Albina Dukhanova ✨

Toyota Material Handling Europe got the opportunity to be part of the early testers of LinkedIns AI tools in Recruiter. WOW what a difference it makes, quicker, easier and very user friendly. Read more what I and others who have tested it think about it in this article! #earlyadopter #toyotamaterialhandlingeurope #AI #recruitment

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Should you as a candidate inform your recruiter about an upcoming vacation? ✈️ Would you like to know your manager is going for a few weeks vacation in advance? ✈️ Or maybe your colleague that you are working on the same project together? Imagine one day you receive a note from them: "btw, i'll be out on vacation for a few weeks starting from tomorrow' Try to plan your work in that scenario! ✅ Even if you think that an upcoming trip wouldn't effect the interview process based on the current schedule - you should absolutely inform your recruiter about your plans! A recruiter oversees the interview process, and plans every move of every stakeholder. By keeping them blind about your trip - you're not only showing your potential employer your planning skills, but also helping someone else to land that job Be smart and serious! It takes all you have to get a great job Happy Monday! #interviewprocess #hiring #Singapore

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70% of companies outsource their hiring process and You are in most cases, worse for it. Let me explain. One of the challenges that external recruiters go through is "timely access to accurate information" from the hiring managers. The situation is tricky to say the least. As a consultant/hiring partner you can't get on the foot of your client while you also have to balance and keep the talent engaged. It's that Ram Ram Ram Ram moment from Amir Khan's Ishq movie. Still no matter how good the intent, operationally, things do get muddled up, because there is no real accountability in the process. Companies use their position to prioritise their own agendas and outcomes. HRs/HMs are the real drivers who could either sail or sh*t on the entire candidate & hiring experience. Candidates have to make it across a sea of ambiguity before they make it through. One of the ways I try to traverse this is through uniform and evenly spaced follow ups, and consistently communicating the same with candidates. In my experience, Over communication is always better than under communication. In most cases, between multiple stakeholders, competing agendas, there is no real coherency in these different layers. The brands must realise that though the hiring part is outsourced, the first ownership of the employer brand is with them only. This is not to discount that there are some amazing people working hard to have a positive, engaging and streamlined experience. The need of the hour is to bring accountability at all levels through systematic SOPs and clear, time bound communication at each step. And now In the era of automation and AI, I wonder how things will turn out! Industry veterans, I am curious to hear your thoughts? Candidates what's the one best interviewing experience you remember? Recruiters how many times did you not hear back from the HM?

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It's Not Always About Making Money. As a recruiter, the goal is to help find the best fit for our clients. During one business development call with a start-up clients CEO, I noticed that their Indeed ad was too vague. The CEO did say the ad was not attracting enough candidates. I advised them to make some updates and shared a few tips on finding someone. The CEO took my advice and ultimately found the perfect candidate. While we didn't receive a placement fee, we still helped them achieve their goal. At Riam Recruiting, we believe in providing valuable recruitment advice to our clients. And even though this time didn’t warrant a placement fee, we believe this helps everyone now and in the future. #recruiting #healthcare #search #headhunter #candidates

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Recently I am involved in recruitment process. I found out that there is a lot of candidates' CV is not completed and missing info. So what should you included in your CV? See below: 1. Header - Full Name: Use your full legal name. - Contact Information: Include your phone number, professional email address, and LinkedIn profile URL (if applicable). - Location: City and state or city and country 2. Summary (Optional) - Professional Summary: A brief statement summarizing your key qualifications and career goals, tailored to the job you’re applying for. 3. Professional Experience - Job Title: Clearly state your position title. - Company Name and Location: Include the full name of the company and its location. - Dates of Employment: Use the month and year format (e.g., June 2021 - Present). - Achievements and Responsibilities: Use bullet points to list your key responsibilities and notable achievements. Quantify results where possible (e.g., "Increased sales by 20%"). - Reason of leaving: (e.g., Career Change) 4. Education - Degree: State your degree (e.g., Bachelor of Science in Computer Science). - Institution: Include the name of the school and its location. - Graduation Date: Month and year of graduation or expected graduation date. 5. Skills - Technical Skills: List any software, tools, or programming languages you are proficient in. - Soft Skills: Include skills like communication, leadership, or problem-solving. Tailor these to the job description. 6. Certifications (If Applicable) - Certification Name: Clearly state the certification. - Issuing Organization: Include the name of the organization that issued the certification. - Date Obtained: Month and year of certification. 7. Projects (If Applicable) - Title: Name of the project. - Description: Briefly describe the project and your role in it. - Technologies Used: List any technologies or tools you used. - Outcome: Highlight any significant results or learnings. 8. Awards and Honors (Optional) - Award Name: Include the name of the award or honor. - Issuing Body: The organization or institution that granted the award. - Date: Month and year it was awarded. 9. Languages - Language Proficiency: List any languages you speak and your proficiency level (e.g., Fluent in Chinese and etc). #hr #recruitment #costsaving #hire #talentacquisition #talentmatters - Follow us now to get experienced career insights & be connected to aspiring job opportunities that will allow you to take that positive step towards your professional ambitions.

