Titan Talent Acquisition Inc.’s Post

"Reflecting on my journey from HR Executive to HR Manager at Neo Crew Technologies, I'm filled with a sense of pride and accomplishment. 🙂 Today, I stand at the helm, steering the ship of human resources with passion and dedication. Job satisfaction isn't just a buzzword 🙂 —it's the compass guiding our professional lives. It's about finding fulfillment in the work we do, regardless of titles or roles. In the dynamic world of HR, striking the balance between life and work is paramount. I firmly believe in keeping the two separate 😎 , yet equally meaningful. When I'm at work, I give it my all, pouring my energy into every task without hesitation. Because true satisfaction comes from knowing that I've contributed my best, leaving no stone unturned. It is very important to stay self-satisfied and happy in life no matter what situation you are facing, or what crisis you are facing. Staying happy and self-satisfied gives you a different kind of strength to fight the crisis that is being faced by you. It is often said that " Situation is affect less without your action" which means if you stay happy, every hard situation you face will be felt like it's teaching you something and its good for you but if you are upset, the same situation will feel like its killing you. 🔽 Let's continue to embrace the journey, celebrate achievements, and strive for excellence in all that we do. Here's to finding fulfillment in our professional endeavors and making every moment count. #HRJourney #JobSatisfaction #ProfessionalExcellence"

What motivated me to pursue a career as a Chief Human Resources Officer? ✏️ As I reflect on my career journey, I am often asked what motivated me to pursue the role of CHRO. It's a question that takes me back to the beginning, to the very core of my personal values... frankly speaking (in my case) it wasn't about career planning, it was about loving relationships. Growing up, I was always drawn to understanding people — their motivations, their challenges, and their dreams. It was during this time that I realized my passion for helping others thrive in both their personal and professional lives. After completing my studies as BSc (Eng), nothing to do with HR, I embarked on a career path totally business oriented (engineering, sales, procurement and information systems) that allowed me to apply my business knowledge in HR. I started as HRD (no previous HR experience but fortunate to have a boss who helped me to take the leap), then I quickly discovered the profound impact that effective HR practices can have on an organization's success. From talent acquisition to employee development, I witnessed firsthand how a strategic HR approach of someone understanding the business could drive positive change and foster a culture of growth and innovation. HR must be a bridge between people and business and viceversa. Becoming a CHRO isn't just about climbing the corporate ladder. For me, it's about leveraging my expertise and influence to create environments where employees feel valued, empowered, and inspired to do their best work. It's about fostering a culture of inclusivity, where diversity is celebrated and every voice is heard. It's about driving organizational performance by aligning business objectives with the needs and aspirations of the people who make it all possible. Of course, the path to becoming a CHRO isn't without its challenges. It requires dedication, resilience, and a commitment to continuous learning and growth. But for me, the rewards far outweigh the obstacles. Every day I have the privilege of working alongside talented individuals who share my passion for building thriving organizations that prioritize people above all else. And for that, I am truly grateful. CHRO is probably the most complex position within an organization, but is also the most rewarding, nothing can be comparad with helping people in spite of wrong cultural environments. #HR #CHRO #PeopleFirst

𝐓h𝐞 𝐃o𝐮b𝐥e S𝐭a𝐧d𝐚r𝐝 𝐢n H𝐢r𝐢n𝐠: W𝐡y t𝐡e R𝐮s𝐡 𝐟o𝐫 𝐍e𝐰 𝐇i𝐫e𝐬 𝐁u𝐭 𝐚 𝐖a𝐢t f𝐨r D𝐞p𝐚r𝐭u𝐫e𝐬 In today’s fast-paced job market, companies often expect new hires to start immediately, filling crucial roles without delay. Yet, when employees decide to leave, they are frequently bound by long notice periods. Why this discrepancy? Shouldn't the same urgency apply to employees ready to advance their careers? While notice periods are intended for smooth transitions and knowledge transfer, it's worth questioning why there's such a rigid approach to employee exits when companies demand rapid onboarding. It’s time to reassess our practices to ensure a fair and balanced approach for both hiring and departures. #HiringTrends #WorkplaceBalance #JobMarket #EmployeeRights #Leadership

Nordic Interim celebrates 20 years 2024!   As Nordic Interim in Sweden marks its 20th anniversary this year, we're excited to share our insights with you. Our company's success depends on the dedication and expertise of our exceptional colleagues, Executive Interim Managers, and clients.   Meet Helena Forsman, one of our experienced Talent Managers!   Can you tell us about your role? “I’m a Talent Manager, actively searching for available Executive Interim Managers who meet our client’s needs and demands. It is as fun to be in contact with the experienced Interim Managers as with those who are new to this career. My workday is filled with interesting and exciting conversations!”   Why did you choose to become a part of Nordic Interim’s team? ”This is my first year at Nordic Interim, and already in the first week, I felt that my expectations were met. My colleagues and I work effectively as a team with clear processes and a focus on the client, the Executive Interim Manager, and delivery.”   What is Nordic Interim’s USP? “We are continuously developing our offerings and solutions based on the client’s needs. This means that we need to be responsive to the market and the general societal developments. We understand the different kinds of challenges that might arise, and we work actively to deliver exactly the right competencies.”   #interimmanagement #anniversary #celebration 

