Katie Bluestein

If you're using Workday or iCIMS to host your job postings, you're missing out on top talent. When I see one of those two domains, I close the tab immediately. Why? In the time I would have spent creating an account and filling in my employment history, I can apply to 3 other jobs hosted on Greenhouse Software or Lever. So you're basically filtering out the most efficient people. #software #typescript #nextjs #react #javascript

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💡 One Year Back, and the Questions Keep Coming… 💡 This week marks my one-year boomerang anniversary at Amazon—milestone that’s given me so much to reflect on. Returning after time away has been an opportunity to reconnect, grow, and meaningfully challenge the status quo. Lately, I’ve been leaning into a simple yet powerful question that’s been shaping conversations and decisions in the rooms I’ve been part of: “Are there any options we haven’t considered yet?” 🤔 What I’ve observed has been truly inspiring: ✨ Honest reflections on ways of doing things that may no longer serve us—uncovering blind spots and realizing that “what got us here, won’t get us there.” ✨ Rethinking “how things have always been done.” These moments of curiosity have sparked solutions we might never have seen otherwise. ✨ A more dynamic and inclusive environment where diverse voices are heard, and ideas that might have gone unnoticed take center stage. “Pokey” questions (as I’ve been told I’m known for 😉) like this aren’t disruptive for the sake of disruption—they’re powerful because they unlock clarity and create opportunity. 💬 As I celebrate this milestone, I’m energized to keep asking the questions that challenge assumptions and create space for curiosity, courage, and growth. What’s one assumption you’ve challenged recently, and what did it unlock for you or your team? 🚀 #WorkAnniversary #ChallengingAssumptions #Innovation #Curiosity #GrowthMindset

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Fill in the blanks: Chief People Officers five years ago were ____ Chief People Officers five years from now will be ____ I sat down recently with Grace Zuncic to get her take on ways the top HR job has evolved and where it’s heading next. Grace previously led the talent organization at Chobani as Chief People and Culture Officer and currently serves as Chief People and Impact Officer at Cotopaxi. Her views reflect what I’ve been hearing more and more from talent leaders around the world: the job is no more about being a “compliance champion” overseeing company policies, but is about being a strategic partner and source of inspiration to the CEO who demonstrates that people management done right leads to business innovation. This new skillset is needed now more than ever given the impact AI is set to have on every single job across every single function. We'll see more people leaders like Grace emerge out of this moment. Check out more from our conversation below, and let me know in the comments how you think the role of Chief People Officer is evolving! 

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Don't let open enrollment put you in a chokehold.🥴 Navigating HSA and FSA options during open enrollment can be painful. 😩 Throughout my career, I've met so many spouses (mainly wives...lol), mothers, sisters and even neighbors because employees push the task to someone they trust. Now that so many open enrollments are conducted online, I don't see it as often, but let's be real, can I really see it??? 🤭 Understanding the differences, eligibility requirements, contribution limits, and allowable expenses can leave many feeling confused and overwhelmed. 👉🏾 If you're like "Timeka, I've got this", then hit like on this post and keep strolling. 👉🏾 If you're like, "OMG! She's talking to me!", then click the link in the comments to grab your 101 Guide to Open Enrollment, FSA and HSA. #OpenEnrollment #HSAvsFSA #FlexibleSpendingAccount #HealthSavingsAccount #EmployeeBenefits #TimekaGreen #HeyyyHR

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I am actively seeking a talent acquisition role. I am immediately available for: ✔️ Contract Recruiting ✔️ Fractional TA leadership ✔️ Consulting to set up interview processes, analyze funnel data, implement new tools (ATS & Automations) ✔️ HR & Talent Tech advisory ✔️ CON-tained searches - $10k & $15k flat fees for any level role in an early stage tech company I am open to more permanent roles with fast growth disruptive tech companies (Series A-C) with strong values alignment, like: ✔️ Head of Talent Acquisition ✔️ Director of Talent Acquisition ✔️ VP of Talent Acquisition ✔️ Chief Talent Officer More unique Lori traits: ✔️ I love being in a role that challenges me strategically and tactically (I will never get 100% out of the weeds) ✔️ I am highly scrappy, decisive and bold ✔️ I am highly transparent, humble and open ✔️ I believe in servant leadership and empowering & enabling everyone to win together ✔️ And I love to be creative (hence the infographic which I made entirely myself on Canva) ✔️ I am an early adopter of talent tech AND I value the old school action of picking up the phone ✔️ I value life long learning, self growth mindsets and human transformation and have become a coach and conduit for others ✔️ I bring veteran experience coupled with very high energy and passion for my work Please share, tag or comment for reach. If you appreciate my content, now's the chance to show me by helping this post get traction. Link to my resume is in the comments. My email is Lori at TheRebelHR dot com. I am excited for the next chapter and to help a worthy organization scale with intention and grace. My culture compass will support the scale of core values along with the scale of process and structure. Let's Chat!!! #recruiters #jobseekers #talentacquisition #recruitingjobs #pleaseshare

