Caitlin Iseler

Ever wondered how to transition into a C-level executive role?? For so many talented leaders, getting to that next level isn’t just about more hard work; it’s about strategy, positioning, and timing. Here are some critical steps to transition into an executive role: 1️⃣ Build a Strategic Network Connect with other executives and influencers in your industry. They often know about openings before they're posted. 2️⃣ Strengthen Your Personal Brand Make sure your LinkedIn profile and resume scream “executive material.” Highlight achievements that showcase vision and leadership. 3️⃣ Gain Cross-Functional Experience The best C-level leaders understand various facets of a business, so seek out roles or projects that broaden your perspective. Moving into the C-suite is a journey that requires planning and finesse, but the rewards are worth it. 🌟 Does it helped? #CareerAdvice #ExecutiveCoaching #LeadershipDevelopment #CLevelRoles #CareerGrowth

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Reflecting on SHRM 2024: Strengthened Connections and Professional Renewal Just returned to the office from 2024 SHRM Conference & Expo in Chicago(easy commute), and it was an enriching experience. The ticket to SHRM is expensive, requires 3 days out of the office, so let’s discuss the ROI: Building Stronger Bonds: At SHRM, I had the opportunity to connect with my HR team on a deeper level. These interactions strengthened trust, collaboration, and friendships. Strategy Validation: The conference allowed me to validate our existing strategies and explore ways to enhance them. Hearing industry examples—both successful and failed—provided valuable insights. Industry Exposure: I engaged with HR leaders from diverse industries, stepping outside my usual bubble. We shared ideas, discussed challenges, and explored solutions. Meaningful Networking: Beyond LinkedIn connections, I made an effort to truly understand fellow attendees. Learning about their businesses, motivations, and concerns was enlightening. Follow-Up Commitment: I sent follow-up messages to recap discussions and address solutions or obstacles with people I met. Not every connection reached that stage, but the effort was worthwhile. Professional Renewal: SHRM re-energized me both professionally and personally. It reminded me of the vital role HR plays in organizations, the shared pain, the effort required, and the impact it makes. Gratitude: I’m thankful for the experience and the chance to attend a conference with local, national, and global impact. Blessed to work for an organization like Geneva Trading that makes professional and personal development a priority. In summary, SHRM was a great investment of time and resources. I look forward to applying the insights gained and delivering ROI to Geneva Trading. #shrm2024 #genevatrading #professionalgrowth #HRrocks #Talentacquisition

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Today's Talent Tip is a follow-up to last week's "Pay for Performance is a LIE." This week I tackle "How to fix the Performance Review Process." This seems to be the holy grail of talent management. We all know annual performance reviews suck but no one really wants to tackle the issue. It's challenging, but it can be done - and done well. https://lnkd.in/g3_QBXXz #performancemanagement #talentmanagement #reviews

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Outplacement isn’t just a service—it’s a reflection of your leadership. Providing employees with thoughtful, personalized career transition support shows your commitment to their success, even in tough times. It’s not just good ethics; it’s good business. What’s your philosophy on supporting employees during layoffs? How do you lead with compassion? #Outplacement #Leadership #CareerResilience

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As the war on DEI continues, companies are dropping the “E” from their DEI focus — meaning that equity will no longer be an explicit focus. This trend reflects broader pushback against DEI efforts, with some firms responding to legal threats and societal backlash by either dropping or downplaying the "equity" component in their diversity strategies. Besides the Society for Human Resource Management (SHRM) mentioned in the repost from Inclusion Allies Coalition below, other companies that have scaled back or modified their DEI initiatives include major tech firms such as Microsoft, Zoom, and Google. These companies have reduced their DEI teams amid tech industry layoffs and legal challenges to DEI programs.

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We saved one of our clients $87,250 over contingent recruiting fees through our unique recruiting subscription model. How? Here's the activity: ➡️ Client Recruiting Need: Help finding experienced program managers to oversee multi-million-dollar nationwide infrastructure projects and drive results. 👥 Talent Acquisition Process: ✅ Source within 100-mile radius of client ✅ Craft personalized messaging for ICP (Ideal Candidate Persona) 🏃💨 Customized Execution: Talent Sourced: 62 Talent Submitted: 6 Talent Interviewed: 5 Offers Accepted: 2 🗣️ Customer Feedback: The hiring team appreciated the speed, dedication, and precision on the search. We filled two positions in 4-weeks from kickoff to date of accepted offers! 💡Rapido Talent Values in Play: Simple & Insightful...got to work and submitted 6 quality candidates in less than 5 business days all the while providing market insights simply. 💪 Highlights: Our AI enabled on-demand recruitment as a service was able to surface quality passive talent just-in-time for this critical need. Candidate quality was so good that they decided to hire not just 1 but 2 program managers. Now that's Rapido speed! Need help finding top talent? Look no further than Rapido Talent! That's a wrap, I mean a rap lol 👊😎🗣️👋🎤 (lol, I can rap about this all day long, DM me if interested) ☑️ Follow me for tips on hiring #rapidotalent #talentacquisition #hiringtips #recruitingtips #hiringresults #hirethebest #aplayers #rapidospeed #recruitingresults

