Jeremy Lamri

Tip #𝟭6/20: Life Feedback in a Decentralized Team. 🧠 Why The Gamer's Brain is a must-read, not just for game designers, but also for HR professionals ! Video games through the lens of neuroscience. In The Gamer’s Brain by Celia Hodent, neuroscientist and UX expert, we discover how our brain reacts to video games and why some gaming experiences are more captivating than others. Neuroscience shows us how individuals perceive, learn, and make decisions in interactive environments. The four neurotransmitters driving the gaming experience:🔻 ☀ 𝗗𝗼𝗽𝗮𝗺𝗶𝗻𝗲 : A key neurotransmitter in the reward circuit, it directly impacts mood and motivation. When produced in sufficient quantities, it enhances focus and motor skills. 😁 𝐒𝐞𝐫𝐨𝐭𝐨𝐧𝐢𝐧 : This neurotransmitter creates a sense of calm and inner strength. We all like to feel acknowledged for who we claim to be. 💌 𝐎𝐱𝐲𝐭𝐨𝐜𝐢𝐧 : Linked to social bonding, it helps us form connections with others. 🤘𝗘𝗻𝗱𝗼𝗿𝗽𝗵𝗶𝗻𝘀 : These neurotransmitters are tied to the perception of physical pain, reducing discomfort and even inducing euphoria. 𝗕𝗲𝘆𝗼𝗻𝗱 𝘃𝗶𝗱𝗲𝗼 𝗴𝗮𝗺𝗲𝘀, these concepts are just as crucial for Human Resources. 𝑈𝑠𝑒𝑟 𝐸𝑥𝑝𝑒𝑟𝑖𝑒𝑛𝑐𝑒 (UX) principles apply directly to the 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑒𝑥𝑝𝑒𝑟𝑖𝑒𝑛𝑐𝑒 𝑑𝑒𝑠𝑖𝑔𝑛 as well. Understanding how the human brain responds to stimuli, stress, or motivation helps us craft better onboarding, training, and development programs. And just like in games, good narrative design (company culture) can strengthen employee engagement and retention. 📌 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 : Neuroscience is not only shaping the future of game design but also offering new ways to rethink employee experience and engagement in the workplace. At Brain RH, we use these principles in all of our HR strategies and creations. It's especially useful when building processes and managing remote or decentralized teams ! Cross The Ages - Sami Chlagou - Dounia HADBI ( This may interest you !) _______________________________________________________________________ Brain RH - HR services firm helping managers and heads of decentralized teams to acquire the best practices for managing their teams.

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Recently, I had the fantastic opportunity to be part of a virtual event by L'Oréal Groupe on "How GenAI can make you a standout candidate! : France." Rainer Iveson, Director of L'Oréal For Youth, GLOBAL, kicked off the session by simplifying the difference between AI and GenAI. He then walked us through 14 practical steps to use GenAI to boost your chances in the job market. These steps cover everything from tailoring your CV for specific roles, doing thorough brand and company research, assessing and developing your skills, preparing for interviews, creating and optimizing your cover letter, to navigating salary discussions. It's a comprehensive guide to leveling up your application game! A big thank you to Rainer Ivenson and Akshay Kumar, TA Specialist at L'Oréal, for sharing their insights during the event. The Q&A session was incredibly useful, addressing queries and providing even more valuable information. One key takeaway was the discussion about being cautious when using GenAI, as it lacks emotional intelligence and can sometimes be misinterpreted. If you missed it, catch the recording here: https://lnkd.in/gt5jk-cC. #GenAI #CareerTips #LorealInsights

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Exciting news! My friend Pierre-Luc and his team rhum - humans and resources - are organizing an upcoming event that you won't want to miss. Join them at CRÉA_CONNECT to explore the importance of embracing neurodiversity in the workplace and the incredible benefits it can bring to your team. This is a unique opportunity to learn and grow together. Register now at the link below and be a part of this important conversation. #neurodiversity #diversityandinclusion #workplaceinclusion #professionaldevelopment

