Molly Cantalini

Recruiting and Talent Aquisition friends .... what are your thoughts on Evergreen/Sourcing posts? Do you use them? If you do, do you specifically note in the posting that it is Evergreen, so as to not frustrate candidates who may not receive an immediate/timely response? I would love to hear your thoughts and feedback!

The California Pay Transparency Act (SB 1162), effective from January 1, 2023, aims to enhance wage equity and transparency within workplaces. It mandates that employers with 15 or more employees disclose salary ranges for job openings, encompassing all positions within the company. This transparency initiative extends to sharing pay ranges with current employees upon request. Additionally, private employers with 100 or more employees are obligated to annually report median and mean hourly pay rates by gender, race, and ethnicity for different job categories to the California Civil Rights Department. This reporting requirement serves to pinpoint potential wage gaps and promote accountability in pay practices. Moreover, employers must maintain records of job titles and wage histories for each employee during and post-employment for up to three years. This record-keeping provision facilitates investigations into pay discrimination allegations, ensuring a fair and equitable work environment. Non-compliance with the California Pay Transparency Act can result in penalties, including fines, for employers failing to disclose salary ranges accurately or report pay data as mandated. Upholding these regulations is crucial for fostering fair pay practices and reducing disparities, particularly those rooted in gender and race.

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I don't need proof that God exists. I AM PROOF‼️🙌🏾 The only reason I started my YouTube Channel is because throughout my HR career I witness so many disparities, microagressions and inequities that I felt compelled to help others in some type of way. I just KNEW that if someone had educated me, then my career would not have been sooooo difficult to navigate. 😩 Starting my channel was a 2020 goal. December 28, 2020 my first video went live. At that moment, I was hoping for at east 70 subscribers. Now, here we are at 17,000 subscribers! 🤯 👉🏾 👉🏾 Click the link in the comments to get the inside scoop on how to manage your Human Resources Career. #HRCareer #HumanResources #ContentCreator #Career #HeyyyHR

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Good read

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🚨 Big move by Amazon! 🚨 Amazon's CEO just announced that corporate employees will be required to return to the office 5 days a week starting January 2025. This marks a shift from their recent hybrid policy of 3 days a week in the office. Amazon argues that in-person work boosts collaboration, and creativity, and strengthens company culture, but this is still a bold shift, especially after the flexibility many employees got used to during the pandemic. January 2025 is going to be a wake-up call for thousands of workers. Will this improve productivity, or could it lead to burnout and talent loss? I’m curious — what do you think? 🤔 Let me know in the comments down below! 👇 #rto #remotework #amazon

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【Lesson Three: Shaping Culture for Impact】 As we approach 2025, one of my priorities as an HRBP is shaping a culture that drives meaningful results. Insights from the BluePath Program's CEO Forum, particularly from inspiring CEOs Shawn and Martin, emphasized a powerful truth: culture isn't just a backdrop—it's the engine that powers everything an organization achieves. It transforms values into actions, helping teams adapt, connect, and thrive. # Culture: The Unseen Catalyst Culture is the silent force shaping decisions, priorities, and behaviors. It's built not through slogans but through consistent actions: how leaders communicate, how teams solve problems, and what behaviors are celebrated. Strong cultures remain anchored in their core principles while adapting to external challenges. As highlighted during the forum, a thriving culture grows in the quiet, deliberate moments of trust and alignment that ripple across an organization. # HR: Bridging Values and Actions HR plays a pivotal role in turning values into actions. By fostering trust through clear communication and designing systems that empower people, HR ensures culture evolves collaboratively, not through imposition. When values are reflected in behavior and connections are authentic, culture transforms into a force for growth and success. HR's responsibility is to sustain this momentum, ensuring culture stays dynamic and impactful. Culture isn't static. It's what an organization does. When values turn into actions and connections become authentic, culture drives growth and success. HR's role is to ensure culture isn't just felt but lived, making it a true force for impact.

