Hanan Molaeb

"HR has a seat in the boardroom." Here's why: Finance needs HR for: - Budget planning - ROI on employee programs - Cost-saving benefits strategies Operations relies on HR for: - Workforce planning - Training-driven process improvement - Employee productivity metrics Marketing collaborates with HR on: - Employer branding - Internal communication campaigns - Employee advocacy programs Sales partners with HR for: - Team structure and incentives - Performance metrics - Product knowledge training Tech looks to HR for: - HR tech stack recommendations - Workforce data analytics - Digital upskilling initiatives Legal depends on HR for: - Labor law compliance - Employment risk management - Policy development Customer Service needs HR for: - Customer-centric culture building - Service quality training - Employee engagement strategies HR isn't just pushing papers. They're pushing your business forward by bringing people-focused insights to EVERY decision.

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Here are the key steps involved in the Human Resources (HR) process: 1. _Recruitment and Hiring_: - Job analysis and description - Advertising and promoting job openings - Candidate sourcing and selection - Interviews and assessments - Job offer and onboarding 2. _Onboarding and Orientation_: - Welcome and introduction to the company - Completion of necessary paperwork - Orientation to company policies and culture - Introduction to team members and supervisors 3. _Employee Relations_: - Building and maintaining positive relationships - Conflict resolution and mediation - Performance management and feedback - Employee engagement and retention 4. _Benefits and Compensation_: - Designing and administering benefits programs - Developing and managing compensation structures - Ensuring compliance with regulations 5. _Training and Development_: - Identifying training needs - Designing and delivering training programs - Performance management and coaching - Career development and succession planning 6. _Performance Management_: - Setting performance goals and expectations - Regular feedback and coaching - Performance evaluations and appraisals - Disciplinary actions and terminations 7. _Compliance and Risk Management_: - Ensuring compliance with labor laws and regulations - Managing risk and minimizing liability - Investigating and resolving workplace issues 8. _Employee Data Management_: - Maintaining accurate and up-to-date employee records - Ensuring data privacy and security - Reporting and analytics These steps are essential for effective HR management, and may vary depending on the organization's size, industry, and specific needs.

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Good morning Talent Acquisition is more than Just HR.. In today's dynamic landscape, Talent Acquisition (TA) is a fusion of Sales, Marketing, and HR—driving organizational success through strategic alignment of talent and roles. Here are the key skills that make a great TA professional: 1️⃣ Communication 2️⃣ Branding 3️⃣ Negotiation 4️⃣ Client Management 5️⃣ Forecasting 6️⃣ Market Trend Analysis TA professionals navigate multiple challenges, focusing on: 🔍 Identifying the right talent 💼 Building strong employer brands 📊 Making data-driven hiring decisions They serve as strategic partners, understanding market dynamics and forecasting future needs while proactively cultivating relationships built on trust. To excel, stay updated, adapt quickly, and leverage the latest tools. In essence, effective Talent Acquisition aligns the right people with the right roles, driving growth and success in any organization. #hr #humanresources #talentacquisition #strategy #branding #leadership #growth #business #jobs #jobseekers #talent #hiring #opentowork #jobs #careers #UAE

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"Why HR fails to run the Operations? Becouse of some reason; -Planning (Use their brain not documented) -Controlling (Take decision without report) -Leading ( Leadership Issues) -Organizing (Lack.of Policy) "A well-planned HR budget ensures resource allocation, operational efficiency, compliance, employee engagement, strategic planning, and cost management, all essential for smooth HR operations." #hr #leadership #budget

