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A recent study has astounded the scientific community, pushing back the timeline for the emergence of complex green organisms by hundreds of millions of years. This finding, linking the dawn of these life-forms to over a billion years ago, exemplifies the importance of revisiting preconceived notions and the vital role of continuous discovery in the advancement of knowledge. Similarly, in the realm of Recruitment, it is imperative that we too reassess outdated methodologies and continuously innovate to identify and attract the best candidates. The depth of individuals' career timelines, much like the ancient lineages of green organisms, contain complex and often overlooked skills. It is our responsibility as recruiters to delve into these chronologies and unearth the diverse competencies that candidates possess, which can often sprout from the most unexpected of experiences. With the job market in constant flux, our strategies must evolve to stay attuned to the rich tapestry of potential within the professional ecosystem. Sharpening our approach to consider the full breadth of a candidate's experience ensures that we, as recruiters, can cultivate a more robust and dynamic workforce. Such an approach secures the adaptability and innovation that businesses require to thrive amidst the rapid changes of the modern world🌿. #TalentAcquisition #CareerEvolution #InnovationInRecruiting

We talk a lot about scientists in academia and very little about scientists who work in companies and their contributions. In this new article, you will find a lot about their roles in the business world! #innovation #R&D #science

"Happy National Science Day! 🌟 Today, we celebrate the remarkable achievements of scientists and their profound impact on society. As HR professionals, let's recognize the importance of fostering a culture of curiosity, innovation, and lifelong learning within our organizations. Let's continue to support and empower our teams to explore new ideas, experiment fearlessly, and drive progress in the ever-evolving world of science and technology. #oneworld #nationalscienceday #innovation #STEM #HR #humanresources #humanresourcesmanagement #hrinnovations #scientificachievements #innovativehr #techprogress #progressthroughscience #futureofwork

Why Green Tech Minds? It's a question that once sparked a vibrant brainstorming session, igniting our passion and propelling us towards an inspiring mission. Allow us to share this captivating story. 🚀 Picture two dedicated professionals, one a seasoned executive search specialist 🔍, the other a distinguished material scientist 🔬, deeply engrossed in a quest to conceive the ideal name for a boutique firm. A firm that isn't just about integrating talent with the rapidly growing green tech sector, but one that is also designed to meet the pressing demands of organisations to remain at the forefront of green technology trends. A firm that provides invaluable insights that not only shape hiring decisions but also fuel innovation and sustainable growth. 💡🌱 Amidst countless ideas, 'Green Tech Minds' emerged, a name that pulses with meaning. 'Green' embodies our commitment to sustainability ♻️, 'Tech' heralds our dedication to innovation 💡, and 'Minds' signifies the visionary individuals shaping our industry. It’s a name that answers the ‘Why’ of what we do. 💚 Today, ‘Green Tech Minds’ stands as a symbol of not just our dedication 💪🏼, but also our unwavering commitment to catalyze a sustainable future by uniting talent and innovation. 🌍🤝 #GreenTechMinds #Sustainability #Innovation #GreenTech #TalentIntegration #SustainableFuture #VisionaryMinds #Mission #Origins #GreenTechnology #ExecutiveSearch #MaterialScience

"Anyone can find a problem but not everyone can find a solution" It highlights the distinction between recognizing an issue and actively working towards resolving it. In today's complex and dynamic world, the ability to navigate challenges and devise effective solutions is a valuable skill that can drive progress and innovation in various domains. "#Anyonecanfindaproblem," underscores the ubiquitous nature of problems. Indeed, problems are an inherent part of life, whether they #manifest in #personal, professional, or societal contexts. Identifying problems often involves recognizing discrepancies between the current state and the desired state, understanding the root causes of issues, and acknowledging the potential impact of these problems on individuals and communities. "#butnoteveryonecanfindasolution," emphasizes the critical distinction between identifying problems and effectively resolving them. While recognizing problems may be relatively straightforward, devising viable solutions requires a different set of skills and attributes. It demands creativity, critical thinking, perseverance, and a willingness to explore alternative perspectives and approaches. Moreover, finding solutions often necessitates collaboration, as diverse viewpoints and expertise can enrich the problem-solving process and lead to more robust outcomes. Employers seek individuals who can not only identify challenges but also contribute to innovative problem-solving efforts within their respective roles. Moreover, in fields such as engineering, medicine, business, and technology, the ability to devise effective solutions to complex problems is a hallmark of success and progress. Furthermore, on a broader societal level, the quote underscores the importance of fostering a culture of problem-solving. It encourages individuals to engage in constructive dialogue, explore diverse perspectives, and work collaboratively towards addressing pressing issues, whether they pertain to environmental sustainability, social justice, public health, or economic inequality. Ultimately, the quote "Anyone can find a problem but not everyone can find a solution" serves as a call to action. It challenges individuals to move beyond the mere recognition of problems and actively engage in the process of problem-solving. By doing so, individuals can contribute to positive change, drive innovation, and create a more resilient and adaptive society. Embracing this mindset can lead to a future where challenges are met with ingenuity, perseverance, and a collective commitment to finding meaningful solutions. #maintainxman

