to company, at Candis we have revamped our onboarding multiple times looking to get it right and I believe we now have a winning process in place that sets you and us up for success! The key - be completely transparent, what are our expectations, what are your expectations and what are the goals for month 1, 2 and 3, but also giving you the space and time to learn. This already starts during the recruiting process, but more on that in another post. In addition to that a great onboarding will leave no stone unturned and give you the best chance at succeeding. When you join Candis, you can expect a full onboarding of meeting all the teams, who they are, what they do and why they do it. You will be assigned a buddy who will have calls with you for check ins and to answer any questions you may have. Your onboarding starts with company wide meetings and power sessions with a mentor or your Lead. During your first month you will be assigned a "30-Day-Challenge" which will allow you to showcase all of your skills, connect you to everyone you will be working with and familiarise yourself with all the tools we (and you) use at Candis. You will also have 90-day goals to have a clear direction for your first months. Alongside the above, you will have 1:1's with your Lead throughout the first 90 days to go through feedback from both sides, as well as 1:1s with someone from the people team to check in on you and make sure you're feeling good. It is also a safe place to talk about anything on your mind. Curious to hear more? Check out this page I built to send out and give people some insights into what their first months will look like: https://lnkd.in/e9MktMyV Don't shy away from sharing your thoughts: What makes a great onboarding? Have you ever experienced an excellent onboarding? Tell me all about it! 🤩

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To all the companies that use multiple recruiting agencies to fill their vacancies, please stop that. 1 or 2 trusted agencies recruiting for one role simultaneously (or near simultaneously) is already too much confusing to the candidates. Due to the fear of missing out (#fomo), candidates apply for 1 role 2 times, 3 times, etc., just so they can increase their chances of getting shortlisted. It becomes even more confusing for the recruiting agencies themselves (I bet!) when they end up recommending same candidate(s) to their client. I had a testimony from a candidate that was reprimanded by one recruiter for not disclaiming that he had applied for the same position as advertised by another recruiting agency. Can you imagine that? 🤔 How was the candidate wrong? And then we are wondering why we are not filling the roles effectively and cost-effectively.

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Virtual onboarding? 💻 In today's digital age, we can do almost everything remotely —interviews, meetings, and even entire jobs can happen remotely. 🌐 But let's talk about #onboarding. Starting a new job usually means meeting your team in person, feeling the vibe, and getting to know your new work atmosphere. It’s all part of the exciting journey of a new role. Imagine if your next job offered a completely virtual onboarding experience. You'd meet your colleagues, tour the office, and dive into your duties—all through a video call. Would you be open to starting a job this way? #RemoteWork #VirtualOnboarding #NewJobJourney #smartistone

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In today’s digital age, the ability to work from anywhere is more important than ever. According to a recent article in The European Business Review, 75% of professionals state that flexible work arrangements are crucial to their job satisfaction. How do you ensure your team stays connected and productive while working remotely? #RemoteWork #FutureOfWork #Productivity

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#recruiting #managment #topmanager #it #talent #vention I have held leadership positions for many years, managing teams ranging from 2 to over 20 people. I teach, share experiences, discipline, encourage, and reveal the strongest, brightest, and darkest sides. For many years, I have worked alongside the people who created the internet and IT as you know and love it. I have been fortunate to interview and work with, and sometimes alongside, those involved in creating artificial intelligence, GPT chat, Tesla, Mars missions, and Perelman's achievements. Here's my point: Your success in becoming a manager or leader, or having mentees, does not depend on your talent or work experience. In most cases, it is a combination of two factors: your ability to befriend and please your superiors and your unrestrained desire to have power over others. Other factors only contribute to the particular outcome of your career. Yes, experience helps, and yes, not everyone in leadership aims for it, but these are rare exceptions. Essentially, it’s like rock 'n' roll. To be Mick Jagger or David Bowie, it’s not enough to write great hits... In one of my companies, it was customary to distribute titles and pay corresponding salaries based on years of experience. No matter how much of a prodigy you were, you could never earn as much as a colleague with 10 years of experience. This approach has many flaws but also a certain Aristotelian fairness... What do you think?

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Dear Recruiters, we know your struggle to find quality developers. With talent gaps and other challenges, how do you meet the demand? Vet Them Out: With us, you get devs that are matched to your client’s needs from day one. Flexible Scaling: Scale your tech team, up or down, without the overhead of old hiring. Flexible Expertise: From front end to back end, we’ve got you covered. Speed, Speed, Speed: Get devs to work on your projects in 24 hours. Meet deadlines faster. Cost-Effective: Optimize budget by eliminating costs associated with long-term hiring. Learn how partnering with Hokantan can give you the edge. #recruiter #agency #hiring #HR #partnership #developer