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𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁 𝘃𝘀. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁 Human Resources (HR) Generalists and HR Specialists are two distinct roles within the HR field. While they contribute to the HR department's overall functioning, they have different focuses, responsibilities, and skill sets. Here are the key differences between HR Generalists and HR Specialists: 𝟭. 𝗦𝗰𝗼𝗽𝗲 𝗼𝗳 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁𝘀: They handle a wide array of tasks, including recruitment, employee relations, performance management, benefits administration, etc. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀: HR Specialists, on the other hand, have a more specialized focus within a specific area of HR. Ex: recruitment specialists, compensation and benefits specialists, etc. 𝟮. 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 𝗮𝗻𝗱 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁𝘀: They should have a solid foundation in HR principles, labor laws, and best practices to support the overall HR needs of the company effectively. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀: HR Specialists require deep expertise in their specific area of focus. For instance, a compensation and benefits specialist should be well-versed in salary structures, benefits packages, and incentive programs, while a recruitment specialist should have expertise in sourcing, interviewing, and candidate assessment. 𝟯. 𝗝𝗼𝗯 𝗖𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁𝘀: The job of an HR Generalist is often dynamic and multi-faceted, dealing with a variety of HR challenges and tasks. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀: HR Specialists typically handle more complex and specialized tasks within their domain. They might work on strategic projects and in-depth analysis related to their area of expertise. 𝟰. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗜𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝗼𝗻 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁𝘀: As they handle various HR functions, HR Generalists have frequent interaction with employees, managers, and leadership. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀: HR Specialists might interact more with other HR team members, managers, and external vendors or experts related to their specific field. 𝟱. 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁𝘀: HR Generalists can advance to higher-level HR roles, such as HR Managers, HR Directors, or even VP of HR, as they gain experience and develop their HR leadership skills. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀: HR Specialists can progress to more senior positions within their specialized area, becoming subject matter experts or leading specialized HR teams. In summary, HR Generalists have a broader scope of responsibilities, while HR Specialists focus on a specific area of HR expertise. Both roles are essential for the effective functioning of an HR department, and they often collaborate to address the diverse needs of a company's workforce.

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Five (5) Key Differences Between #Recruiter & #Talent_Acquisition: 1. #Focus => Recruiter: Primarily focused on filling immediate job openings. => Talent Acquisition: Concerned with building a long-term talent pipeline and strategic workforce planning. 2. #Timeframe => Recruiter: Often operates under tight deadlines to fill vacant positions quickly. => Talent Acquisition: Takes a longer-term perspective, focusing on building relationships and attracting top talent for future needs. 3. #Scope => Recruiter: Focuses on the tactical aspects of recruitment, such as sourcing, screening, and interviewing candidates. => Talent Acquisition: Involves a broader range of activities, including employer branding, candidate experience, and diversity and inclusion initiatives. 4. #Strategic_Thinking => Recruiter: Primarily focused on filling current vacancies and meeting immediate hiring needs. => Talent Acquisition: Takes a strategic approach, aligning talent acquisition with the company's overall business objectives. 5. #Relationship_Building => Recruiter: Builds relationships with candidates primarily to fill open positions. => Talent Acquisition: Focuses on building long-term relationships with potential candidates and nurturing talent pipelines. So, which position are doing right now?! #recruiter #talentacquisition #humanresources #humancapital #hiringmanager

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Rethinking the Probation Period: Trusting the Recruitment Process In today's competitive job market, organizations invest significant resources in the recruitment process, including detailed interviews, technical assessments, and personality evaluations. When a candidate successfully passes through these rigorous stages, it demonstrates that they possess the required skills, experience, and cultural fit for the organization. Given this comprehensive vetting process, the necessity of a probation period comes into question. A probation period might imply lingering doubts about the candidate's abilities, which contradicts the confidence shown in hiring them after such exhaustive evaluation. Furthermore, the probation period can create unnecessary stress for the new employee, hindering their ability to fully integrate and contribute from day one. By eliminating the probation period, companies can foster a stronger sense of trust and commitment from the start, encouraging new hires to engage more confidently and effectively. It sends a clear message that the organization stands behind its recruitment decisions and values the new employee's potential, paving the way for a more collaborative and productive working relationship. Opinion please....

