TestGorilla

We all know the world of hiring is broken. In a world obsessed with the perfect pitch, resumes have become more focused on who you know and where you’ve studied, and less about who you are and what you can actually do. We’re here to change that. We want to put talent and possibility into everyone’s hands. 🌍

Your HR strategy is the heartbeat of your organization. ❤️ But how do you make it pulse with efficiency? Enter: HR Operating Models. What are they? ➟ Frameworks that define how HR delivers value ➟ Blueprints for roles, responsibilities, and processes 5 key models to know: 1. Centralized 🏢 One team, one vision, one execution. 2. Decentralized 🌐 HR spread across business units, close to the action. 3. Shared Services 🔄 Common tasks are centralized, specialized services decentralized. 4. Centers of Excellence 🌟 Specialized teams focused on specific HR areas. 5. Outsourced 📦 External experts handling HR functions. When choosing your model consider: - Company size - Industry demands - Cultural fit - Business strategy - Future growth plans Remember: The best model aligns HR with your business needs. It's not one-size-fits-all. It's tailor-made for success. Benefits of the right model: ✅ Improved efficiency ✅ Enhanced employee experience ✅ Better business alignment ✅ Clearer roles and responsibilities What's your HR blueprint for success? Share your thoughts below! 👇

In today’s edition of #CutTheBS, we’re uncovering the truth behind those seemingly perfect positions that never get filled. 👻 We’ll dive into what ghost jobs are, the 8 reasons employers post them, and the downsides for both employers and job seekers. Plus, we’ll share tips on how to spot these phantom positions before they waste your time.🔎 💡 Have you ever encountered a ghost job during your job search? Let us know in the comments! 📬 Subscribe to our newsletter for no-nonsense, biweekly insights on mastering #HR and #recruitment

Here’s an 8-day HR challenge to level up your game 📌 Day 1: Understand the Role of HR with David McLean https://bit.ly/3Q7gl54 Day 2: Learn How to Build a High-Performance Team with Eric Partaker https://bit.ly/45NWGNr Day 3: Develop a Solid Wellbeing Strategy with Oliver Deasy https://bit.ly/456Gxmm Day 4: Get Better at HR Policy Formulation with Phebean Amusan (CPCC, CPRW, HRPL, MCIPM) https://bit.ly/45K2yqR Day 5: Develop an HR Strategy for a Multigenerational Workforce with Phebean Amusan (CPCC, CPRW, HRPL, MCIPM) Amusan https://bit.ly/3tUUpCB Day 6: Learn the 9 Laws of Workplace Culture with Monte Pedersen  https://bit.ly/3Qz0E8k Day 7: Understand the Most Essential HR Metrics and KPIs with Carla Reynau: https://bit.ly/4714tIC Day 8: Learn How to Use ChatGPT for HR with Neelie Verlinden https://bit.ly/45RJaZ0 Are you up for the challenge? Drop “🦍” in the comments if you are.

15 HR functions that drive business success: 1. Recruitment and Hiring 🕵️♀️ ➟ Finding the right talent to fuel your growth. 2. Onboarding and Orientation 🎉 ➟ Setting new hires up for success from day one. 3. Training and Development 📚 ➟ Nurturing skills that keep you competitive. 4. Performance Management 📈 ➟ Turning potential into results. 5. Compensation and Benefits 💰 ➟ Rewarding excellence, retaining top talent. 6. Employee Relations 🤝 ➟ Building a workplace where people want to stay. 7. Legal Compliance and Risk Management ⚖️ ➟ Protecting your business, empowering your people. 8. Workplace Safety and Health 🛡️ ➟ Because your team's wellbeing matters. 9. Diversity, Equity, and Inclusion (DEI) 🌍 ➟ Creating a culture where everyone thrives. 10. Career Development and Succession Planning 🚀 ➟ Preparing for tomorrow's leadership, today. 11. Organizational Culture and Employee Engagement 💼 ➟ Shaping a workplace that inspires. 12. HR Information Systems (HRIS) and Analytics 📊 ➟ Turning data into actionable insights. 13. Workforce Planning and Strategy 🗺️ ➟ Aligning talent with business goals. 14. Employee Engagement and Communication 📢 ➟ Keeping your team connected and motivated. 15. Offboarding and Exit Management 🛤️ ➟ Learning from departures, preserving relationships. HR isn't just a department. It's the force that drives your company forward. What HR function do you think is most crucial? Share your thoughts below! 👇