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As a recruiter, I know how important communication is with candidates and hiring managers! This is something I think can make or break cooperation with both parties (candidates and hiring manager). 🎯 So always take time to communicate, ask questions, and let know updates even if there are no updates. 🎯 You will gain more trust if you take time to communicate in the time frame you gave if you do not have any answer or there are delays just tell the candidate the situation. Communication is key in recruitment! 🙌 #communication #recruitment

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What does a remote recruitment process actually look like? 🤔 Many of us have a certain image of a traditional job interview stuck in our heads: Two recruiters sitting behind a table in an office with the candidate right in front of them. The latter one is stressed out and nervous, trying to answer the recruiters' questions in the best way possible. Most people cringe immediately when they think about their first job interview. Do you remember yours? 😟 While remote work may not be able to take the stress out of the equation completely, it can certainly streamline and simplify many aspects of recruitment. Obviously, only if you do it the right way. Where does a remote recruitment process come from? It isn’t by any means a completely new thing. Online recruitment forms to be filled out by candidates, sending CVs by e-mail, or conducting first rounds of interviews by phone were and still are standard practice. Being invited to the meeting in the office usually means that we are nearing the end of the recruitment process. Of course, it varies depending on the type of position we are applying for, but at least one interview conducted face-to-face is usually necessary. 👨‍👩‍👧‍👦 Anyway, what about all those remote-first companies out there? In this case, it’s obvious that there will be no in-office meeting as such a place simply doesn’t exist. That is exactly where remote recruitment steps in. Recruiting candidates without physical contact or face-to-face meetings has become quite common within the past few years. Consequently, we can implement a plethora of tools and tricks to make the process significantly easier.⚒️ Read about the tools to hire remotely in my informative blog. https://lnkd.in/diF66RUc #remotework #hybridwork #futureofwork #remoteworking

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🤫 Psst! What's your salary? That's the question on many minds during performance review season. One solution to sidestep this query altogether is to introduce salary ranges upfront in job postings. Personally, I believe transparency is key. By increasing openness around salaries, companies can foster a sense of fairness and thereby enhance employee engagement. Salary discussions are commonplace today, often leading to comparisons and frustrations. Allowing this frustration to simmer unchecked can be detrimental, underscoring the importance for employers to take control of transparency. Owning the process and clearly communicating about salary setting is crucial for building trust and fairness among staff. Studies reveal that many employees mistakenly believe they are underpaid, leading to increased turnover. By providing insight into salary structures, companies can boost employee satisfaction and mitigate the risk of losing valuable talent. Ultimately, it's not just about paying more but about fostering openness and trust around salaries. Investing in salary transparency is an investment in a company's success, bolstering engagement and retaining skilled personnel. The USA has been ahead of the curve on this front, with ten states now passing transparency laws that grant potential candidates access to: 💵 Pay information 💰 Disclosure of individual pay information to employees 📝 Advertising salary information in job postings 📜 Prohibiting employers from requesting salary history ✔️ Additionally, publishing gender and pay information, conducting regular audits on gender and pay, undertaking pay assessments, and promoting equal pay discussions. According to recent data, 55% of job seekers and 64% of Gen Z applicants won’t apply to a job posting that lacks wage or salary information. These figures are expected to climb as more states mull over pay transparency legislation. What's your toughs on this? #Randstad #Randstaddigital #SalaryTransparency #EmployeeEngagement #FairPay #WorkplaceEquality #TransparencyMatters #EqualPay #SalaryRanges #JobPostings #WorkplaceCulture #TalentRetention #CareerDevelopment #HRInsights #JobSearchTips #PayEquality #GenderPayGap #FutureOfWork #JobMarket #CareerAdvice