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𝗛𝗥𝗕𝗣 𝘃𝘀. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 HRBP (Human Resources Business Partner) and HR Manager are two distinct roles within the field of Human Resources, each with its own set of responsibilities and focus. Here's a comparison of the two roles: 𝟭. 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗛𝗥𝗕𝗣: Collaborate with business leaders to strategically align HR practices with organizational objectives. They foster relationships with department heads, identify and nurture talent, and manage change initiatives. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Oversee day-to-day HR operations, including compliance, team leadership, policy enforcement, and handling employee relations, conflicts, and investigations within the organization. 𝟮. 𝗙𝗼𝗰𝘂𝘀 𝗛𝗥𝗕𝗣: The HRBP role is more focused on aligning HR strategies with business goals, fostering strong relationships with business leaders, and driving organizational change and performance. They have a broader strategic perspective. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: The HR Manager role is more operationally focused, dealing with day-to-day HR functions, team management, and ensuring compliance with HR laws and regulations. They have a more hands-on, tactical role. 𝟯. 𝗦𝗰𝗼𝗽𝗲 𝗛𝗥𝗕𝗣: HRBPs often work with specific business units or departments, focusing on their unique needs and challenges. They may work across different functions within the organization. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: HR Managers typically oversee HR functions for the entire organization or a specific department, ensuring consistent HR practices and policies across the board. 𝟰. 𝗦𝗸𝗶𝗹𝗹𝘀 𝗛𝗥𝗕𝗣: HRBPs need strong strategic thinking, relationship-building, and change management skills. They should also have a deep understanding of the business and industry. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: HR Managers should have excellent organizational, leadership, and communication skills. They need to be well-versed in HR laws and regulations and have a knack for problem-solving. Conclusion , HRBPs are more focused on strategic alignment and working closely with business leaders, while HR Managers are responsible for the day-to-day HR operations and ensuring HR functions run smoothly. Both roles are vital to the overall success of an organization's HR department. The specific responsibilities and job titles can vary depending on the organization's size and structure. #HRBPvsHRManager #HRRoles #HumanResources #StrategicHR #OperationalHR #HRResponsibilities #HRFocus #HRSkills #HRManagement #BusinessAlignment #TalentManagement #OrganizationalSuccess #ChangeManagement #HRCompliance #HRLeadership

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🤝 Let us Change the Game: Be Human, Keep It Real 🤝 But an interview is not simply a checklist of competencies; it is an attempt to know the individual behind the application. As interviewers, we should always aim to: ✨ Show respect and empathy towards candidates. ✨ Encourage difficult but honest discussions. ✨ Be interested in the potential, not only the experience. ✨ Establish a place where candidates are appreciated rather than ostracized. After all, the best talent usually comes from simple interactions between people who care about each other. Why don’t we all try to make the whole process more enjoyable for all the participants? 💼 Kate P. Supporting you #RecruitmentMatters #InterviewTips #HiringWithHeart #BeHuman #RealConversations #Range #Career

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### How to Run a Successful Recruitment Company Running a successful recruitment company involves strategic planning, strong branding, and exceptional service delivery. Here are the key steps: 1. **Develop a Clear Business Plan:**   - Define your niche.   - Set clear objectives.   - Conduct market research. 2. **Build a Strong Brand:**   - Create a compelling brand identity.   - Articulate your unique value proposition.   - Establish a robust online presence. 3. **Develop a Robust Recruitment Process:**   - Source talent through various channels.   - Implement thorough screening and assessment.   - Integrate technology to streamline processes. 4. **Build and Maintain Relationships:**   - Focus on long-term client relationships.   - Ensure positive candidate experiences.   - Expand your network through industry events and online forums. 5. **Invest in a Skilled Team:**   - Hire experienced recruiters.   - Provide ongoing training and development.   - Implement performance-based incentives. 6. **Focus on Compliance and Ethics:**   - Ensure legal compliance in recruitment practices.   - Maintain high ethical standards. 7. **Measure and Improve Performance:**   - Track key performance indicators (KPIs).   - Seek feedback from clients and candidates.   - Continuously refine processes and strategies. 8. **Adapt to Market Changes:**   - Stay informed about industry trends and economic shifts.   - Be flexible and ready to adapt to evolving client needs. By focusing on these areas, you can build a successful recruitment company that meets the needs of clients and candidates while standing out in a competitive market.

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human resources (HR) specialist has many responsibilities, including: Recruitment: Finding, interviewing, and selecting employees Compensation and benefits: Researching and suggesting benefits and pay packages, and managing payroll and benefits projects Employee relations: Managing employee-organization relationships, handling conflicts, and investigating complaints Performance management: Ensuring employees are performing well, and keeping accurate records of performance evaluations Legal compliance: Ensuring the organization complies with labor laws and regulations HR technology management: Ensuring HR technology platforms support the department's goals, and analyzing data trends Employee engagement: Nurturing a culture of engagement, and promoting employee well-being Career development: Developing career development plans for employees Succession planning: Creating and using succession plans Health promotion: Starting health promotion programs at work Communication: Having clear and effective oral and written communication skills

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Ways to create a Work Culture That Brings Out the Best in Employees: - Unblock Communication by establishing clear channels, encouraging active listening ensuring that every voice is heard, and maintaining transparency in policies and decisions to build trust. - Become Responsive by providing timely feedback to help employees grow, addressing concerns, and being flexible to workforce needs. - Aim Higher by encouraging goal setting, offering learning opportunities, and celebrating successes and recognize outstanding performance.