Notion is a productivity goldmine for HR. 📊 But most HR professionals don't know how to use it. Here are 12 free Notion templates we found for you: 1 - New hire onboarding 🆕  Ensure that new hires have a smooth transition into your company. https://lnkd.in/dG64D9Mu 2 - Employee Benefits 🏥  Link out to all necessary info so your employees feel appreciated and informed. https://lnkd.in/dqg-hK7j 3 - HR Team-in-a-box 👥  Simplify your people operations with a central hub for all HR-related activities and resources. https://lnkd.in/dxmjBgvJ 4 - Performance Improvement Plan 📈  Improve the performance of employees that are not meeting expectations. https://lnkd.in/dHrsxkz5 5- People Directory 📇  Help your team keep track of who's who with this simple template. https://lnkd.in/dt2nSenw 6 - Annual performance self-review 🔍  Use this template to reflect, take notes, and make a plan for the future. https://lnkd.in/dZSDQmXj 7 - Applicant Tracker with Automations 🎯  Use this template to streamline your recruitment process. https://lnkd.in/dt9RHDN3 8 - Ultimate Interview Prep 🤝  Use this template to prepare for any interview. https://lnkd.in/dg8E8peZ 9 - Basic Employee Handbook 📘  A comprehensive guide to company policies, procedures, and expectations. https://lnkd.in/dbHkbrvE 10 - Offices, People & Events 🏢 Find all the information you need about offices around the world. https://lnkd.in/dqyxsUiu 11 - Mentor/Mentee Dashboard 🧑🏫  Use this dashboard to track commitments and take notes for mentor-mentee meetings. https://lnkd.in/dFUmehTK 12 - Employee Management System (Basic) 👨💼  Streamline your workforce management needs with ease and efficiency. https://lnkd.in/db-_G8nf What else would you add? Let us know in the comments! 💬

Understanding HR Reporting 📊 Here’s why it matters: ✅ Drives fact-based decisions ✅ Reveals people management strengths ✅ Uncovers areas for HR improvement ✅ Forecasts future workforce needs ✅ Ensures legal compliance ✅ Measures HR initiative impact ✅ Promotes fair employee treatment Ready to level up your HR game? ✍️ Then follow these 7 steps: 1. Collect data  2. Organize info 3. Analyze results 4. Create visual reports 5. Share findings 6. Take action 7. Monitor progress Remember: Good HR reporting creates a better workplace for everyone. What's your favorite HR report? Let us know in the comments! 👇

Most HR professionals focus solely on KPIs. But here's the twist: KRIs are just as crucial. KPIs tell you where you've been. KRIs show you where you're heading. ✅ KPIs (Key Performance Indicators): - Measure current performance - Show your wins (and losses) - Guide your strategy 🚨 KRIs (Key Risk Indicators): - Signal potential problems - Help you prevent issues - Keep you ahead of the curve 5 key differences: 1. Focus: KPIs track performance, KRIs manage risk 2. Timing: KPIs look back, KRIs look forward 3. Action: KPIs drive improvements, KRIs trigger prevention 4. Frequency: KPIs often quarterly, KRIs can be daily 5. Stakeholders: KPIs for leadership, KRIs for risk teams The secret sauce? Using both. Here's how: - Align KRIs and KPIs with your goals - Review regularly - the world changes fast - Balance leading and lagging indicators - Ensure your data is rock-solid - Communicate clearly to all stakeholders Remember: What gets measured, gets managed. But what gets anticipated? That's where HR shines. Are you leveraging both KPIs and KRIs in your HR strategy? Share your thoughts below! 👇

15 HR stereotypes we need to leave behind in 2024 👋 1. HR just plans office parties 🎉 Reality: They drive employee engagement and organizational development. 2. HR only recruits new employees 🤝 Truth: They're involved in retention, succession planning, and employer branding. 3. Anyone can do HR 🤷♂️ Fact: It requires specialized knowledge in law, psychology, and business strategy. 4. HR only handles hiring and firing 📋 Actually: They're involved in the entire employee lifecycle. 5. HR is the company police 👮♀️ Reality: They create positive work environments, not enforce rules. 6. HR lacks creativity and innovation 💡 Truth: They lead initiatives in workplace flexibility and tech-driven management. 7. HR is all about paperwork 📄 Fact: They focus on strategic initiatives aligning human capital with business goals. 8. HR only exists to protect the company 🛡️ Reality: They create value through strategies benefiting both employees and the organization. 9. HR is just about following rules ✅ Truth: While compliance matters, HR drives business success through positive culture. 10. HR always sides with management 👥 Fact: They balance employee needs with organizational goals. 11. HR controls all salary decisions 💰 Reality: They provide insights, but decisions involve collaboration with leadership. 12. HR always has to be neutral ⚖️ Truth: They advocate for employees and positive organizational changes when needed. 13. HR doesn't understand the business 🏢 Fact: Effective HR pros align strategies with organizational goals and industry trends. 14. HR's main job is to fire people 🚪 Reality: They focus on retention, development, and creating positive work environments. 15. HR's work is simple and straightforward 📊 Truth: They deal with complex human dynamics in an ever-changing workplace. Why does this matter? 🤔 Because HR is the backbone of: - Employee satisfaction - Company culture - Business growth It's time to see HR for what it really is: A strategic partner driving organizational success What other HR stereotypes have you found? Share below and let's change perceptions together! 💪

Hiring managers, are you still guessing about your team's skills? It’s time to stop. 🛑 Here's a cheat sheet for conducting a proper Skill Gap Analysis: 1. Define job requirements List essential hard AND soft skills. 2. Assess current skill levels Use assessments, interviews, or performance reviews and rate skills on a clear 1-5 scale. 3. Identify gaps Compare current skills to required skills. Note significant differences. 4. Prioritize gaps Focus on skills critical to job performance. Consider company goals and future needs. 5. Create action plan Decide: train or hire? Set specific, measurable goals Just remember: Skill gap analysis isn't a one-time thing. It's an ongoing process to keep your team competitive. 🔄 What’s your take on skill gap analysis? Share it in the comments below! 👇