Whisper is quietly, but most HR teams find Early Careers difficult to deliver. Over 20 years, if we have learned one thing, it is that Early careers is much more tricky to roll out than most organisations expect. Just because they are Junior roles, people think it should be easy. But it isn’t and in this paper we highlight 10 common challenges we regularly see. Some are operational, i.e. How do you coordinate the organisation to get things done If you are small, the operational parts of the challenge are easier as the team is only one or can easily fit round a table. Collaborating with yourself is always less demanding. As organisation gets larger the harder it becomes. There are just so many more people to manage, opinions to align, stakeholders to engage. It is easy to lose the benefits of scale in the costs of coordination. Some challenges are systemic around what does Early Careers specifically need to succeed. The systemic parts of the challenge are the same for everyone. Early careers have distinct management, recruiting and learning needs. If ignored or not addressed they cause friction and noise. ______ To be clear these are challenges to overcome, not reasons that Early Careers can’t be done. The challenges are predictable and,if addressed up front, can be designed out. When an HR team rolls out Early Careers smoothly, successfully and sustainably, it means pretty much every part of the HR system is purring. If Early Careers creates shrieking and screeching with juddering stops and starts, there is typically a deeper malaise to be addressed. The reality is Early Careers are a real test for HR functions. _____ This is one of series of thought pieces we are doing about Early Careers as part of the wider talent agenda. Feel free to share and repost if you find it interesting #Talent #EarlyCareers #HR

HAPPY FRIDAY! YOUR 12/15 POST HAS LANDED! ------------------------------------------------------------------------- Is your organization losing new hires as the "great resignation" continues across industries? Our Friday posts are designed to provide food for thought, on the days of the week that, for many, offer people more time to think. This is one such read, and while it's quick, it can provide substantial benefit. This article, "Could redefining the entry-level worker be the answer to the Great Resignation?" from Fast Company offers insights that may lead you to better solutions for higher retention. Check it out. #recruiting #retention #entrylevel #newhires https://lnkd.in/ej6euV6r

Is It Okay to Embrace My HR Coordinator Role Long-Term? Answers: https://lnkd.in/gfzHSF2d #HRCoordinator #CareerDevelopment #WorkLifeBalance Hey everyone! 😊 I’m reaching out because I’ve been reflecting on my journey as an HR coordinator for the past 1.5 years. I’ve got a lot on my plate personally—kids and two businesses with my husband—so my bandwidth for career growth is pretty limited right now. Here’s the thing: my company really emphasizes career development, and while I totally respect that, I find myself just doing the bare minimum in my role. My manager, however, is really encouraging me to step out of my comfort zone and build relationships across departments. But here’s where it gets tricky—I struggle with social anxiety, and putting myself out there feels overwhelming. 😅 In earlier conversations, I may have given mixed signals about my growth ambitions. I used to say I wanted to move beyond being a coordinator, but now that my personal circumstances have shifted, I feel content staying where I am for the long haul. Here are some of the pain points I’m dealing with: Discomfort with Initiative: I feel pressured to network and engage, but my anxiety ma...

NotchHR Under 3 Minutes Tired of generic job descriptions and unclear career paths? NotchHR's Job Roles & Competencies feature empowers you to build a high-performing team by fostering a culture of skill development and clear advancement opportunities. Here's how NotchHR optimizes your talent management: - Effortless Job Role Management: Craft compelling job descriptions, define crucial responsibilities, and automate repetitive tasks, saving you valuable time and resources. - Skill-Based Competency Framework: Build a comprehensive framework that defines the specific skills and competencies needed for each role. Align your recruitment and development efforts for a perfect fit. - Targeted Learning & Growth: Identify skill gaps and develop customized learning paths for your employees, ensuring they possess the competencies needed for success in their current and future roles. - Data-Driven Promotions: Leverage performance data and competency assessments to make informed promotion decisions. Empower your high-potential employees and build a strong leadership pipeline. Stop the guessing game. Invest in a future-proof workforce with NotchHR's Job Roles & Competencies features. Learn more and unlock the potential of your team: https://lnkd.in/dRcwjDG7 #NotchHR #JobRole #CompetencyMapping #SkillDevelopment #CareerGrowth

💥 According to research, 22% of new hires leave within the first 45 days, a crazy statistic that highlights the importance of your company presence, community and culture and honesty about the challenges your business faces. It also highlights the importance of ensuring the candidate and company are the right match at day 0. We're very proud of our statistics, at Maara over 80% of our senior* placements are still in position more than 24 months later (the others have been hired in the last 2 years!). Whilst we have a range of replacement policies to reassure our clients, at Maara we've never had to invoke these, we believe in putting the thought and care in throughout the process, applying strict methodology and thorough mapping of the entire marketplace to ensure that our statistics remain this high and that our clients see and value the difference. As calculated by Deloitte VP Katherine Jones, replacing an employee within the first 12 months costs 3 x their salary, we'd rather save our clients this to invest in aspects of their business growth and employee recognition. 💡 A very interesting article from HRGrapevine outlining how businesses can help improve employee retention once the onboarding process starts, and obviously being the different partner that we are at Maara we are always happy to advise and support on this part of the process as well (* management level and above)

Is It Okay to Embrace My HR Coordinator Role Long-Term? Answers: https://lnkd.in/gBYktSrE #HRCoordinator #CareerDevelopment #WorkLifeBalance Hey everyone! 😊 I’m reaching out because I’ve been reflecting on my journey as an HR coordinator for the past 1.5 years. I’ve got a lot on my plate personally—kids and two businesses with my husband—so my bandwidth for career growth is pretty limited right now. Here’s the thing: my company really emphasizes career development, and while I totally respect that, I find myself just doing the bare minimum in my role. My manager, however, is really encouraging me to step out of my comfort zone and build relationships across departments. But here’s where it gets tricky—I struggle with social anxiety, and putting myself out there feels overwhelming. 😅 In earlier conversations, I may have given mixed signals about my growth ambitions. I used to say I wanted to move beyond being a coordinator, but now that my personal circumstances have shifted, I feel content staying where I am for the long haul. Here are some of the pain points I’m dealing with: Discomfort with Initiative: I feel pressured to network and engage, but my anxiety ma...