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#hiring #remote #freelance Our client is currently looking for a Senior Consultant (m/f/d) Assurance Coordination of Sustainability Statement. Start: 13.05.2024 Duration: 31.10.2024 Capacity: 20h/week (in sum 500h) Location: Remote Project name: Assurance Coordination of Sustainability Statement Project description: The client is currently implementing non-financial reporting a significant regulatory framework that emphasizes the importance of transparent and consistent sustainability reporting across all aspects of our operations and value chain. Together with the Sustainability Reporting and Stakeholder Engagement Team, one of these workstreams is managing the assurance of the Sustainability Statement. Task description - The scope of services includes the following tasks, which are performed independently: - Coordination of Corporate Sustainability Reporting Directive (CSRD) / Sustainability Statement audit process, including creation and maintenance of audit project plan and active stakeholder engagement through well-defined meeting structure - Provide professional consultancy to auditors, topic owners, project members and other stakeholders, and reporting to central project management and line function - Planning and scheduling of meetings within assurance project and develop comprehensive agendas and materials if necessary. Keep an overview of all assurance meeting activities. - Capture and document meeting outcomes and assurance status systematically, guaranteeing a central status overview of ongoing activities, identifying potential risks in project and development of possible countermeasures. Present all results for a sign-off. - Translate project status updates into concise slides and communication materials and present them for a final sign-off, then present them to the relevant stakeholders based on the information - Identify internal dependencies within the project (dependencies between different work packages, deliverables, and topic owners) and develop systematic approaches of how these dependencies can be managed Skills: - Audit expertise - Project management - Sustainability - English (Please provide your CV in English)

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Hey network! I'm looking for people who can offer their insights on 🪜building a grading system within a company. What essential knowledge is needed at the outset? Who are the top game changers in this field? What changes would you make if you could start over? To be honest, I'm interested in everything related to this. Grades for developers? Yes. Levels of seniority for designers? Here we go. Specific financial nuances? Yes, yes, and yes! If you want to talk, let me know in the comments or in private messages. If you know resources/consultants on this topic, it would be very valuable! 🤸‍♂️

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One of my friends asked me: "Should I participate in an HR webinar about A.I.? A recruiter from an HR consultancy group gives it" Can I be totally honest? I joined 6 webinars about "how to use A.I. as a recruiter" and they were all the same👇 - Boring - Not interactive - No examples were given - No live questions were taken to make a case using the tool - Nothing was said about prompting except: "you should try to be specific" Only 1 webinar/presentation felt like the recruiter created it himself. The other 5 were made by a simple prompt (in my opinion): "As a recruiter in Flanders/Brussels, how can ChatGPT help me daily?" Answer: copy/paste. So my answer to my friend was: create an account on ChatGPT/Gemini,... and go test it for yourself! Thousands of free videos are available online about "how to prompt like an expert" to be sure your prompting is giving you your needed insights! Don't be fooled by all the webinars that are online, make sure to know the basics before you join one - you'll be leaving a lot of them after 5 minutes into it. Did you participate in one lately? What's your feedback? Have a great day 💯

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Over 400 votes and the result is pretty split. I'd suggest a 4th criteria for job posting would be useful. Office (5-day), Hybrid (1-3 per week), Home-Based (mainly remote with ad-hoc travel expected), Fully Remote (0 travel). #RemoteJobs #HybridJobs

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Global/Remote Talent Acquisition: AI vs. Traditional (OLD) methods In a world where talent is a global commodity and becoming the norm for more and more companies, are traditional hiring methods still effective? Is your business thriving on AI or lagging? Global talent acquisition based on AI provides access to a wider pool of candidates, streamlining recruitment processes, doing tasks on repeat effortlessly and error-free. Traditional methods are slow, inefficient (and I would argue time consuming), and result in a less diverse and qualified applicant pool. AI-powered platforms can find matches more quickly and accurately, allowing your business to access a larger network of potential hires. P.S. I started using Atlas Technologies lately (still under development) and it's proving to be a game changer in my recruitment business How ready is your business for AI?

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Will Sourcing as a Skill Die? The harsh reality is that sourcing as a skill will largely become obsolete. 80-90% of the sourcing tasks recruiters currently perform can be easily automated, even without the use of artificial intelligence (AI). This can be achieved through a simple Rule Engine accompanied by a high-level overview of data models for each position. However, we still need analysts to continuously adjust this rule engine and incorporate new rules whenever there are changes in algorithms or to minimize biases. That's why I believe that the future of sourcing is leaning more towards data analysts rather than just sourcers. Sourcing as a role will still exist, but it will take on a new form and focus primarily on data mining while also requiring #USITRecruiter #Recruiting #Staffing #USITStaffing #ITStaffing

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Seeking Transparency from Recruiters: As I continue my journey of seeking new opportunities, Sundays have become my dedicated day to set up my follow ups on positions I applied for in the previous week. I truly do aim to apply for roles where I meet at least 90% to 100 % of the requirements, ensuring I am a strong fit. However, I've encountered a recurring challenge: discovering additional requirements after I've already applied, which disqualifies me from consideration. This is incredibly frustrating, and I know I'm not alone. To all the recruiters out there, I understand your responsibility to present the best candidates to your clients and business owners. But by not listing all the requirements upfront, you're inadvertently creating extra work for both of us. I also know you may not have all the requirements, but my guess is you have a gut feeling you don’t have them all.  Transparent job postings save time and energy for everyone involved. If all the requirements were clear from the start, many of us might choose not to apply, focusing instead on positions that are a true match. Transparency benefits everyone and makes the job search experience more efficient and positive for both the applicant and the recruiter. #JobSearch #OpenToWork #Recruitment #Transparency #JobHunt #CareerTips #putmetowork!