In the ever-changing world of #recruitment, companies that pay particular attention to #sustainability and #CorporateSocialResponsibility (#CSR) topics are better positioned to attract the best young #talents. After all, the #labourmarket has turned into a candidates’ market: talents now get to choose and pick companies, not the other way around! And for these talents, “sustainability” is a decisive criterion for choosing a company. Butwhat do companies have to offer to be seen as ­“sustainable” by and thus attractive to talents? Read more about this topic in the article by Carmen Zirngibl from DCZ Executive Search GmbH on Plattform Life Sciences: https://lnkd.in/eQp-Kctr #lifesciences #biotechnology #HR

The November SMT007 Magazine: Attracting New Talent, featuring content from Schweitzer Engineering Laboratories (SEL), Minnesota State University, Mankato, Integrated Process Systems, Inc., columnists Paige Fiet and Hannah Nelson and more, is out now. Download your copy now. To get different results in staffing, you must change how you define, promote and recruit your job opportunities. How do you become magnetic to high-quality early-career candidates?

𝗛𝗼𝘄 𝗖𝗘𝗢𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗳𝗼𝗿 𝘀𝗼𝗰𝗶𝗮𝗹 𝗮𝗱𝗱𝗲𝗱 𝘃𝗮𝗹𝘂𝗲 𝗮𝗻𝗱 𝗵𝗼𝘄 𝘁𝗼 𝗺𝗮𝗸𝗲 𝘁𝗵𝗶𝘀 𝗰𝗼𝘂𝗻𝘁 𝗜 𝗴𝗮𝘃𝗲 𝗮𝗻𝘀𝘄𝗲𝗿𝘀 𝗶𝗻 𝗺𝘆 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 “𝗔𝗳𝘁𝗲𝗿 𝗴𝗿𝗲𝗲𝗻 𝗰𝗼𝗺𝗲𝘀 𝗴𝗼𝗼𝗱” 𝗶𝗻 Creditreform Köln 𝗳𝗿𝗼𝗺 Handelsblatt, the leading German business magazine for decision-makers in the SME sector with strategic background knowledge, practical examples and concrete implementation tips! Highlighting how CEOs create a strategy for social added value and how you can make this count, 𝘁𝗵𝗲 𝘁𝗼𝗽 𝟯 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗳𝗿𝗼𝗺 𝗺𝘆 𝗖𝗿𝗲𝗱𝗶𝘁𝗿𝗲𝗳𝗼𝗿𝗺 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 about the “S” social responsibility in ESG are: 1️⃣ 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗰𝗵𝗮𝗻𝗴𝗲 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝘆 "Companies have gone through various stages of ESG maturity.” 93 percent of them already have at least one ESG indicator that shows the development of the topic. But: ESG is still too often viewed from a risk perspective, Victoria Riess points out – and as individual projects that drift loosely through the organization. “One ESG KPI alone does not trigger the cultural change that companies need for a sustainable strategy. It's time for an ESG and sustainability approach that puts people at the center.” 2️⃣ 𝗡𝗲𝘄 𝗸𝗲𝘆 𝗳𝗶𝗴𝘂𝗿𝗲𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝗮𝗹𝗹 𝗹𝗲𝘃𝗲𝗹𝘀 For companies that are not yet at this stage, Victoria Riess recommends implementing new transformation KPIs that measure the process of ESG cultural change. “It is worth focusing on a broad range of new informal transformation performance metrics,” says the strategy consultant. “And across all levels of the organization, rather than just narrow financial and formal metrics.” Their focus should be on learning and development as well as continuous communication and engagement. 3️⃣ 𝗠𝗲𝗮𝘀𝘂𝗿𝗮𝗯𝗹𝗲 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 In order to drive the change towards a sustainable company, management consultant Victoria Riess recommends that managers introduce transformation KPIs – for example: - Quantity and quality of training: Percentage of employees trained, such as what percentage of the leadership team has been trained to work with the new processes and skills required for a circular economy - Use of learning platforms and ESG intranet - Leadership metrics, such as what percentage of middle managers have a metric for cross-functional collaboration, including leadership, employee motivation for the ESG goal or company purpose 𝗕𝗼𝗼𝗸 𝗺𝗲 𝗮𝘀 𝗮𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 and strengthen your knowledge about ESG (link in comments). If you are keen to hear more of our AI and new work insights, 𝗯𝗼𝗼𝗸 𝗼𝘂𝗿 𝗥𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝗶𝘇𝗲 𝘄𝗼𝗿𝗸 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗰𝗼𝘂𝗿𝘀𝗲. Handelsblatt Media Group Tanja Könemann Riess Consulting & Tech #Creditreform #Handelsblatt #ESG #sustainability #green #womenintech #womenonboards

Wow wow wow great ESG leadership article Victoria Riess, MBA! Will book the new online course on AI and the future of work too

Interesting article highlighting that the future employees of #biomanufacturing and #biotechnology companies will want their work to line up with their personal values. From the conversations I have had over the last 12 months and especially in the last few weeks, both candidates and clients are being values-led when it comes to their decision making. It really is a two-way street when it comes to this matter. Give it a read when you have a spare couple and let me know your thoughts. As a candidate - How important are a companies values to you? Likewise, as a client - What values do you like a candidate to have?