Deborah McCarthy-Levine

Meet Joakim Kedbrant: Transformation Leader & Change Expert With a diverse background spanning listed companies, PE-owned firms, and state-owned entities, Joakim specializes in organizational development and change leadership. Starting at Ericsson, he mastered program and project leadership, then held leadership roles in the USA, overseeing large-scale projects. Venturing into startups, Joakim led Influence, a consultancy, and later steered Indoor Energy through rapid expansion via acquisitions. Transitioning to Interim Management, he led transformative projects at Karolinska Hospital, Swedavia, and PostNord, emphasizing transparent leadership and tangible results. Joakim's best advice for a transformation: • Understand the assignment and where you are heading – the direction • Be driven and take initiatives – but be humble and "musical" in getting to know the business • Build relationships • Establish a "now" picture of the business • Start working early with understanding what abilities (competences, behavior, etc.) you will need and how to build it. There is often resistance or uncertainty in the organization as the individual does not understand what will be needed tomorrow • Always show early successes and start follow-up on a few, but important, key figures   Read the whole interview with Joakim here: https://lnkd.in/dsShRwAx.. #interimmanagement #projectmanagment #bestadvice

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🤓 Beyond Basic Prompts: How GAI Can Help Make You a Better Recruiter #leadership #management #humanresources #talentacquisition #employeeexperience

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I am often asked how outplacement works. The answer? Each candidate's journey is unique, depending on their requirements. Here is a useful article which provide a walk-through of the stages of outplacement service that many professionals will go through. https://lnkd.in/eMD7TF-2 Career transition can be a tough journey and I am incredibly proud of the work we do to support people and companies undergoing this process. If you have any questions about the career transition process, let me know in the comments.

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HR Friends: Navigate Change with Confidence and Industry-Leading Tools - Download our free report on AI-powered outplacement and help your departing employees land faster: https://hubs.li/Q02twRNY0 While traditional support remains vital, a powerful force is reshaping the outplacement landscape: Artificial Intelligence (AI). It is imperative for those in transition to have the best tools possible to highlight their match, communicate their unique strengths, and prepare for interviews in a way they can spotlight their relevance and fit. This is where AI amplifies the effectiveness of outplacement, as a game-changing tool to empower clients to accentuate and communicate their unique fit. Download the Report: https://hubs.li/Q02twRNY0 #HRtips #workforcemanagement #futureofwork #outplacement #careertransition #AIinsights #leadershiphr #workforceplanning #innovation #AI

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Talent acquisition leaders are largely left out of their company’s strategic planning process, and many feel they operate as “order takers” according to findings in our new ‘Talent Acquisition at a Crossroads’ report with The Josh Bersin Company. Companies are cutting their TA spend, and at the same time, CEOs feel that skills shortages are getting worse. Moving from transaction to strategy is now critical for business success. In his latest blog, Josh Bersin discusses the latest Talent Climate research. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology #TalentClimate

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Job market slowdown as white-collar #hiring slows. 175k in job growth from Labor Department report missed economic expectations by 27% and was down 44% from prior month. #Unemployment moved higher to 3.9% vs. expectations to remain steady at 3.8%.  #jobs #employment #economy #humanresources #layoffs #outplacement