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✅ Representation. ✅Visibility. ✅Co-creation. ✅Belonging. My prediction is that in the near future #DEI won’t be controversial in any way because every organization will embed it in every business process and workflow. That’s why I’m loving this blog post by the team over at Gather Voices. Check it out! https://lnkd.in/dTKYUtZZ

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The Empathetic Way Play Day is on Thursday, August 8 - 4:00 PM - 5:30 PM (GMT+5:30) Join us for an engaging online event where we'll dive into the world of empathy at work through an interactive simulation game! Discover the power of empathy in transforming workplace relationships, boosting team morale, and enhancing productivity. This dynamic session will allow you to step into various roles and experience firsthand the impact of empathetic leadership and communication. #empathy #gamification #storytelling #gamificationoflearning

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Great perspective and takeaways from Brian Elliott (not from an HR Leader but a former Executive and Advisor) on how to stand up for DEI. Some key points below: -DEI programs are getting more popular with employees, not less. According to research from Edelman - a growing majority of employees across gender, race, age, and political affiliation have an improved view of diversity, equity, and inclusion programs in the workplace. -Americans increasingly agree that the goal of DEI programs is to “improve business outcomes” versus pushing a political agenda. -The research from Edelman shows 86% of Democrats and 86% of Republicans (not a typo) said they are more likely to recommend their employer if their workplace has DEI programs. -76% of employees want companies to recommit, not retreat and beleive companies should address criticism when DEI initiatives are attacked by defending the work and inviting conversation. - Gen Z, who will make up over a quarter of the U.S. workforce in 2025, is 51% white and 49% Latino or Hispanic, Black, Asian or Pacific Islander, Native American, or mixed race . If you’re not already investing in building teams that are diverse, inclusive, and grounded in equitable access to opportunity, you’re falling behind. -Let people voice their concerns about DEI programs. Don’t stifle the conversation or run away. Use the words diversity, equity, and inclusion. Explain what the words mean, correct misinformation, and tie them back to business results.

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Make Compensation Decisions with Clear Guiding Principles In a recent meeting with a client’s executive leadership team, I facilitated a discussion about Compensation Guiding Principles. A principle is a kind of rule, belief, or idea that guides you. They are basic truths that help you with your life and decisions. And in the case of compensation decisions, there is often tension and a balancing of priorities that needs to happen to arrive at an outcome you can communicate with transparency and that builds trust. It’s a good idea as an employer to write your own guiding principles so you have a compass to reference if you find yourself debating what action to take and how best to communicate the decision and why behind it. Compensation Guiding Principles: 1.     Alignment to Business Strategy & Goals: Influences compensation philosophy  2.     Affordable: Impacts budget for annual increases and market/equity adjustments  3.     Competitive: Percentile of the external market targeted – typically 50th  4.     Equitable & Fair: Consistent use of standard pay decision making processes  5.     Transparent: How openly you communicate to employees  6.     Determining the value of the JOB is based on the external market and what is competitive given the pay practices of other employers balanced with internal equity.  7.     Determining where to pay the EMPLOYEE in the range assigned to the job is typically based on factors like performance, tenure, work location, education, and/or experience. Is there something on your list of principles that you would add to this list? https://lnkd.in/ggPTsf5W #compensation #rewards #hr #humanresources #payequity #paytransparency #fairpay

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Have you ever participated in or facilitated a #leadershipdevelopment program in the past 2-3 years? What was your experience? How do you feel about the 5 challenges on this list below? A few weeks ago, my friend Robin ML Johnson, DSL submitted a great post around the top five priorities for #HR based on Gartner Research. At the top of the list was "Leadership Development". #ai #training #coaching