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Letting a candidate know they aren’t moving forward is not a fun conversation… but there are ways to make it positive. Aside from feedback for continuous improvement, providing more context to what happened in the process is super helpful. I recently released a few candidates for a design engineer role. 330+ candidates did not make a screening call with me. 11 made it to a screening call and only 7 progressed into further stages. The candidates that learned how far they actually got left with a sense of gratitude and accomplishment even without a job offer. #interviewing #recruitment #TAtips

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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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The tectonic shift in L&D: upskilling is an absolute necessity today, with everything shifting rapidly with new gen tech. Yet (or that’s why), the old ways of doing enablement is quickly becoming obsolete. It is a big change, and not with much lead time. But isn’t that the age old story of big transformations. One of the use cases where we’ve seen EdTech adopt AI is to offer learning recommendations. Or content rephrase/tonality change/presentation designs for content development. All leading LMS’ have this feature. A great start to build more impactful programs with better learner experiences, and faster. Here’s what I am super excited about though: how AI is rewriting L&D altogether in making it significantly more aligned with Operations, and our audiences! Traditionally, L&D has been driving programs that aren’t necessarily addressing the immediate pain points of business or our audience. Turn around times were high, and in the middle of escalations and dissatisfied customers, the employees not willing to absorb and implement the training modules. And that’s why we have continued to struggle across time & space: with attendance/participation/completions. But here’s the thing: If I as an employee of a company have a pressing pain point that L&D solves, I am interested! L&D doesn’t have to send me reminders, or negotiate with my managers, or set timelines to finish a course. My gosh! That’s literally the opposite of Andragogy principles. Our Key metrics have also predominantly revolved around completion rates, and number of programs delivered - process related metrics; rather that business success or impact metrics. With AI, L&D can truly become an enabler, and not an enforcing machine. L&D now has the opportunity to genuinely solve people’s pressing needs and help them get that promotion/keep that job/manage sudden change or well, adapt to AI in their field ☺️ This is not to say that L&D hasn’t already done huge work in impactful trainings. But with new gen tech, the potential has exploded! Change can be scary. But it brings exciting opportunities as well. Future of learning and development is bright! #AIinLnD #AI #LearningandDevelopment #futureoflearning #edtech #opentowork

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Commuting. SHRM, Harvard Business Review, Indeed, the US Census Bureau ... Everyone has something to say about Work Place Commuting. A simple Google search will pull up dozens of articles and they all have some commonalities. Commuting is beneficial for our mental health - to wind down, to catch the news or our latest podcast, but it can quickly be seen as a time suck and great expense. What constitutes a good Commute Time varies, with 16 minutes to a half hour being in the sweet spot, but recent averages closer to 27 minutes - 45 minutes (one way). Some reports say less than 15 minutes tends to make one frustrated at the waste of time, while 90 minute commutes garner the same response as well. As someone who has recently almost tripled her commute time (going from 10 - 12 minutes to 25 - 30 minutes), I struggle with days of enjoying and days of loathing. I have noticed I hit the need for an oil change by mileage prior to date, for the first time ever, but I have get great conversations with the kid. How does WFH vs Hybrid vs Commuting effect you?

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Return-to-office mandates are all about corporate values and building a shared culture, right? Maybe not. According to a new survey, one-quarter of corporate leaders admit that they hope return-to-office mandates will actually get people to quit. https://krnfy.bz/3LBntoB #rto #leadership #returntooffice

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This past month has been incredibly emotional at Boeing, particularly yesterday's events. My heart goes out to all my colleagues and friends impacted by the recent layoffs. Seeing so many familiar faces sharing their experiences on LinkedIn is genuinely disheartening.  🤝 Please know that you are not alone in this! Know that this does not reflect you, nor does it define who you are! This is your opportunity to find something extraordinary – a dream job – a chance to take your career in a different direction – a time to relax and enjoy YOU! I share your fear of the unknown, but know you will be okay. Take time for yourself and what makes you happy. ☂️ I am here to support anyone who needs it—helping with resumes, connecting you with opportunities, or simply listening as you navigate the next steps. If there's anything I can do to assist, please don't hesitate to connect with me. I wish you strength and resilience as you move forward, and please remember that you have a network of people who care about you and believe in your talents!! "I can be changed by what happens to me. But I refuse to be reduced by it." – Maya Angelo. (This quote reminds us that challenges may impact us but don't define or diminish our inner strength and potential.)