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Current Trends in Recruiting, Human Resources, and Operations By Pamela F. Nichols, CEO, BLKDigitalTech Corporation As we navigate the rapidly evolving landscape of recruiting, human resources, and operations, several key trends are emerging in 2024. These trends highlight the increasing role of technology, flexibility, inclusivity, and strategic workforce management. HR Technology and AI AI in HR is revolutionizing recruitment processes, from CV screening to interview scheduling. AI helps predict candidate success and measure recruitment strategies' effectiveness, making the process more efficient. #HRTech #AIRecruitment Skills-Based Hiring Skills-based hiring emphasizes transferable skills over traditional experience, supporting diversity, equity, and inclusion (DEI). This approach broadens the talent pool and attracts highly capable candidates. #SkillsBasedHiring #DiversityAndInclusion Work Flexibility and Hybrid Models Flexibility in work arrangements is crucial for attracting and retaining talent. Hybrid models blending full-time employees with contractors and freelancers are becoming the norm, driven by the need for creative benefits and flexible schedules. #WorkFlexibility #HybridWork Diversity, Equity, and Inclusion (DEI) DEI is a central focus in recruitment strategies. Inclusive hiring practices ensure recruitment processes are unbiased, enhancing candidate experience and boosting employee happiness and retention. #DEI #InclusiveHiring Total Workforce Intelligence (TWI) TWI uses data to gain insights into the workforce, aiding strategic workforce planning, hiring, and training. It is especially valuable for managing contingent labor, now a significant part of the workforce. #WorkforceIntelligence #StrategicPlanning Conclusion The trends shaping recruiting, human resources, and operations in 2024 emphasize technology, flexibility, inclusivity, and strategic management. At BLKDigitalTech Corporation, we are committed to leveraging these trends to create a more efficient, inclusive, and strategic HR environment. Pamela F. Nichols, CEO, BLKDigitalTech Corporation #HRTrends #Recruiting #AIinHR #SkillsBasedHiring #DEI #WorkFlexibility #TotalWorkforceIntelligence #HRTech #BLKDigitalTech

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🚀 The CHRO: Who will you become, and how will you become it?! 🚀 Have you imagined what the future of HR leadership needs to look like in the coming years? Our latest whitepaper, "The CHRO of 2030: Driving Business Success Through Strategic Talent Leadership," offers a compelling vision of what lies ahead. Discover the path to being more strategic, agile, and impactful as a business leader the role CHROs must play for their organizations to thrive in the decade ahead. 📈 🔗 Download the whitepaper now: https://lnkd.in/gmk6J4-j #HRLeadership #FutureOfWork #TalentStrategy

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Great leadership takes practice, patience, and most importantly, self-awareness. On our very first episode of the HR Podcast, our Senior HR Consultants and Executive Coaches Linda Weinzler and John Pizutelli take a look at this key ingredient to the success of your organization. lnkd.in/ejdZwZzk #HRConsulting #HRSolutions #HRPodcast #Leadership #TrainingPrograms #SelfAwareness

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The correct answer is B - Staffing levels should be established before the merger is finalized. This foundational work supports smoother integration and strategic realignment post-merger. Thank you for your participation. Let’s continue to explore the nuanced roles HR plays in organizational transformations. #MergersAndAcquisitions #HRStrategy #HRPractice #DistinctiveHR

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Short-term pressures like labor shortages and employee burnout, combined with long-term demographic trends, are impacting skills availability, workloads, and team effectiveness. Learn actionable steps to addressing labor shortages, enhancing the employee experience and boosting productivity in our latest global research. #HR #Risk #RiskManagement #Skills

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80% of leaders say their organization's success depends on external workers as more companies are seeking measurable business benefits of contingent workforce programs. Read the full guest-contributed article by #IES President, Kara Hertzog, in TalentCulture here: https://hubs.ly/Q02xklwG0 Innovative Employee Solutions #ContingentWorkforce #ContingentWorkers #ContingentStaffing #Employees #Employers #EOR #EmployerofRecord #Staffing