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"If you don't listen to them, then you aren't listening to me" I had just joined Amazon. My boss was also new. The team we were supporting had finally assembled its own recruiting team. We get pulled into a meeting with an L8 - an Amazon "Big Dog" - and all of his lieutenants. There were >40 engineering & product leaders in the room. The topic was hiring. The L8 said: - Hiring is our priority - These recruiters are here to help us - "if you don't listen to them, you aren't listening to me, and that will be a big problem for you." He asked the room if there were any questions. There were none. He asked the room if they all understood. Everyone nodded. Guess what? The entire engineering and product team did exactly what the recruiting team asked from there on. No one was late to interviews. Scorecards were always in on time. Everyone focused on their competencies. We made hundreds of hires. It was the most effective hiring machine I've ever observed. I think back to that meeting a lot. I rarely see displays of very senior leaders so clearly stating their priorities and expectations - but they are so effective. Why is this so rare??

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If you've distilled all the challenges with this job market, down to "recruiters are cold and lack empathy" it's time for a head check. There are so many moving parts lending to the challenges right now. 🥨 Recruiters have been disproportionately impacted by layoffs. 🥨 Internal recruiter bandwidth is at an all time low. 🥨 Applicant volume is at an all time high. 🥨 New technologies (many very bad) are being introduced to the process (both sides.) Many of these are barely in Beta. 🥨 There is a plethora of mis and disinformation on this and other platforms. 🥨 There are people and industries benefiting from the state of the market exactly as it is right now. 🥨 Companies are leveraging layoffs to pad profits and stock value. 🥨 The economy is uncertain. 🥨 Supply / Demand in the job market is extremely out of balance If you consider all of that...and still chalk it all up to "recruiters are cold and lack empathy" I don't really know what to say. Pretzel Logic 🥨 🤷🏻‍♀️ #recruiters #jobseekers #jobmarket #empathy #GoldensNuggets

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What would you do if you were addressing pay equity from scratch? (Someone asked me) My answer: 1. Understand the current situation: Conduct a comprehensive pay equity audit to ensure you have a clear picture of your organization's current status. 2. Develop an equitable pay framework: Establish guidelines to ensure that pay is fair and equitable across all levels, roles, and demographics. 3. Implement transparency: Transparency helps to build trust with employees and demonstrates a commitment to pay equity. 4. Continuous monitoring and adjustment: Regularly review and adjust the pay structure to ensure it continues to be equitable as the company grows and changes. Better addressing pay equity ↳ Transparency ↳ Employee Trust ↳ Legal Compliance ↳ Enhanced Reputation How is your organization addressing pay equity? #PayEquity #Diversity #Inclusion #PayGap

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💪 💪 (singing) Work, work , work work work work! 💪 💪 Good morning, y’all! I am inspired and excited to go to work today. I love Mondays! That may sound strange but hear me out! 10 years ago, I decided to do my first endurance event. I’m not a natural runner, cyclist, or swimmer by any stretch. But I am fiercely competitive, especially when I have a specific goal in mind. I knew the only way to achieve it was by putting in the work. The early mornings, the sore muscles, the days when I wanted to quit—it was all part of the journey. But here’s the thing: every step, every mile made me stronger, both physically and mentally. It isn’t about the medals (though I do love those! 🏅). It’s about the process. Celebrate the small wins along the way! At work, this counts too. We all have goals, dreams, and aspirations. But to get there, we have to show up every day—even when it’s tough, even when you don’t feel like it. In the end, the work we put in is what builds us, shapes us, and leads to our success. This Monday, remember - You got this You have done the work. You ARE doing the work, and you’ll see the results. If you believe in the power of showing up every day, drop a 💪 in the comments! Let’s crush this week together! #MondayMotivation #WorkHardPlayHard #PersonalGrowth #YouGotThis #MyUncertaintyEra

