Hebba Youssef

You want to be a more strategic talent acquisition leader? AI is here and it affords us the ability to be more strategic. We shouldn't fear it replacing our job... we should fear missing out on having more space and time to learn. We need more leaders and strategists in the talent acquisition space that know how to think. "Corporate America" has lulled us to sleep and its time to wake up. The traditional way of doing business within corporate structures has trained us on 👉what to think👈 instead of creating environments where people learn 👉how to think👈. Dare I say it, our educational systems have also fallen prey to this as well. Schools should be creating environments that nurture curiosity and a love for learning... this has become less and less the case today in my opinion. AI isn't here to replace peoples jobs... it's here to give us space to love learning and have more strategic impact not only in TA but in so many areas of business and life... Don't use AI to do the thinking for you. Use it to create space to spark new ideas and solutions to age old problems. Let's wake up to the opportunities before us using AI to enrich our learning and spend our time on solving the right problems. Agree?

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🚨 What's Wrong with The Recruiting Department? 🤔 I really enjoy Josh Bersin's weekly podcasts where he covers all things related to recruitment, talent acquisition, L & D, AI architecture and human connection and so much more. Josh Bersin advocates the systemic workplace where hiring, development, and career progression are driven by skills rather than traditional job titles or roles, which I am completely onboard with. 😊 I thought this particular podcast https://bit.ly/3WTRUeT would provide my network with much food for thought and had to share. 💡 These are just some of the top takeaways that stood out for me: ☑️Integrate Learning & Development with recruitment to promote a skills-first workplace and career development. ☑️Many companies are stuck with legacy ATS systems—time to clean up and embrace AI-driven tools. ☑️Upskilling is critical—without it, companies risk falling behind in the brutal talent market as continuous learning is a No 1 priority for employees and companies alike. ☑️Align internal mobility and skills-based hiring with recruiting. ☑️Outsource what you can’t do internally. ☑️Cut down on bureaucracy and focus on quality time to reduce time to hire. ☑️Turn recruiters into talent advisors by leveraging tech. Listen to and enjoy the full podcast. It's time to start rethinking your recruitment strategy! 🎧 #Talentmanagement #skillsfirst #RecruitingRevolution #AI

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SHRM is NSFW HR is having an existential crisis right now...and it's about time! The world of work is evolving rapidly, and HR needs to evolve with it. We're at a crossroads where modern HR is challenging traditional HR. 💣 Yesterday, SHRM announced that they are removing the 'E' for equity in DEIB efforts. 💣 Last week, Johnny C. Taylor, Jr., SHRM-SCP was raked through the coals for his keynote speech at the SHRM conference (as he should have been). BUT... this BS has been happening for years and frankly, it needs to end now. I am a modern HR Leader who understands that HR can only be successful when: 🏆 You are in service to your people. 🏆 When you can see the value in Equity. 🏆 When you understand that the community you're building is for us, not for you and your ego. Here's to hoping we see major changes soon at SHRM. Until then, I'll continue to post my opposition to this antiquated Leadership and I'll keep my certifications fresh with HRCI. Special shoutout to Lars Schmidt for his post and newsletter link below. It's less emotional and more eloquent than mine. Give it a read if you want to dig in 👇🏼 #futureofwork #shrm #humanresources

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Despite much debate around achieving diversity, equity, and inclusion (DEI) in the workplace, it is still not a priority for every company.    Download Business Critical DEI: The Employer Brand Blueprint, our actionable, research-based approach that ties DEI work to employer brand strategy and core business drivers. Learn how to frame DEI as a business priority, secure boardroom backing and increase your leadership influence with the link in the comments. #DEI #EmployerBranding #Inclusion #BusinessLeader

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Talent's New Frontier 🌐 The talent war is evolving. With remote work dismantling geographic barriers, companies now have access to a global talent pool. The question isn't simply "who is the best" but "where is the best". As we embrace this broader reach, the debate between hybrid and remote setups intensifies, raising poignant questions about the value of face-to-face interaction in a world growing increasingly virtual. This war on global talent has some questioning if local 'homegrown' talent is being overlooked. Do you have a view❓ #peopleandculture #talentacquisition #talent