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I've seen a few posts lately on what are good and bad questions candidates can ask in interviews. 🤔 My take: If you need to ask someone else what questions you should ask then you're going for the wrong role. If you understand the role, want it and can do it, you will know what questions to ask as the answers will actually matter to you.

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Taking HRBP to Maternity Leave: A Hands-On Approach! 👶💼 When I was preparing for the most significant and hands-on role yet – being a mom – I knew I would temporarily step away from my Global HRBP duties. While I'm missing the HR hustle, I was stoked for this new adventure. Parenthood teaches us patience, empathy, and resilience – qualities that'll level up my HR game upon my return. Can't wait to bring the best of both worlds back to the table! Here are 5 tips for rocking your maternity leave: 1. **Plan like a Boss**: Delegate, document, and ensure your work squad's on point. I organized my inbox and folders for easy access to info, juggling HR tasks, and soothing my sweet, demanding baby girl, Romi. 2. **Document, Document, Document**: Leave no process unrecorded! I left my colleagues detailed spreadsheets – notes and all. They thanked me a lot in the past months. 😉 3. **Communicate Like a Pro**: Clear instructions are key. Whether it's a bat signal or a baby cry recording, keep the lines open for emergencies. 4. **Train Your Stand-In Sidekick**: Passing the superhero torch (less spandex, more spreadsheets). Train your replacement to ensure a seamless transition. 5. **Emotionally Prepare – and Laugh**: Embrace the ride. Take care, laugh often, and remember, you're trading work deadlines for adorable baby giggles. 🍼😄 #MaternityLeave #HRBP #NewChapter #BabyBossLady #SixMonth #LongVacation #BabyGirl #GlobalHRBP #HRduties #professionalHR #HRtips

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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Title: The Hidden Impact of Backing Out: A Message to My dear friends Introduction: Start with an empathetic tone. Acknowledge that candidates may have valid reasons to reconsider job offers, but also explain the ripple effect their decisions have on others. Explain the recruitment process briefly, including the significant time, effort, and resources invested in making a job offer. Understanding the Effort Behind an Offer: Explain the steps taken by recruiters and stakeholders in the company to release an offer. Mention the coordination between various teams like hiring managers, HR, and sometimes even senior management, who review and approve offers. Highlight the hard work that goes into finding the right candidate, from screening to scheduling interviews and negotiating salaries. The Last-Minute Backout: Detail the consequences of a candidate backing out after the offer is extended. It leaves positions vacant, delays projects, and can lead to frustration for hiring managers.  - Mention the additional costs involved, both in time and finances, as the entire hiring process may need to restart from scratch. Transparency and Communication:  - Encourage candidates to communicate openly. If they are unsure about the offer, it’s better to discuss concerns early on rather than back out at the last minute.  - Suggest that candidates ask themselves critical questions about the role, company, and long-term fit before accepting. Professional Courtesy and Reputation:  - Explain how backing out can affect a candidate’s professional reputation, especially within niche industries. Recruiters talk, and candidates who often back out may gain a negative reputation.  - Encourage candidates to think long-term about how they want to be perceived in their field. Balancing Personal Needs with Professionalism:  - Acknowledge that sometimes backing out is the right decision if there’s a personal or professional conflict. However, it should be done thoughtfully and with respect to all parties involved.  - Advise candidates to maintain good relations by informing recruiters at the earliest and thanking them for their time and efforts. Conclusion: End with a respectful reminder that the recruitment process is a partnership. Both sides need to respect each other’s time and effort. Thank candidates who act professionally and understand the impact of their decisions on the organization. Thanks my dear future friends

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In a panel interview and the questions you planned to ask were used by others? Take a step back… cause you have an opportunity to dive deeper 🤓 Ex. Colleague: “Can you describe your leadership style? Candidate: “I have a collaborative leadership style and really lean on feedback from my team to drive decisions” You: “Great! Can you tell me about how you collect feedback and the process of using that feedback?” 🔑 🔓 Active listening tied in with curiosity can help unlock key details others might miss in an interview #interviewtips #recruitment #talentacquisition

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