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Today, I'm celebrating a client who landed an INTERNAL PROMOTION to Director of Product at American Express, with a 25% increase - after being REJECTED for the role 2x before! 🎉 (she has been with the company 10+ years) When she first approached me, I immediately identified her struggles: 1. Communication: She had difficulty conveying her thoughts clearly.   2. Value articulation: She was not highlighting her contributions and achievements. 3. Agility: Her thoughts were clear, but she struggled to make them concise. Her peers and leaders saw her as a high potential. However, the feedback she was getting after trying to break through to the next level was that she was not clear and too wordy in her communication. She HAS amazing gifts: linear logical thinking with the vision to execute, business savvy (she was aware of her impacts on the biz), and she IS a top-rated leader. While her gifts are known, she needed to share her expertise CLEARLY and CONCISELY. Because NO ONE wants to be their orgs best kept secret. Here's how we addressed the challenges: 1. 90-Second Communication Sprints: We mapped out her key experiences and achievements in focused bursts to help her structure her thoughts and ideas in a clear, concise manner. (She's a product leader so she appreciated the sprints) 2. Articulation Practice: I had her practice conveying complex topics in easy-to-understand acronyms. 3. Stakeholder Messaging: I guided her on effectively communicating her contributions and achievements to key stakeholders using frameworks. After just one month, she got an opportunity to apply for the Director position. She had been rejected 2x before but it was time to slay her giant. SHE CRUSHED IT! Articulating your value is crucial for career progression whether it be in stakeholder meetings, presentations, or interviews. I'm so grateful that another client is going into the weekend realizing a dream they've sat with for years. Let that be a reminder you can too. #aLITTLEadvice --- Hi! 👋🏾I’m April, a certified Executive Leadership and Life coach. I help women leaders (Manager, Director, VP) secure and succeed in Senior Leadership roles. Ready to land a promotion? DM me "Exec" if you're ready. I'm going live on Sunday (today), July 7th at 6:30pm EST here on LinkedIn Audio to discuss how to get Executive Communication: How to organize your thoughts. Register: https://lnkd.in/gCaGNt6s

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Transparent Post: Today’s my last day as a Senior HRBP at Amazon. I've been in office 5-days a week since July 2023, transitioning from 7 years remote work. My decision isn’t related to the recent RTO policy. Sixteen months ago, I made the leap from recruiting to HR, taking on new challenges. In that time I’ve led regional initiatives collaborating with HR leaders across the US, made significant impact to Amazon employee experience, and collaborated with senior leaders in global operations, gaining invaluable insights about myself and my career. Recently, I experienced burnout and a sense of unfulfillment, despite my growth at Amazon. The daily 2.5hr RT commute, long hours, and changing environment also took a toll, leaving me feeling disconnected as a wife and mother. Mornings were a whirlwind of anxiety—getting my daughter ready for school while catching up on her day, and ensuring I connected with my teenager before he left for school because I wasn’t sure if I’d be back home before bedtime. I was physically present but mentally disconnected, and knew I needed to prioritize my mental health and family more. Additionally, my work commitments limited time to take on clients in my coaching business—something that kept me fulfilled as I helped others. I also hadn’t been as active on LinkedIn, sharing tips and insights like before. If you noticed my absence, that’s why. So, what did I do about all of this? I took a four-week leave of absence to focus on my well-being and seek support from my doctor and my therapist. 💡Friendly Reminder/Tip: Use your benefits when you need support, that’s what they are there for. If you’re not sure where to start, reach out to HR💡 This time away from work to focus on my mental health helped me regain clarity about my true desires moving forward and daily steps I needed to take to create an environment I can thrive in. I started journaling daily, took daily walks in the morning, made dinner for my family again and incorporated after dinner family walks. I did what I loved and focused on me. That investment paid off and I’m excited to announce that I’ll be starting a new role on Monday in a senior HR risk and compliance role, leading equal employment programs at Amazon globally. My new manager is amazing, commute is no longer an issue, flexibility/understanding is present, and the team’s energy/enthusiasm is inspiring! I’m thankful that Amazon offers diverse opportunities for employees to transition into roles that align with their career goals and work/life balance needs. Reflecting on my journey, I am grateful for the challenges that have brought me to this moment and for the incredible people I’ve learned from over the past year at PGA1 and across all of Amazon Global Operations. Thank you!🙏🏽 To those at a crossroads in your career or life, if I can navigate this path, I believe you can too. Here’s to new beginnings! 💙 #coachkarie #mentalhealthmatters #prioritizeYOU #worklifebalance #familyfirst