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Incredible TAtech event last week in Paris! Bringing this prestigious event to France for the very first time was a proud moment for us at HrFlow.ai (ex: Riminder.net). I hope it highlighted the dynamism of the #hr and #frenchtech ecosystem on such a global stage. Thank you to Peter Weddle and Stephen O'Donnell ⚡ for the trust. A big thank our job boards colleagues, and partners for the inspiring talks and the insights: Alex Fourlis, Olivier MARTIN , Stephen Bauer, Rob Brouwer, Alexander Chukovski, Martin Lenz, Lauri Koop Peter Hoogendijk Valentyn Peltek , Roman Peltek During the event I had the opportunity of sharing some of our work on "Solving Profiles & Jobs Matching" in Talent Acquisition. Here are my 3 key takeaways: - Job descriptions only capture part of the story: They often tell what companies want but rarely what they *don’t* want. With the rise of #GenAI, rewriting jobs could further distort the reality of business needs versus candidate expectations. - Keyword Skills-matching is missing the mark: The future lies in tasks-matching. Tasks are the raw, unstructured data behind skills, providing a more accurate and comprehensive picture of a candidate's true capabilities. - One size doesn’t fit all: Every company is unique, and so should be its matching engine. Tailored solutions are essential to align talent strategies with business needs. I’ll be sharing the slides in an upcoming video right here on LinkedIn, so stay tuned.

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My interview with e-Learning Letter (Part 2/2). • Can you explain why traditional training isn’t always sufficient? Often, after training, employees quickly forget what they’ve learned. It’s a natural phenomenon of the human brain. Without reactivation, new behaviors struggle to take hold, and employees revert to old habits. This limits the impact of training programs on performance and their return on investment. • How can AI improve this process? MAGMA Mentor personalizes each employee’s learning journey. It identifies where each person stands in their understanding and adapts the process accordingly. By offering smart reminders and reinforcing knowledge at optimal times, our AI helps employees efficiently memorize and apply what they’ve learned in their daily work. • Practically speaking, how is this AI deployed in a company? It’s a simple and quick process. We start by integrating the company’s existing training documents into our system. Our AI then transforms this content into interactive micro-learning modules, including tailored questions and exercises. Employees access the MAGMA Mentor app on their phone or computer. By dedicating just five minutes a day, they strengthen their knowledge in a personalized manner. Our team supports the company at every step to ensure smooth and effective integration. And what about evaluating the training? Evaluation is seamlessly integrated into the personalized learning process. Our AI tracks each employee’s progress in real-time, identifying acquired skills and those needing more attention. This provides training managers with clear visibility into their teams’ performance, allowing them to adjust programs based on actual needs. • What feedback have you received from companies already using MAGMA Mentor? The results are very positive. For example, Michelin successfully enhanced its online sales program. Nestlé and Swisscom developed their employees’ leadership skills, achieving performances up to four times higher. Medtronic ensures its salespeople thoroughly master their products, and Bobst helps its technicians optimize machine usage. All these companies have observed notable improvements in performance and increased employee engagement. These significant effects were confirmed by a scientific article in collaboration with the Department of Psychology at UniDistance.

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A recent feedback from our Social Entrepreneurship course at emlyon business school for Master 2 students in Entrepreneurship and Innovation : "I have understood that while financial stability is important, it is not the sole determinant of a fulfilling career. The process of Ikigai has reinforced the idea that a sense of purpose, personal satisfaction, and alignment with one's values are equally, if not more, important." Beautiful! As someone who has navigated a similar journey, I've always believed in integrating business, social/environmental impact, and purpose for a more fulfilling life. Having worked in social enterprises across Latin America and Asia, I've gathered life-changing experiences that have solidified my belief in the power of purpose-driven work. For the past three years, I've had the privilege of leading Social Entrepreneurship modules at various universities, shedding light on the transformative impact of purpose-driven work on individuals and society. And I'm so thankful for this opportunity. For all University people in my network, we are looking for more partners. Get in touch with me! #SocialEntrepreneurship #PurposeDrivenWork #Ikigai #CareerAlignment