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HR 2025 Talent Technology and Transformation #hr2025 #hrprofessionals #hrcommunity

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𝗛𝗥𝗕𝗣 𝘃𝘀. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 HRBP (Human Resources Business Partner) and HR Manager are two distinct roles within the field of Human Resources, each with its own set of responsibilities and focus. Here's a comparison of the two roles: 𝟭. 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀 𝗛𝗥𝗕𝗣: Collaborate with business leaders to strategically align HR practices with organizational objectives. They foster relationships with department heads, identify and nurture talent, and manage change initiatives. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Oversee day-to-day HR operations, including compliance, team leadership, policy enforcement, and handling employee relations, conflicts, and investigations within the organization. 𝟮. 𝗙𝗼𝗰𝘂𝘀 𝗛𝗥𝗕𝗣: The HRBP role is more focused on aligning HR strategies with business goals, fostering strong relationships with business leaders, and driving organizational change and performance. They have a broader strategic perspective. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: The HR Manager role is more operationally focused, dealing with day-to-day HR functions, team management, and ensuring compliance with HR laws and regulations. They have a more hands-on, tactical role. 𝟯. 𝗦𝗰𝗼𝗽𝗲 𝗛𝗥𝗕𝗣: HRBPs often work with specific business units or departments, focusing on their unique needs and challenges. They may work across different functions within the organization. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: HR Managers typically oversee HR functions for the entire organization or a specific department, ensuring consistent HR practices and policies across the board. 𝟰. 𝗦𝗸𝗶𝗹𝗹𝘀 𝗛𝗥𝗕𝗣: HRBPs need strong strategic thinking, relationship-building, and change management skills. They should also have a deep understanding of the business and industry. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: HR Managers should have excellent organizational, leadership, and communication skills. They need to be well-versed in HR laws and regulations and have a knack for problem-solving. In summary, HRBPs are more focused on strategic alignment and working closely with business leaders, while HR Managers are responsible for the day-to-day HR operations and ensuring HR functions run smoothly. Both roles are vital to the overall success of an organization's HR department. The specific responsibilities and job titles can vary depending on the organization's size and structure.

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Toxic Bosses: A Workplace Challenge We Don’t Talk About Enough. Working under a toxic boss can be one of the most challenging experiences in your professional life. Whether it’s micromanaging, unrealistic demands, or poor communication, a toxic work environment can impact your mental well-being and performance. However, I bring you good news, you don’t have to feel powerless! Here are a few personal strategies I’ve used to effectively manage a toxic boss while protecting my professional growth and peace of mind: 1. Document and Stay Professional Keep a record of key interactions, especially when unreasonable requests or misconduct arise. Maintain professionalism in your communication—calmness and clarity can help diffuse tense situations. 2. Set Boundaries Clarify expectations and set limits politely but firmly. For example, request clear instructions or communicate if deadlines clash. Boundaries aren’t disrespectful—they ensure mutual understanding. 3. Focus on Growth Even tough situations teach valuable lessons. Use the experience to build resilience, refine your communication skills, and learn what leadership styles you want to avoid. Even tough situations teach valuable lessons. Use the experience to build resilience, refine your communication skills, and learn what leadership styles you want to avoid. While navigating the challenges, channel your energy into acquiring certifications or skills that can boost your career prospects. Investing in professional development not only prepares you for better opportunities but also reinforces your sense of control and progress in the face of adversity. 4. Seek Support Connect with trusted colleagues, HR, or mentors to gain advice and perspective. External support, such as therapy or coaching, can also be instrumental in managing stress. It’s important to have a reliable support system to cushion the emotional impact of working in a toxic environment. A strong support system can help you process your experiences, gain clarity on how to navigate the situation, and reinforce your sense of self-worth when workplace stress takes a toll. Don't hesitate to lean on people who can provide encouragement, guidance, and practical solutions. 5. Plan Your Next Steps If the toxicity becomes unbearable, prioritize your well-being. Start exploring other opportunities that align with your values and offer a supportive environment. Remember: You can’t control someone else’s behavior, but you can control your response. Adopting these strategies helps you navigate challenging situations while staying focused on your goals. #WorkplaceTips, #ToxicWorkplace, #LeadershipTips, #CareerGrowth, #WorkplaceChallenges, #HRInsights, #ProfessionalGrowth, #MentalHealthAtWork, #Resilience, #WorkplaceWellness

