Talentor Ukraine

As always, the 𝐇𝐑𝐃 𝐅𝐨𝐫𝐮𝐦 is inspiring. The level of energy and professionalism is beyond belief. Renata Delporte was right to say that we need to talk about the new HR reality.
🧩 HR is a design function for company transformation
🧩 Up-skilling and re-skilling is the core of HR New reward and recognition systems
🧩 Human-centeredness
🧩 HR people are constantly learning

The New Year and Christmas holidays are getting closer and closer🎄🎅🏼
And we want to share the news.
🎯Growing the LinkedIn Talentor Ukraine page is something we've been working on all year! And here is our first achievement ✅ 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 1️⃣0️⃣0️⃣0️⃣ 𝐬𝐮𝐛𝐬𝐜𝐫𝐢𝐛𝐞𝐫𝐬. Thank you and keep coming back for more interesting and useful content in the New Year 2024. 🤘🏼🚀

⚕️💊 The main event of the year for the pharmacy market, the 𝐏𝐡𝐚𝐫𝐦𝐚𝐜𝐲 𝐒𝐮𝐦𝐦𝐢𝐭 𝐨𝐟 𝐔𝐤𝐫𝐚𝐢𝐧𝐞, is an annual meeting of pharmaceutical industry professionals. This month Мирослава Трандаш had the honor to talk about the staff shortage in the pharmaceutical industry. 🤩

𝐇𝐨𝐰 𝐝𝐨 𝐦𝐢𝐠𝐫𝐚𝐭𝐢𝐨𝐧 𝐩𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬 𝐚𝐟𝐟𝐞𝐜𝐭 𝐨𝐧 𝐮𝐤𝐫𝐚𝐢𝐧𝐢𝐚𝐧 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬?

💡 As a result of migration since the beginning of the full-scale war, t𝘩𝘦 𝘯𝘶𝘮𝘣𝘦𝘳 𝘰𝘧 𝘴𝘬𝘪𝘭𝘭𝘦𝘥 𝘸𝘰𝘳𝘬𝘦𝘳𝘴 𝘪𝘯 𝘜𝘬𝘳𝘢𝘪𝘯𝘦 𝘩𝘢𝘴 𝘴𝘪𝘨𝘯𝘪𝘧𝘪𝘤𝘢𝘯𝘵𝘭𝘺 𝘥𝘦𝘤𝘳𝘦𝘢𝘴𝘦𝘥. A recent Gradus Research survey of external migrants who are still abroad shows that until February 24, 2022, most of them worked in the fields of education, training, engineering, science, technology, economics, finance, sales, and communications. This means that they were highly skilled workers. These are the positions that are currently in high demand in Ukraine and are not covered by the available staff.

💡 Among the key challenges for businesses during the war are maintaining wages (44%) and markets/customers (41%), as well as ensuring business operations during power outages (41%).

💡 The companies themselves plan to solve human capital problems by attracting new employees from Ukraine (41%), creating conditions for remote work (34%) and attractive financial conditions (32%).

𝐓𝐡𝐞 𝐟𝐮𝐥𝐥 𝐫𝐞𝐩𝐨𝐫𝐭 𝐢𝐬 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐥𝐞 𝐚𝐭 𝐭𝐡𝐞 𝐥𝐢𝐧𝐤 ⬇️
https://gradus.app/en/open-reports/how-do-migration-processes-affect-business/

Here is an interesting article from Anna Tolmachova, Human Resources Director of METRO Cash & Carry Ukraine in which she shares 10 𝐇𝐑 𝐭𝐡𝐢𝐧𝐠𝐬 𝐭𝐡𝐚𝐭 𝐬𝐡𝐞 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐜𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐬 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐭 𝐢𝐧 𝐭𝐨𝐝𝐚𝐲'𝐬 𝐦𝐚𝐫𝐤𝐞𝐭 𝐚𝐧𝐝 𝐭𝐡𝐚𝐭 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐛𝐞 𝐫𝐞𝐭𝐡𝐨𝐮𝐠𝐡𝐭.

𝐇𝐞𝐫𝐞 𝐢𝐬 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞𝐦:
💡𝐓𝐨 𝐛𝐞 𝐇𝐑 𝐠𝐞𝐧𝐞𝐫𝐚𝐥𝐢𝐬𝐭𝐬 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐝𝐞𝐞𝐩 𝐞𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞 𝐢𝐧 𝐞𝐯𝐞𝐧 𝐨𝐧𝐞 𝐇𝐑 𝐬𝐭𝐚𝐜𝐤. The concept of generalism, partnership and centers of excellence played a critical role in maturing the HR profession and managing business expectations. As we enter the era of redesigning all HR processes with the human experience in mind, making them data-driven and digitized, we need more experts with deep domain expertise and fewer high-level connectors. Coupled with the maturity of leaders, the role of the one point of contact or connector between the business and the centers of expertise is no longer adding value. Every HR professional becomes a human experience or environment architect at one or more stages of the employee journey and should become an owner of digital solutions for people. This role requires deep [not general] expertise in people, HR stacks and technology.

📌For more details, please follow the link:
https://www.linkedin.com/pulse/10-hr-things-i-wish-we-leave-past-anna-tolmachova-shrm-scp-gf5gf/?trackingId=caBEYPyXQcCApW%2Bs3f%2BWBQ%3D%3D

10 HR things I wish we leave in the past In my 15 years in HR, I've fallen in love with many practices. It's sad to see that they have had their day, but it's time to let them go and rethink classic HR solutions.