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Happy Friday and for those of you in the US happy unofficial start to summer! Loni J. Sabo (HR leader extraordinary) recommended Marc Effron, a thought leader in HR and President of Talent Strategy Group, for me to read and follow and it was a great recommendation! He provides honest, helpful, meaningful and a little skeptical ideas on HR and Leadership(good research too)! I am sure I will be sharing more of his articles in the future. This week I am sharing his 2024 HR global census and it is an interesting read. The long and short of the survey is that the HR team is engaged and willing to go the extra mile, but struggle as "they rate their ability to influence and their business knowledge as their two worst capabilities. They have many HR experiences but not enough in the areas most critical to organizations’ future success, according to their self-assessments." Key findings: 1. People Before Business: HR teams in the balance between employees and business lean towards the employee. The believe by business is HR is not keenly interested in the business is borne out by this survey 2. Re-balancing work and life as HR dials back, but varies by role and geography. The stress level of HR since 2019 has declined. Interestingly since 2019 the willingness to sacrifice significantly in other areas of my life has dropped 8%, but those who are 100% in office are 10% more likely to sacrifice than those who are virtual (will this change reverse if and when the economic tide turns or when we settle into the new normal? How might this trend affect career growth?) 3. HR is pretty engaged, but not surprisingly by role, geo, gender and level it varies. 4. The survey asked HR to name their strengths and weaknesses in terms of experience and capability. HR did well in traditional areas such as talent management, HR strategy, and talent acquisition, but weak in Talent Analytics, DEI, workforce planning, knowing the business deeply and while they do build strong relationships lack the ability to influence (these are self-ratings) 5. Tempered Ambitions with only 4 in 10 HR leaders wanting to be CHRO and only 3% wanting to be CEO. CHRO, and no surprise here, are more profit focused and work more hours than the rest of HR. A few thoughts and I would love to hear yours: many employee surveys, leadership books and articles discuss the importance of investing in your people to retain them through learning opportunities, coaching, mentoring etc. How can HR and leaders align to make this a priority while HR shows its understanding of the business. Many of the HR areas for growth are newer to HR like DEIB, talent analytics etc. I believe with time the HR teams will grow competency in these areas. I think Gen Z has seen the great recession, pandemic and have a believe in the brand of me and value a work/life balance. I wonder as they mature will these change? What are your thoughts?

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In a tense labor market, where high potentials are difficult to recruit, companies must develop a long-term strategy to fill their talent pipeline. The report from our industrial practice group on Market Mapping describes a very helpful tool in modern HR practice.   

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Want to know what TA leaders are saying? 🤔 Here's what three Talent Acquisition Leaders shared in today’s webinar. It's clear that agility and strategic planning are paramount for success. Here's what they're emphasizing: 📣 Clear Objectives: Align your TA efforts with organizational goals for the next 12-24 months. 📣 Building Trust: Collaborate closely with senior leaders to foster transparency and alignment. 📣 Metrics Management: Analyze and explain recruitment metrics effectively to drive informed decisions. 📣 Mid-Level Engagement: Involve mid-level management in discussions for a holistic business understanding. Challenges in TA persist, including: 📣 Remote Work Dynamics: Balancing remote and in-office roles to access top talent. 📣 Recruitment Speed: Adapting interview processes to secure top candidates swiftly. 📣 Specialized Role Challenges: Difficulties in filling HRBP and HR Project Management roles and workforce planning positions. When to leverage external support: 📣 Niche Roles: Lack of internal capacity or network for specialized roles. 📣 Urgent Hiring Needs: Dedicated resources to quickly fill critical roles. 📣 Capability Building: Collaborating with firms to enhance internal team skills. 📣 Confidential Searches: Seeking external expertise for executive-level placements. 📣 Expertise: Gathering market data from firms to share with hiring managers If you have a talent gap in your organization (HR or Marketing), we can help find the right fit. #TalentAcquisition #HRChallenges #RecruitmentStrategies #WorkforcePlanning #BusinessLeadership #interim #executivesearch #fractionalHR Melissa Haid, PHR

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Talent acquisition leaders are largely left out of their company’s strategic planning process, and many feel they operate as “order takers” according to findings in our new ‘Talent Acquisition at a Crossroads’ report with The Josh Bersin Company. Companies are cutting their TA spend, and at the same time, CEOs feel that skills shortages are getting worse. Moving from transaction to strategy is now critical for business success. In his latest blog, Josh Bersin discusses the latest Talent Climate research. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology #TalentClimate

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