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Greetings LI Network! As I approach the one-year anniversary since being laid off, I’m reaching out to my amazing network to share my journey and seek your support. ⌛ Reflecting on this past year, I’ve found a silver lining in the opportunity to grow, learn, and connect. The Talent Acquisition landscape is evolving rapidly, and I’ve embraced this transformation by continuously updating my skills to stay ahead of the curve. 📈 Here’s a look at what I’ve accomplished over the past year: 💡 Advanced Skill Development: I’ve immersed myself in trainings, webinars, podcasts, and articles focused on The Changing World of Work, AI’s Impact on HR & TA, and Skills-Based Organizations and Hiring. Additionally, I’ve undertaken online courses in Project Management, Change Management, AI in HR, and Leading Through Change, ensuring I remain at the forefront of industry advancements. 🧠 Innovative Networking and AI Insights: Joining a local monthly AI Meetup group has broadened my professional network and enhanced my understanding of AI’s potential. It has helped me grasp the potential of AI in the workplace and significantly improved my ChatGPT prompts! 📊 Impactful Consulting Projects: I’ve conducted in-depth research on Skills-Based Organizations and Skills-Based Hiring for an upcoming white paper, gathering valuable data, best practices, and insights. Interested in SBO? Let’s chat—I have a wealth of data, best practices, and insights to share. Additionally, I created training content on Performance Management, which earned high praise from the client, reflecting its effectiveness and value. Now, I’m focusing on broadening my network further and would greatly appreciate your support: 🤝 Strategic Introductions: If you could identify someone in your network who could be a valuable connection for me, an introduction would be immensely helpful. These connections don’t need to have open roles now, but establishing relationships could lead to future opportunities. 👩 Profile Sharing: Please help amplify my reach by sharing this post or my LinkedIn profile within your network. ✍ Professional Recommendations: If you’ve valued my work in the past, please consider writing me a recommendation on LinkedIn. You can do this by visiting my profile, clicking the “More” button next to “Message,” and selecting “Recommend.” 🎯 I am targeting roles in TA Leadership, TA Optimization and Operations, and TA Technology whether in-house or RPO, in the Raleigh-Durham area or Remote. I am open to full-time, fractional, and contract positions. ☕ If we haven’t caught up recently, let’s schedule a virtual coffee chat! 👏 Thank you to everyone who has networked with me, shared opportunities, referred me for roles, or simply checked in to say hi, your support is deeply appreciated! #TalentAcquisition #TATech #Hiring #JobSearch #CareerOpportunities #AIHR #SkillsBasedHiring #TATransformation #Leadership #Networking #RemoteWork #TalentOptimization #opentowork #chatgpt

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One of our most valuable learnings at Turazo: By and large, employees love coaching and befriending folks *IF* there's a chance they'll become coworkers. We've set up a bunch of different programs where employees and candidates have 1:1 conversations, off the record. They can talk about whatever the candidate wants: Benefits, work culture, advancement, processes, expectations. These conversations are hugely beneficial to candidates and often lead to more offers accepted. But here's the thing: For this to work, you need willing employees. In building Turazo, we thought that might be a significant hurdle. Turns out, with every company we've worked with, it's been relatively simple to get employee "ambassadors" on board. Their role isn't to judge the candidate. It's just to be transparent about company culture and answer questions. It's an easy ask, and the feedback we've gotten from employees has been overwhelmingly positive. I think this speaks volumes about how much people want true, authentic connections with their coworkers. #recruiting #hrtech #hiring