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"Human Resources: The Beating Heart of Any Organization Human Resources is not just a department; it’s a strategic partner in driving success. By attracting top talent, nurturing skills, and fostering a positive work environment, HR plays a vital role in building a culture that empowers employees to innovate and thrive. "Because the greatest asset of any company is its people. #HumanResources #Leadership #Innovation #Ksa #managment #leadership

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𝐑𝐄𝐂𝐑𝐔𝐈𝐓𝐌𝐄𝐍𝐓 𝐯𝐬. 𝐓𝐀𝐋𝐄𝐍𝐓 𝐀𝐂𝐐𝐔𝐈𝐒𝐈𝐓𝐈𝐎𝐍: 𝐏𝐚𝐫𝐭-𝟐: 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝙒𝙝𝙖𝙩 𝙞𝙨 𝙏𝙖𝙡𝙚𝙣𝙩 𝘼𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣? Talent acquisition is the process of identifying, attracting, selecting, and retaining highly qualified people. 𝙋𝙞𝙡𝙡𝙖𝙧𝙨 𝙤𝙛 𝙏𝙖𝙡𝙚𝙣𝙩 𝘼𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣? 1. attraction 2. selection 3. attrition 𝙎𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙘 𝙩𝙖𝙡𝙚𝙣𝙩 𝙖𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣: Strategic talent acquisition refers to an organization’s unique approach to sourcing, identifying, assessing, hiring, and retaining aligned candidates to help the business achieve its short and long-term goals. 𝙄𝙨 𝙩𝙖𝙡𝙚𝙣𝙩 𝙖𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣 𝙥𝙖𝙧𝙩 𝙤𝙛 𝙃𝙍? The work of the HR department includes hiring, onboarding, payroll and benefits, training and development of employees, offboarding, and more. Talent acquisition is a function that is typically created as a company grows to manage the hiring needs of the business. The primary focus of TA is to identify, hire and retain the best candidates for specific roles in the organization. Talent acquisition is integral to the success of an organization as it grows for many reasons. - Attracting top talent - Reducing costs - Improving employee retention - Building productive teams - Creating a diverse and inclusive workplace - Ensuring business continuity - Effective succession planning and succession management - Boosting business performance 𝘽𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙖 𝙩𝙖𝙡𝙚𝙣𝙩 𝙖𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣 𝙨𝙩𝙧𝙖𝙩𝙚𝙜𝙮: 4𝘽'𝙨 Build, Buy, Borrow & Bridge 𝙏𝙖𝙡𝙚𝙣𝙩 𝙖𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣 𝙥𝙧𝙤𝙘𝙚𝙨𝙨: 1. Organizational needs analysis 2. Approval of the job requisition 3. Vacancy intake 4. Determining selection criteria & methods 5. Searching & attraction 6. Administer selection methods 7. Hiring decision 8. Onboarding 9. Evaluation 𝙏𝙖𝙡𝙚𝙣𝙩 𝙖𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣 𝙗𝙚𝙨𝙩 𝙥𝙧𝙖𝙘𝙩𝙞𝙘𝙚𝙨 - Build a strong employer brand - Align the talent acquisition process with business goals - Leverage technology and data - Offer flexible work options - Work on workforce planning & forecasting - Expand your outreach strategies 𝙏𝙖𝙡𝙚𝙣𝙩 𝙖𝙘𝙦𝙪𝙞𝙨𝙞𝙩𝙞𝙤𝙣 𝙖𝙣𝙖𝙡𝙮𝙩𝙞𝙘𝙨 1. Time to fill 2. Time to hire 3. Offer acceptance rate 4. Yield ratio 5. Sourcing channel effectiveness Part-1: https://lnkd.in/gnAmVhZv Read More: https://lnkd.in/g4Gaif_q Courtesy: AIHR | Academy to Innovate HR #hrprofessionals #career

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