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#hiring For our client we are looking for a Platform Architecture Manager (f/m/d). Start: asap / July 2024 Duration: 31.12.24 ++ (long term) Capacity: 100% if possible Location: Berlin / Remote (1 week Berlin / 3 weeks remote in rotation), up to 50% onsite in peak times Role: You will be responsible for the leading Architecture Management which encompasses the definition, continuous improvement and operationalization of the architecture management process, which is in brief: • What is the process (with the overall product development flow) to define architecture? • How are architectural & technology decisions taken? • How do you detect and communicate the impact of architecture decision (changes) to the Product Management team (impact on product), to the Finance team (financial impact), to the Organizational Development team (impact on organization)? Within the definition and operationalization, you also define the architectural artifacts to be created, maintained and versioned (architecture documents, diagrams, architecture decision records, architecture mgmt tools, etc.). You are familiar with architecture management methods & best practices in detail and the specific management of them (e.g. information and data model viewpoint vs deployment viewpoint). Targets: - lead architecture management for EDP to deliver the relevant & necessary architecture artifacts as an essential part of product development process. - lead the architecture management team consisting current of a junior architecture management and three platform (end-to-end architects – functional platform architect, technical platform architect and security platform architect) and governing the group of lead architects of all product lines. Skills (must-have): - A minimum of 10 years’ experience as an architecture manager especially for cloud and cloud native architectures – preferably for private cloud, so for providing cloud services and not using cloud services - Proficient knowledge (Methodology, Best Practices) and proven experience in IT Management, ITIL, Togaf, Enterprise Architecture, etc. - Proficient knowledge and proven experience of Cloud and Cloud architecture principles and how to apply them. - Proficient knowledge and proven experience of limitations of traditional IT Management (ITIL, Togaf, Enterprise Architecture, …) for Cloud and how to overcome them - Fluent English in speech and writing (at least B2) Skills (should-have): - Relevant certifications in architecture management and in managing cloud and cloud native technologies - Optional: Fluent German in speech and writing (at least B2) Please note: to be clear here, we are not seeking for an architect, but for an architecture manager. Also, we are not seeking for Enterprise Architect, but again, for an architecture manager.

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Building a 𝘁𝗲𝗰𝗵 𝘀𝘁𝗮𝗰𝗸 is one of the most challenging areas in recruitment. 👉 What tools are needed? 👉 What's available on the market, in my country, in my language? 👉 Where can I find reliable references? 👉 What can technology actually do, and where is human input still necessary? 👉 Artificial Intelligence, oh my... what should I invest in now that will still be useful in two years? Recruitment tech can be incredibly frustrating. We know from our customers that many Talent Acquisition Leaders face these dilemmas daily. This article is written for them. ⬇ https://lnkd.in/d3TSPAej

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Client: ‘We listened to your advice and only had 3 interview stages, but we still lost the candidate!!’ Agency Recruiter: ‘Indeed, only 3 stages took place, however it took 2 months, during which time the candidate was contacted by and did interview rounds with 3 other companies, who all had leaner processes!’ Sound familiar, recruiters? The length of the interview process is extremely underrated and here are 3 reasons why: 1. It tells the candidate how decisions are made in your business and how effective the team are at collaborating and decision making. 2. It mitigates the risk of losing the candidate to other businesses. 3. It saves time for the hiring team meaning they can move onto other projects. In other words, you’ll get more sh*t done! How to ensure a lean process? Simple, set SLA’s with your agency and hold each other accountable! (BUILD ACCOUNTABILITY INTO YOUR PARTNERSHIPS!!)🤝 - 24 hours max to review CV’s and give feedback - Maximum 5 working days between interviews - Share calendly links up front to reduce time scheduling interviews - Agree on the best channel for comms – whatsapp, email, LI? - 24 hour deadline to extend a verbal offer to the candidate - Map out the process for the candidate prior to the first interview - Mutually agree a deadline to make the hire Speed, of course, should not compromise quality but you want every single candidate who engages with your business to come away having had a great experience and setting clear expectations and delivering on them in a timely manner is the foundation for this. Speed does not have to come at the expense of quality. This = Employer Brand, NOT some fancy infographic….

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