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Food for thought: Why do candidates who seem interested in a particular job role in the beginning suddenly stop all modes of communication? A. They are not interested anymore in the role B. They are busy and have suddenly got engaged in a super exciting project C. They do not want to relocate for personal reasons D. They are not ready for any kind of interviews at this stage of their career E. They have received an 'Onsite opportunity' F. Some misfortune or mishap has occurred Whatever the reason be, isn't it basic courtesy and manner to return a call or at-least auto reply stating 'Not interested', instead of avoiding calls repeatedly? 🤔 Have a great weekend everyone! #basicmanners

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Work-life balance – how do you manage yours? It’s been a few years now since I started my fully remote working life, and 3 years on I took a bit of time to reflect on the pros and cons for me! Pros: - Increased flexibility, which has improved my work-life balance – being able to spend more time with my family and our two fur babies 🐶 - Increased productivity with fewer distractions although interruptions when the dog goes mad at the doorbell or just a car driving past☹ - No more commuting and being stuck in traffic at the busiest times of the day, saving on fuel (particularly useful during the spike in petrol costs!) and reducing my tendency to road rage! (better for my blood pressure and other drivers!) I am also feeling a little angelic about doing my bit to reduce impact on the environment 😇 Cons: - I do miss seeing my work colleagues who became my friends in person and catching up on the latest gossip (although this could be seen as a pro as I can get more work done!) - Trying to ignore the mounting list of chores and the fact that I haven’t been keeping on top of them! - The blurring of boundaries between work and home - I sometimes find it difficult to switch off from work outside of working hours – if I don’t have any plans, I’ll work on my laptop in front of the TV How have you managed the transition to changing working patterns? What’s your preferred working pattern – remote, in-office or hybrid? I’m thinking hybrid to get the best of both worlds for me!

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Freedom, transparency and ownership is mentioned a lot within Candis and throughout our hiring process, but what exactly does it mean? 🤔 Freedom: At Candis, freedom means working in a way that best suits your strengths and style. You won’t be micromanaged or given rigid instructions because we believe that everyone knows what needs to be done. How we reach our goals is up to us, and as the expert in our role, we’re trusted to navigate the best path forward. This flexibility encourages creativity and autonomy, allowing us to focus on doing our best work. Transparency: Transparency at Candis is foundational to how we operate. This means open, honest communication about everything from the company’s current standing to its future goals. You’ll always know where we are as a business and where we’re heading. It’s also about clarity in expectations, whether it’s feedback on performance or updates on projects, we receive straightforward constructive communication. This approach fosters trust, aligning everyone with a shared vision and understanding. Ownership: Ownership at Candis means taking responsibility for your work and its outcomes. You have the freedom to experiment, explore new ideas and take calculated risks in your projects. This sense of ownership empowers us to make decisions and drive results. When you’re in control of your work, it not only builds personal accountability but also creates an environment where innovation thrives. Your successes and learning experiences become part of the collective growth of the company. I believe these three values have a direct impact on our amazing culture and this approach is one of the key reasons Candis is so successful.

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Today is for me an special day, it's the Global TA Day, during these years working in different TA teams, I have learned a lot about people, processes, cultures and beyond, this passionate career has given me many priceless memorable times, HAPPY TA DAY for all my Rockstar Colleagues; by doing a great job, making impact in different countries, specially in Guatemala 💙 #GlobalTADay #TalentAcquisitionDay #GlobalTalentAcquisitionDay

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Life doesn’t stop at work. At deepset, we don’t want our team to fake it from the moment they log on. We’re here for them through all the big stuff—at work and beyond. That’s why we partner with Oliva, helping our employees work on their emotional wellbeing and professional development all year, long after Mental Health Awareness Week is over. #MentalHealthAwarenessWeek #EmployeeWellbeing #NotAPerk

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Hiring talent in the DACH region? Listen up. Employer Brand matters. In other words, what the candidate market say about you. Fancy infographics & generic LI status's won't cut it. Hiring is a people business. Focus on how to TREAT the candidate market to become a magnet for good talent. The following practices will improve your employer brand fast. - Sub 4 week processes - Clear feedback delivered within 24 hours - Be very transparent on current team performance - Create a peer interview or ''Ask me anything'' round - Focus on being interested in the person behind the CV All of these practices build trust. All of these practices are wanted by the market. What else am I missing?

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Have you considered how to roll out new technology, how to cultivate AI-based work habits and how to prioritize AI training? Find out more about how AI in talent is transforming the way we work at AMS. #Talent #Tech #AI

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Hot topic on all social media platforms and panel discussions 💭 How do you track your employees performance? Should you check and ask from where your team members are working at the moment and how the work is progressing? Or give them the benefit of the doubt and let them focus on their work? Or should lock them in the office for 9 hours a day, 5 days a week? Is the word “lock” appropriate to use? 🤔 #flexibility #underthelock #modernworld #workingstyles #workfromhome

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🔍✨ Ready to Revolutionize Your Recruitment? 🚀 Discover how AI and data analytics can be your ultimate game-changers in hiring! Let’s explore the future of recruitment together! 💡 #Metrica #CoolHRConcepts #HRLeadershipStrategies

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