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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Per SHRM, 31% of new HR leaders FAIL* within 12-18 months. 🔴 11 actions can help you avoid FAILURE. 🔴 Please steal this list and put them into action...👇🏻 👉 1. Be Crystal Clear on Your Expectations: • Ensure everyone knows what success looks like. • Ensure everyone has individual performance goals. • Ensure everyone has a personal development plan. • With these targets in hand, your team can excel. 👉 2. Be Ethical. No Excuses: • Recognize trust is your most valuable commodity. • Acting unethically undermines your team - so don't! • When in doubt, follow the golden rule. 👉 3. Be Forgiving: • Honest mistakes happen. Nobody's perfect. • 1 mistake is a lesson. Repeating it is inexcusable. • Give people the benefit of the doubt. • However, dishonesty must be punished harshly. 👉 4. Be Rational: • Explain your decisions, esp. when people disagree. • Be consistent. Inconsistently undermines trust. • Clarify decisions, otherwise people won't trust them. 👉 5. Be Open. • Assume your team always has better ideas than you. • People will feel heard and want to contribute more. • Aim to improve the quality of ideas all around you. 👉 6. Be Transparent as Hell: • Don't hide information, the imagination runs wild. • Not sharing facts & data breeds fear and alienation. • Transparency will unite your team. 👉 7. If You Mess Up, 'Fess Up. • When you make a mistake, own it publicly. • This builds trust, credibility & fosters honesty. • Blame-first cultures are toxic and poison trust. 👉 8. Stay Positive and Follow Your Passion: • People don't want to follow pessimists and skeptics. • It’s hard to be great at things you’re not crazy about. • Do more of what gets you excited. • Delegate the other stuff to those better suited for it. 👉 9. Over-Reward Great Results: • Your best HR people will find a way & are pure gold. • Invest, retain, recognize, inspire, and reward them. • Under-reward those "busy" - but get nothing done. 👉 10. Praise Publicly, Criticize Privately: • Build a reputation for publicly praising great work. • Save critical feedback for 1-on-1s. • No one likes being called out publicly. • It demotivates and breeds resentment. 👉11. Remove Barriers: • What's holding your HR team back? • Missed expectations? Replace poor performers. • Clients dissatisfied? Tackle their top 2 top issues. • Too much work? Prioritize and automate. • HR value not recognized? Get better HR analytics. Thanks for reading and your continuing support. Thoughts? --- 📌 P.S. - HR LEADERS: Want more proven strategies for succeeding as an HR leader when you're in a NEW role? Check out "The New Leader's First 100 Days" at the link in first comment below. *Note about the SHRM study: The 31% who "failed" were either fired or pressured to just leave on their own. Of those "failures" given a 2nd chance, all operated until intense pressure to get their act together. Unfortunately, many of them ultimately didn't make it either.

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AI in HR: Let’s Talk About the Future of Work! 🤖 AI is everywhere these days, and HR is no exception. Did you know that 38% of HR leaders are already using AI tools, but only 12% have ventured into generative AI? That’s wild, right? It feels like we’re just scratching the surface here. 🌐 Imagine using AI to make recruiting faster, managing talent smarter, or creating experiences that employees actually love. Sounds like a game-changer to me! But here’s the thing—we can’t let the tech overshadow the people. AI should make our lives easier, not replace the human touch we all bring to the table. ❤️ So, as 2024 rolls in, I’ve got to ask: How’s AI playing a role in your HR strategies? Are you diving into generative AI yet, or just starting to explore? Let’s share what’s working (and what’s not). 💬 #AIinHR #FutureOfWork #TalentManagement #HRInnovation #EmployeeExperience

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what questions do you ask if... you're a CHRO who wants to know more about the people in the org counter-intuitive - don't start asking about the culture or HR stuff ask about work here are 4 Qs to start with: 1. what are you working on? 2. what are your personal goals this quarter + month? 3. What have you achieved? 4. How have you been challenged to grow recently? how are you logging this info? what Qs would you add?

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Officially (almost) a week out from the election 🤮 If you're like me, whatever you're reading is getting more polarizing and inflammatory by the day. It's brutal. The impact? Nearly 80% of Americans report feeling some level of election-related anxiety, with 1 in 5 experiencing significant stress around it. And it’s become increasingly difficult to keep these emotions from spilling over into the workplace. We're here to help. If interested, we have a Boon Live session on Election Stress in the Workplace with one of our amazing Boon coaches, Dr. Kimberly Byrd, tomorrow at noon ET. Here's what you can expect to walk away with: 🧘‍♂️ How to mitigate election-related anxiety 🤝 Techniques for handling post-election conflict 🌱 Fostering resilience and unity during uncertain times Kim brings incredible insight, and I always leave her sessions with practical takeaways I can apply immediately. Register below 👇

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If you're feeling overwhelmed by the endless cycle of hiring, updating handbooks, and managing HR tasks, you're not alone. These crucial aspects of running a business can be draining, but they don't have to be your burden to bear. At HR For Profit, we specialize in taking these tasks off your plate so you can focus on what you do best—growing your business. Our tailored HR solutions are designed to streamline your processes, eliminate people problems, and create a thriving workplace culture. Let us take over the 3 H's for you! #hr #hrforprofit #smallbusinesshr #fractionalhr