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Is Amazon's return-to-office mandate a step backward for the modern workforce? While you may or may not know this, Amazon recently announced a significant shift in its workforce policy, requiring its corporate employees to return to the office full-time from the start of next year While the rationale provided revolves around fostering collaboration and innovation, I can't help but question if this is the future of work as we envisioned Statistics show that the change will affect more than 350,000 corporate Amazon employees This will likely impact roles in technology, customer service, creative, and sales departments, globally Workers in countries like the US, Canada, UK, Germany, India, France, Japan, Australia, and Brazil will likely be the most affected What’s more, the new policy seems to contradict research highlighting the risks of return-to-office (RTO) mandates; look at this… A research paper from Harris, published in May this year found that back-to-office mandates drive employees away, with senior employees leaving at the highest rates A report from Gartner shows that strict RTO policies can lead to increased employee turnover, hinder recruitment efforts, and damage workplace culture Not to mention working parents who already were in a rough spot when Amazon put a three-day mandate in place in 2023, and now, with a 5-day mandate, many are likely to quit This of course, also raises the questions about just how inclusive Amazon truly is… Something to keep an eye out for regarding this aspect, would be Amazon’s workforce data, which states that they track the representation of women and underrepresented communities, “Because ‘we know that diversity helps us build better teams that obsess over and better represent our global customer base.” Personally, I’d like to see how this pans out Research aside, let’s talk about the real impact for a moment… - Commuting challenges:  For many, the new mandate means reverting to long, strenuous commutes Employees who moved away from expensive urban centers during the pandemic now face the tough choice of relocating again or enduring lengthy travel times Time that could be spent productively working -Cost to Employees: The financial burden of commuting; aspects like fuel, transport, parking, and rental hikes, don’t just affect wallets It increases stress, takes a toll on mental health, and ultimately contributes to burnout -Flexibility and Family: One of the most significant benefits of remote work has been the flexibility to manage work-life balance   In fact, this has been highly effective in increasing productivity and job satisfaction Flexibility shouldn’t just be a perk, but rather a strategic choice that companies make to drive employee satisfaction, retention, and ultimately, long-term success The question I would like to raise is this… How will Amazon address the concerns and challenges raised by employees regarding the return-to-office mandate? Your Friendly Recruiter

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Holy Moly! A Workday® resume FRAUDSTER! The perfect résumé just landed in your inbox and you TOTALLY want to hire the person. BUT… what if AI wrote it, not the candidate?   It’s every Dir HRIS’s nightmare. We've got a real problem brewing.   In the Workday and hybrid HRS world, we're drowning in word soup résumés. More buzzwords than a TED Talk.   Let's zoom out to 10,000 feet.   These résumés claim superhuman experience.    Tally their last three jobs and you’re looking at someone who: ·       Single-handedly implemented an entire system, with ·       Flawless integrations, and ·       Ran a solo operation for a Fortune 500 company.   All about as likely as a unicorn coding in your break room.   Problem is, most HRIS Directors are blind to the AI job application avalanche.   They don’t realize that résumé-crafting tools outnumber ice cream flavors. Or that AI interview prep can make a freshman sound like a Workday wizard.   There are over 20 tools designed to tailor a résumé to a job description and tick all your filter boxes. See Jobscan.co as an example.   Interview prep… a whole slew more…  feast your eyes on Uni.wizco’s “Meet Ava”    But it gets wilder…   AI can even whisper perfect answers during live, on-camera interviews. Really! Don’t believe me? Check out Interviewcopilot.io   Add it all up and what do you get?   The sobering possibility that zero-skill candidates could infiltrate your remote HRIS team. Maybe not for long, but long enough that the damage is done.   HRIS leaders, it's time to rethink your process:   1. Prioritize personal referrals.   This is KEY. Trust beats AI-generated perfection.   2. Demand concrete accomplishments.  "Workday wizard"? Prove it with real problem-solving examples.   3. Real-world tests. How do they tackle actual HRIS challenges?   4. Value soft skills.  AI fakes tech knowledge, not teamwork or communication.   Above all though, learn the resume 🚩 Red Flags 🚩 • Countless things they’re skilled in, but no real “accomplishments”? • Candidate who worked at Walmart, Coca-Cola, and every other giant Workday client where you can’t possibly verify employment without calling HR and combining their SSN and full legal name? • 4 to 5 perfect jobs spanning 6 to 8 perfect years of experience. • LinkedIn presence that simply mirrors the resume and has no real activity.   Here is my new BOTTOM LINE: If somebody doesn't have a personal referral from somebody my team knows, I don't even look at them   And that's really sad  - it makes hiring consultants or employees really hard today.    But the truth is harsh and unyielding: traditional hiring methods are obsolete.    It's frustrating, but it's our new reality.   HRIS consulting isn't just Workday expertise anymore.   It's detecting real talent in an AI smokescreen.   Level up your hiring game. In this brave new world,  unicorns might be robots in disguise. P.S. Your turn: Encountered AI-enhanced candidates? What tipped you off?