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🔍 Inclusive Recruitment and Diversity: Towards an Enriched Corporate Culture 🌟 In the world of recruitment, diversity and inclusion are no longer just trendy concepts. As highlighted in Jessica Ready's article, "Recruitment Process: Promoting Diversity and Inclusion," these principles are now essential for stimulating creativity, enhancing decision-making, and creating a work environment where every talent feels valued. As a talent hunter, my goal is to find personalities best suited to the culture of the company I represent. My approach is based on the values of open-mindedness and inclusion, aligning each recruitment with the specific needs and values of the organization. Why is this crucial? Performance and Innovation: A diverse team brings a wealth of perspectives, crucial for innovation. Engagement and Retention: An inclusive culture strengthens the sense of belonging, increasing employee motivation and productivity. Brand Attractiveness: Diversity improves the company's image, attracting more talent and consumers. My Commitments as a Recruiter: Inclusive Job Listings: Writing neutral and open job ads. Fair Selection: Using structured interview techniques to objectively assess skills. Training on Unconscious Biases: Raising awareness and training recruitment teams to minimize biases. Diversification of Channels: Exploring various platforms to reach a broader audience. Building an Inclusive Culture Together Integration doesn’t stop at hiring. I ensure that each new employee feels welcomed and valued from day one through personalized onboarding and mentoring programs. Diversity is our collective strength. By valuing each uniqueness, we build a future together where every talent can thrive and contribute to a common success. #Recruitment #Diversity #Inclusion #HR #Innovation #Performance #CorporateCulture https://lnkd.in/d3KzCdCR

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We are in the age of self-service so having French patients declare on their own the sick leaves of a maximum 7 days makes total sense. After all, the Brits did it and survived :) The cost-benefit if just 10% of the 68 mil. French take just one such leave per year, counting 5 minutes to operate this in a system: more than 1/2 mil. hours of low-value-added work of the medical professionals saved. At the minimum SMIC of 11.65 EUR/hr, we're talking almost 6 mil. EUR/yr. A drop in a a bucket or a smart move? #rh #hr #cristinamihai https://lnkd.in/ezxXBs25

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Is AI Planet-centered designed? A couple of days ago I had the opportunity to discuss with Fanny Coste about the concept "Planet-centered design" and I have to admit that I had never heard about it before... 😅 I mean, I always focus on humanity while trying to develop and design a digital solution; nevertheless, I declare that I ofter forget to think on our planet as another stakeholder. Now, answering the first question. AI can be Planet-centered design and I invite you to have a look at #FrugalGPT model, for instance, which is a GPT Model that tries to optimize electricity consumption while being trained and executed so as to reduce the huge amount of energy we all consume while asking #ChatGPT to write an email for us. However, most of the #AI models are not #planet-firendly and this is going to be a big issue in the following years. This is why I already invite you to think about it and focus on the planet as our main stakeholder. 🍀 Sources: 1. https://lnkd.in/dbMcqvHb 2. https://lnkd.in/dR5jGvtq

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Hiring in 2024? A big task awaits you. But here are some insights which might help. In the age of AI and digitalization, businesses face a critical imperative: to attract, retain, and nurture talent that can evolve at the pace of the shifting landscape. However, a significant shift has emerged post-Great Resignation - workers now feel they have less control over their careers, with a pervasive "fear of the unknown" hindering professional growth. LHH President, Gaelle de La Fosse joined Bill Banham on HRchat by The HR Gazette to how today's leaders can develop teams fit for the future of work and shared some of the insights from LHH and The Adecco Group's latest research, ‘The Great Potential: Global Workforce of the Future' which reveals the shifting dynamics at play and offers some food for thought for employers. The advice? Stay ahead: Leaders need to understand the evolving needs of the workforce and address organizational skill gaps for long-term success. Upskill: To thrive and remain attractive to top talent, companies must provide opportunities for upskilling and ensure their workforce is well-prepared for the evolving demands of business. Listen to the discussion on the #HRchat podcast here: https://lnkd.in/eF-kcZzP #FutureOfWork #TheGreatPotential #TheGreatPotential

