Higher - AI recruitment

This is what showing up to work looks like That's it. That's the post ❤️ 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻️ Repost to share with your network ✌🏽have a great day

“Boss being a meanie?” Brian Cox can bully me all day 💪🏽 In case it hasn’t landed in your family or Marketing gurus WhatsApp group already Check out this genius advert from ASICS (LINK IN COMMENTS 👇🏽) Promoting the dangers of being chained to your desk And the mental health benefits Of moving throughout the work day When Logan Roy tells you to do something… Ignore at your peril 💀 #worklifeintegration #worklifeharmony #geniusmaketing #Imisssuccession 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻️ Repost to share with your network ✌🏽have a great day

Let’s talk P E R K S 🎁 And I'm sorry but Salary and pension contribution 💰👴👵 and paid holiday & sick leave 😷 DO NOT QUALIFY ❌ We all know some companies like to dress up legal obligations as benefits Let’s talk about the juicy extras that great companies offer you 🍊 On top of your compensation package to make life that little bit 🍬 sweeter 🍬 Specifically Those on offer from our amazing partner OVO as part of their f l e x i b l e benefits scheme ⤵ 📚 L&D opportunities 🏋️♂️ Gym memberships 📈 Workplace ISA’s 👨⚕️ Health assessments ✈️ Annual leave top-up 🔬 DNA testing  🍽 Discount dining and culture cards 📷 Tech loans 💚 Up to £400 towards an OVO Energy plan and discounts on smart thermostats and EV chargers 🌱 Personal carbon offsetting 💝 Give-as-you-earn donations to your favourite charities And SO many more to choose from To suit your unique lifestyle 👩🏽🎤 Shouldn't we all work for companies that help us live our best life? 💫 ⬇   🔔 Follow me (Kelly Gauthier) and Higher - AI recruitment for exclusive vacancies in OVO's data org ♻ Repost to share with your network 📥 Apply today: https://lnkd.in/e8rVmAAS

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Dear CEOs and hiring managers, Do you work with a head hunter on key leadership hires? Here’s how to empower them to do their job properly: 🚀 Commit to working with them as an exclusive partner on the search 🚀 Kick off the search by meeting with them for at least an hour, getting to know them and discussing all your requirements. 🚀 Let them spend the day in your office, getting to know your company culture firsthand 🚀 Introduce them to key members of the team they are hiring into so they can understand team dynamics 🚀 Schedule a weekly catch-up (include someone in your talent team) to review progress, share feedback and address bottlenecks 🚀 When they advise you on strategy or suggest what needs to change about the role to make it more appealing, honour their insights and do your best to adapt I spent Tuesday in Amsterdam with one of my favourite clients SpendLab 🚀 They have done all of the above and more to truly empower me to find them amazing leaders for their business They reminded me what a productive and successful recruitment partnership looks like And reinforced that recruiters and hiring managers should never settle for anything less Working this way should be the rule, not the exception So ask yourself: How can you empower your recruiters to do their job properly? 💫 (PS SpendLab is hiring a Sales Director and I’m honoured to be leading the charge. DM me if you’re interested in this very unique, career defining opportunity 📲) 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻️ Repost to share with your network ✌🏽 Have a great day

Some call it hunting for unicorns 🦄 Others call it chasing purple squirrels 🐿🐿🐿 Fast Company calls it: “Looking for a Tiffany-quality diamond at a Target price” 💎 The perfect candidate who ticks all the boxes and sits squarely in your budget Actually rarely exists 🙅♀️ And when you are too greedy with your job description You run the risk of excluding diverse and talented candidates with growth potential 📈 🤞🏽 and harming your brand as an employer 🙅🏾♀️ So instead of asking for the world and pursuing perfect 🌍 Make your JD as inclusive as possible to attract the widest variety of high-potential candidates Fast Company suggests including the following features: 💻 Prioritise key skills 💯 Choose potential over perfection 🧠 Use growth-mindset language ♿ Prioritise accessibility ❤️ Highlight your values 📖 Set clear and realistic requirements 👏🏾 Use encouraging statements And most importantly Stay open-minded 💭 If your JD encourages candidates who don't meet all the requirements to apply, Then stay true to this 🤗 Don't reject a candidate straight away because they don’t meet ALL the requirements If there’s no space for growth and development in your teams ↗️ Then don't expect employees to stick around ✌🏾 What are you doing to hire inclusively, prioritising potential in your teams? Share your comments below ⬇️ (Full Fast Company article linked in comments) _______________________________________ 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻ Repost to share with your network ✌🏽Have a great day

😑 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻ Repost to share with your network ✌🏽Have a great day

If you're a data or AI leader looking for your next exciting role You're not alone 👩🏻🧔🏻👩🏾🦱👨🏽🦳👨🏾👩🏼🧕🏾 In the last 6 months, I've spoken to dozens and dozens of data leaders On the hunt for a new opportunity 🚀 From Chief Data Officers to VPs of Innovation From Heads of Machine Learning to Directors of Data This boils down to various factors 📋 👉 Many took on new roles in 2020-2021 during the post-Covid hiring boom and are looking to move on after 3-4 years in role (a natural time to churn) 👉 Some have been made redundant 👉 Others have found it hard to create value from data & AI in their orgs due to tricky market conditions and poor investment, so are eager to move elsewhere The result: A surplus of talented data & AI leaders looking for work 📈 If you count yourself among this group, remember: ▶ In an employers market, it's important to be patient - don't despair if it takes a while to get traction with applications ▶ Your next role is likely to come from someone you know, not from a headhunter or a cold application on Linkedin, so get out there and network ▶ Ask your favourite head hunter or recruiter for tips on how to stand out in this market ▶ Stay open-minded - explore a new sector or consider a lateral move ▶ Don't rule out interim, fractional or advisory work as a stop-gap As the market picks up and re-balances, more opportunities will emerge I'm feeling optimistic going into 2025 and you should too 💫 Are you a data leader looking for work? What's your experience been in this market? Share your thoughts, tips and best practice below 👇 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻ Repost to share with your network ✌🏽Have a great day

Am I the only one who loves back-to-school season? 👩🏫 I started my career as a teacher So September feels way more like the start of the year to me And so much more full of opportunity and excitement than cold, dark, bleak January! Now I've got school-aged kids, this feeling has compounded 💗 And after an August of full, hectic, lovely, tiring holiday weeks Seeing them get ready and out the door for the new year ahead Is emotional and inspiring Reminding me to 🎒Not be afraid to venture into the unknown 🎒Take each day as it comes 🎒Open my mind to learning new things 🎒Embrace getting back into a routine 🎒Look forward to all that lies ahead Sending these vibes out to everyone today, whether it's back-to-school for you or not How do you feel about the start of September? #backtoschool #mumpreneur 🔔 Follow me Kelly Gauthier for thoughts on AI and recruitment best practice ♻ Repost to share with your network ✌🏽Have a great day