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How to be proactive in building a workforce that thrives? Now's the time to turn to data and preparing for when the hiring gates swing back open.    On October 22, I'll be *virtually* joining SeekOut's chief people officer Katie Coupe to discuss how to stay ahead of future hiring and application trends, using data from iCIMS Talent Experience Report.    A few key topics I'm looking forward to discussing with the group?   -The power of leveraging AI to streamline the hiring process and why TA teams want to see even more AI integrated in their workflows   -The impact of delivering a best-in-class candidate experience    -Best practices and tips on how to create a candidate experience that'll attract top talent and meet today's job seekers' expectations   Be sure to save your spot for this conversation and let me know in the comments below which topic or findings from the iCIMS Talent Experience Report you'd like to discuss.    "See" you soon! 🔗https://lnkd.in/egQ7fw9q

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🎙️ New Podcast Episode Alert! 🎙️ Release Date: Monday, November 4, 2024, at 9 AM Are you ready to rethink Digital Accessibility from a whole new angle? Join us for a compelling conversation with Jeremy Grandstaff, Vice President of Business Development at CurbCutOS, Inc., a pioneering team led by disabled advocates on a mission to create truly inclusive digital spaces. In this episode, Jeremy shares his own lived experiences and dives into a holistic approach to Digital Accessibility, exploring how we can empower, inspire, and include everyone in our digital experiences. Whether you're a tech leader, a content creator, or simply passionate about accessibility, this conversation offers fresh insights and actionable strategies for championing inclusivity in today and tomorrow’s digital landscape. 🌍💡 Tune in and discover: ✅ Why holistic accessibility matters more than ever ✅ Key challenges—and solutions—for creating inclusive digital spaces ✅ The role of community-led advocacy in driving real change Set a reminder, click the link in the first comment, and don’t miss out! Let’s work together to make digital accessibility an integral part of our world. 🌐 #DigitalAccessibility #InclusiveDesign #CurbCutOS #AccessibilityChampions #PodcastRelease #HolisticAccessibility

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CEOs prioritizing transparency and ethical behavior build trust with stakeholders, enhancing the company’s reputation and financial performance. Explore the full impact of CEO leadership! ✨ https://lnkd.in/e7ruJMN6 #Leadership #CEO

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To my HR and DEI leader network: I have the ultimate playbook for you. If you’re tasked with driving DEI outcomes and expanding economic opportunities and mobility, you know the value of measuring success. While there’s no “one-size-fits-all” approach to measuring the success of skills-first and DEI efforts, Grads of Life developed its Impact Measurement Framework Playbook to support leaders and overcome challenges related to data measurement. In this playbook, you’ll: 🗺️ See a blueprint for measuring the impact of key skills-based talent practices 🧑‍💻Gain practical advice from companies who have used the framework 👂Receive guidance from skills-first leaders and build a strategic vision around impact measurement. Tap into the playbook today and learn how to promote informed decision making within your teams. Here it is: https://lnkd.in/ggKW3zC4 #HR #DEI #SkillsFirst

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Are you hiring for niche and deep tech talent? 🤖 If so, this episode with Christine Ng is a must-listen! We discuss ⤵ - Building a Targeted Sourcing Strategy - Authentic Stories and Engineer-to-Engineer Communication - University Partnerships and Talent Acquisition - Navigating University Outreach and Careers Fairs - Global Workforce and Visa Sponsorship - Strategies for competing/negotiating in a fierce market 🔗 🎧 In comments

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A new report finds that speed, accurate job matching, and frequent communication are key to building a loyal talent community in today’s competitive recruiting market. Bullhorn’s 2024 GRID Talent Trends Report reveals that 75 percent of candidates would work with their search firm again, and over 80 percent are comfortable with AI if it streamlines the recruitment process. Let’s take a closer look >> https://lnkd.in/eK_DRsEB #AI #communication #recruiting

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Workplace wellness programs aren't working. Anyone surprised? ...Anyone? Nearly 85% of large U.S. employers offer workplace wellness programs, and the burnout and mental health needs that they are meant to address have continued to escalate. By 2026 global corporate spending on wellness is set to top $94.6 billion. How can companies pivot right now to ensure this $94.6 billion isn't wasted? Great article from Harvard Business Review highlights some changes to consider. https://lnkd.in/gyPkQEuA #leadership #mentalhealth #wellness #businessdevelopment #keynotespeaker #hbr #meetingprofs

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The pressure to hire can often lead Founders into the market too quickly, without the foundations that will anchor a search through the time they take to complete. The best will balance clear criteria with the necessary creativity to be successful in limited, competitive talent pools. Sandra makes excellent points on this and other essentials for executive recruitment, highly recommend a listen! 

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