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🚀 Exciting Workshop Announcement! 🚀 Join us (Yes, Bryony Williams is having me back, noone is more shocked than I am) for an empowering workshop on "Navigating Uncertainty & Ambiguity: Strategies for Bringing Structure to Your Work." In today's fast-paced world, uncertainty and ambiguity are ever-present challenges, especially in the workplace. This workshop is designed to equip you with practical strategies to thrive amidst the chaos and things to look out for on the way! 🔍 Key Takeaways: ❓ Understanding Uncertainty: Learn how to embrace uncertainty as a catalyst for growth and innovation. 🗺 Navigating Ambiguity: Develop skills to confidently navigate ambiguous situations with clarity and purpose. 🏗 Creating Structure : Discover effective techniques to bring clarity and organisation to your work, even in uncertain environments. 📅 Date: May 2nd 🕒 Time: 10:00 am BST (For one Hour!) 📍 Location: https://lnkd.in/eibBCrX5 Don't miss this opportunity to gain valuable insights and practical tools to navigate uncertainty with ease, but also do it with nice people (like us!). Reserve your spot now! #Workshop #Uncertainty #Ambiguity #Structure #ProfessionalDevelopment 🌱

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Appreciate the post by Jeffery Palkowski on the value of AI for HR. We need to view AI not as a threat but as a competitive advantage. AI will help HR to improve function, giving more time to support employees and strategic objectives. Make learning AI a goal for the next 12 months and attend #SHRM25 as an expert!!!

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Business success today depends heavily on how well organisations can manage and balance their primary pillars People. Data. Technology. Join the AI HR Summit and discover how the Future of HR is being shaped through Innovation and Insight. Save your spot: https://lnkd.in/eFdM8NVr

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If CIPD & SHRM are feeling stale, at Open Org we're building a new kind of membership for HR 🖤 A membership built on: 🤗 Daily support. From us, and from peers. 😍 Giving back generously to each other 😎 Modern, progressive people practices 😇 Principles of open, transparent culture 🤓 Learning in public This goes way further than access to resources. 📚 (although if you follow us you know we love a good resource) This is about finding your people It's about learning from others, and giving back generously too If you're in a startup, lean or lone HR, People or Talent role and you're looking for: 📚 Modern People Resources 🔥 A kick-ass, intimate and highly engaged community 🆘 Daily support from Experts & peers 🔮 Everything you need to build an open, high-trust culture Then we're waiting for you 🙂 🔗 https://lnkd.in/guUdF8Ag Welcome to Open Org 👋

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HR PROs - Want to monetize your HR skills on the side   ...without quitting your day job. Check out these 4 resources:   1. LEAP INTO HR CONSULTING: How To Move Successfully From Corporate to HR Consulting! The transition into HR consulting isn't easy. Discover how to overcome your fears and conflicting advice to start your own successful HR consultancy. Tips allow you to start this on the side. This is a practical, step-by-step guide with tangible insider tips, and a proven methodology for success. It is designed to guide you in setting up, launching, and running your HR Consultancy business. AVAILABLE ON AMAZON.   2. YOUR HR GOLDMINE: How To Turn Your HR Expertise Into A Lucrative Second-Income Without Leaving Your HR Day Job. Discover how to capitalize on your HR expertise by writing simple 20-25 page reports on HR topics that you already knowledgeable about. And how to get results in as quickly as 7 days. There is already a HUGE demand for your HR expertise, advice, and know-how. Hint: The key is knowing how to market yourself and coming from a place of wanting to SERVE others by sharing your expertise to INSPIRE them and INSTRUCT them in areas you’ve mastered or taken for granted. For more specific details, see the link in the FIRST COMMENT BELOW.📌   3. WRITE YOUR OWN HR BOOK FAST! Skyrocket Your HR Career By Authoring Your Own Book & Accelerate Your HR Career Faster Than You Thought Possible…Even if You've Never Written Anything Before. Differentiate yourself from the rest of the HR pack. Avoid the common mistakes and shortcut the process by following the simple steps in this guide. For more specific details, see the link in the FIRST COMMENT BELOW.📌   4. START YOUR OWN AWESOME HR BLOG: Discover Secrets for Starting Up Your Own Outrageously Successful Human Resources Blog...Even If You’re An Absolute Beginner...Step-by-Step, Quickly & From Scratch! Discover how to create your own blog to showcase your expertise, gain instant credibility and enhance your HR career. For more specific details, see the link in the FIRST COMMENT BELOW.📌

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Join BambooHR for an #insightful session on How AI is shaping the future of HR. am sure will be an interesting session and #helpful for your career development. #creatingconnections

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Don't expect one HR pro to master recruiting, payroll, benefits, compensation, DEI, and L&D. 𝗔𝘀 𝗮 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗛𝗥 𝘃𝗲𝘁𝗲𝗿𝗮𝗻, 𝗜'𝘃𝗲 𝗷𝘂𝗴𝗴𝗹𝗲𝗱 𝗶𝘁 𝗮𝗹𝗹, 𝗯𝘂𝘁 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗹𝗶𝗲𝘀 𝗶𝗻 𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻. My advice? Start with a Fractional HR Operations expert. They'll build the foundation your growing team needs. Remember, a solid HR Operations strategy today prevents costly mistakes tomorrow. 𝗜𝗻𝘃𝗲𝘀𝘁 𝘀𝗺𝗮𝗿𝘁, 𝘀𝗰𝗮𝗹𝗲 𝗿𝗶𝗴𝗵𝘁! 🚀

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