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Hiring in 2024? A big task awaits you. But here are some insights which might help. In the age of AI and digitalization, businesses face a critical imperative: to attract, retain, and nurture talent that can evolve at the pace of the shifting landscape. However, a significant shift has emerged post-Great Resignation - workers now feel they have less control over their careers, with a pervasive "fear of the unknown" hindering professional growth. LHH President, Gaelle de La Fosse joined Bill Banham on HRchat by The HR Gazette to how today's leaders can develop teams fit for the future of work and shared some of the insights from LHH and The Adecco Group's latest research, ‘The Great Potential: Global Workforce of the Future' which reveals the shifting dynamics at play and offers some food for thought for employers. The advice? Stay ahead: Leaders need to understand the evolving needs of the workforce and address organizational skill gaps for long-term success. Upskill: To thrive and remain attractive to top talent, companies must provide opportunities for upskilling and ensure their workforce is well-prepared for the evolving demands of business. Listen to the discussion on the #HRchat podcast here: https://lnkd.in/g3StYYa5 #FutureOfWork #TheGreatPotential #TheGreatPotential

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October is AI Month! ✨ Over the last 6 months, I’ve had the privilege of working with companies that are pushing the boundaries of AI to deliver real impact for their users. 💡 Doctolib (launching mid-October): Their upcoming "Assistant de Consultation" is set to revolutionize healthcare by giving doctors more time to focus on what matters most—caring for their patients. AI that enhances the human touch. 💰 Payflows (just launched!): AI-powered financial assistants now provide instant answers on procurement, spend, and cash flow. Simplifying decision-making and transforming how companies manage finances—especially when connected to purchase orders, payments, or ERP data, all while being highly secure. Kudos to the teams driving these innovations forward 👏🏼 cc Marie Lhermitte Jean-Urbain Hubau Pauline Glikman Joseph A. A special shoutout to 🎬 Claap too, which I see up close every day with Robin Bonduelle & his team. They’re automating sales reps’ admin tasks and coaching them for better discovery or closing calls.

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📻 🎤 Scaling Your #Startup? Don't Let Talent Shortages Hold You Back! 🔎 Struggling to find top #talent in France for your startup? Join us for the latest episode of the HR Alchemy #Podcast where we dive deep into the unique challenges French startups face when it comes to recruiting and retaining top talent. 📌 Key takeaways: ✅️ The specific challenges startups face in the French talent market ✅️ Strategies to overcome these challenges and build a high-performing team ✅️ Expert insights and actionable advice for startup #founders Listen now: https://lnkd.in/eKW2S-iN #HRAlchemy #Startup #TalentAcquisition #France #Entrepreneurship #founders #frenchtech #Hiring #Recruitment #Business (Music Secret Sauce/Jeff Kaale)

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What does it take to succeed and have an impact as a professional speaker? I am so proud of this feedback I just got from a workshop on "Leading With Happiness" in Paris with 40 leaders from Safran! For me, in every presentation, keynote or workshop I do, I want to give people 3 things: * A deep research-based knowledge about the topic * Specific tools they can use to act on it * The positive energy they need to go out and do it And most of all, the sessions have to be fun and engaging or people just tune you out.

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Leader's challenge: Listening is a strategic skill... And sometimes we have to dare to listen before we dare to speak. But to be a good listener, we need to know how to be listened to. On an individual level, this implies a change of mindset and posture that goes beyond assertiveness. An interesting thought  by Isabelle Proust. Thanks! #listen #leader #assertivity

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