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I've seen many a post recently talking about the state of hiring and retention in this current market. I see companies hiring shortly after a mass layoff and struggling to do so while really talented people struggle to find work. There's clearly a real misbalance if companies are finding it difficult to hire and retain the right talent whilst so many great people are available. For a number of reasons, candidate supply is outweighing demand for full-time positions in a lot of industries. There's no doubt about that. However, companies themselves are also facing big challenges - whether you're a start-up looking to scale your revenue or presence to take that next step and secure future funding, an SME looking to reduce customer churn and secure strong organic growth, a private equity company looking to successfully merge or exit a company and fill in gaps, or an enterprise giant struggling to pivot and retain business & talent in this AI and technology driven world full of budding ventures. And you need people to do that. People who can build. People who can sell and service. People who create foundations and execute strategies for business success. And yet, many HR & TA functions are shrinking, the wearing or 3, 4, 5 hats per person is being normalised, and the lack of investment in the people and tool stack you need to secure and retain your business future, for the sake of short-term business savings is concerning. A financial savings decision for what is a growth challenge. Without investing in your People & Talent capabilities, you are unable to build and run great hiring processes. You're unable to offer the best terms & experience so you're missing out on the best people. If you do get that person through the door, or already have developed them internally, you don't have the plan, be it benefits, culture, or career plan, to engage them enough to stay. You aren't ahead of the game, and whilst you're spending the time and money you're trying to save reacting to losses, your competition has planned their success and is already onto their next move. Be it full-time or through my new consultancy, CCS Talent, I have proven experience in this field and can help. But even outside of my desire to build things with the right businesses, I am concerned for the mentality of the market itself and the damage it may do to future business success. Strategies take time to bear fruit. If you choose not to invest now at it's 'easiest' when the candidate market is full, and you can realise the most value, when the market flips (as it always does) where will that leave you in the wake of companies who did? #hrthoughts #tathoughts #hr #talentacquisition #ccstalent

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If you apply for a job at Article, you will receive an email with a link to a Candidate Survey with an NPS score. We historically have used this data to: 1: when we see themes in the surveys, we use this data to adjust our hiring process and communications (two huge parts of a candidate experience) 2: this also helps the TA Team understand the labour market and the overall sentiment of job seekers 3: occasionally a survey response requires us to reach out and learn more, or give context As a consumer goods-based organization, we take the viewpoint that every candidate could be a future customer, so we see candidate experience as an extension of customer obsession (one of our guiding principles). Last year we had 25k people apply, and we hired .8%, so we rejected a lot of potential customers. I can't say we get it right all the time, but we are always working to make it better. Last week we just updated our survey. We're limited in formatting, but we're hoping these changes drive even better more detailed responses. TA leaders out there, love to see if you're doing similar and how it's going. #candidateexperience #talentacquistion #recruitment

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🚀 Launching my free guide on salary benchmarking and pay transparency! 🚀 Compensation is never neat, and implementing a structured approach can be overwhelming, but speak to any business that’s been through it and out the other side, and they’ll tell you the results are worth it! When you get this right, it saves everyone time and lets you focus on what really matters – building a successful business. To help you on this journey, I’m excited to share my free guide outlining the steps and key decisions for designing a compensation system that’s fair, consistent, and transparent 💛 The guide draws on my experience working with over 70 global organisations over the last decade and I hope it becomes your go-to resource when creating a pay structure that fosters transparency and trust. Access the free guide here - https://lnkd.in/eJ-58ztN I’d love to hear your thoughts and please consider re-posting this to share with others in your network who might find it useful. #transparency #salarybenchmarking #compensation #payequity #paytransparency

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