✨🤩 This is a photo report of the 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐂𝐚𝐦𝐩 𝐢𝐧 𝐕𝐢𝐞𝐧𝐧𝐚 last week!
Two days of the program, where our Olga Khakhuda was participating. Amazing speakers, incredible atmosphere, very interesting topics and great networking.
We thanks Talentor International for this program and Olga's participation!💖🙏🏼

6️⃣ Ways the Workplace Will Change in the Next 10 Years

🧩The pandemic brought the future of work forward to today, with the new work patterns we formed in crisis becoming our next normal.
🧩Enabling a workplace that is innovative, inclusive and insightful demands a strategy to rethink how work gets done.

- Middle management will have different responsibilities
- Upskilling and digital dexterity will outweigh tenure and experience
- Employee data collection will expand
- Smart machines will be our colleagues
- We will work for purpose and passion, not just money
- Remote work-life balance will reveal challenges

Consider these six ideas about the future direction of the workplace and how organizations can prepare for it.💡🙌🏼

📲 Read more in the article by the link: https://www.gartner.com/smarterwithgartner/6-ways-the-workplace-will-change-in-the-next-10-years

6 Ways the Workplace Will Change in the Next 10 Years HR leaders take note 📝 Social developments, digital business, consumer behaviors, emerging technologies and more will change how people will work in 2028, Deep dive into the 6️⃣ ways the workplace will change in the next 🔟 years.

It was on November 13, 2013 that our MIRA - top recruiting began its existence! 🥳💖

The incredible Мирослава Трандаш steered this ship through the Euromaidan, the beginning of the 2014 war, the pandemic and the full-scale invasion. And these are only external factors.

During this time we changed, tried new directions, became part of the international Talentor International community, established our name and level of trust among clients, partners and candidates.

There are many goals, dreams and ideas ahead of us!🙌🏼✨
We believe that the next 10 years will be victorious in every sense of the word!

♻️🌱𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐢𝐧 𝐇𝐑 is not just about asking employees to plant trees or to greenwash all communication. It is more than that! It is also about creating resilience in the team, retention of talents, and helping the company survive future challenges.

📌 Join us at Talentor International and Mercer for an insightful webinar where industry experts and thought leaders come together to discuss the intersection of sustainability and HR practices.

Come to learn from inspiring leaders how to involve sustainability in your daily thinking, daily practice, and company policy! 💪🏼🏆

𝐌𝐨𝐫𝐞 𝐢𝐧𝐟𝐨 𝐚𝐧𝐝 𝐫𝐞𝐠𝐢𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 𝐡𝐞𝐫𝐞: https://lnkd.in/gNXv83aE

𝐇𝐨𝐰 𝐡𝐚𝐬 𝐭𝐡𝐞 𝐰𝐚𝐫 𝐚𝐟𝐟𝐞𝐜𝐭𝐞𝐝 𝐭𝐡𝐞 𝐭𝐨𝐩 𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐨𝐰𝐧𝐞𝐫𝐬 𝐨𝐟 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐢𝐧 𝐔𝐤𝐫𝐚𝐢𝐧𝐞?

📊 What changes have occurred in the work of company executives and how satisfied are they with their jobs now? Has the full-scale war added turbulence to the relationship between top management and business owners in Ukraine?" analysts at Gradus Research in partnership with the Upscaling Coaching Agency have investigated by comparing the results of the October 2023 survey with a similar pre-war survey conducted in July 2021.

💡The majority of surveyed managers are proud to be a part of their company (81% now, 84% before the war) and realize their value to the company (81% of respondents now, 80% before the war).

💡 More than three quarters of the surveyed managers (77%) do not plan to change their jobs (before the war, this figure was 69%). And two-thirds of respondents (65%) are satisfied with their area of responsibility (61% before the war).

💡 The overwhelming majority of respondents (88%) actively use their strong skills (80% before the war). And 81% of respondents believe that their opinions are taken into account when making important decisions (before the war - 76%).

📲 Read more in the article by the link https://gradus.app/en/open-reports/how-has-war-affected-top-management-and-owners-companies-ukraine/

Worldwide online and smartphone surveys | Gradus Marketing and sociological research with unique technology | Products for market, brand, product and cunsumer research | Order research today and get results in 6 hours!

𝐇𝐨𝐰 𝐭𝐨 𝐈𝐦𝐩𝐫𝐨𝐯𝐞 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 𝐰𝐢𝐭𝐡 𝐏𝐚𝐫𝐤𝐢𝐧𝐬𝐨𝐧'𝐬 𝐋𝐚𝐰
No matter how much time you devote to a task, it will never be enough. This unwritten rule applies to many areas of life. It even has a name - Parkinson's Law.
In 1955, British historian and essayist Cyril Northcote Parkinson wrote in The Economist: "𝘐𝘵 𝘪𝘴 𝘢 𝘸𝘦𝘭𝘭-𝘬𝘯𝘰𝘸𝘯 𝘧𝘢𝘤𝘵 𝘵𝘩𝘢𝘵 𝘸𝘰𝘳𝘬 𝘧𝘪𝘭𝘭𝘴 𝘶𝘱 𝘢𝘭𝘭 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 𝘧𝘰𝘳 𝘪𝘵𝘴 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦." This idea later became known as 𝐏𝐚𝐫𝐤𝐢𝐧𝐬𝐨𝐧'𝐬 𝐋𝐚𝐰. It describes a strange phenomenon that we all experience on a regular basis: if we have 8 hours or a week to complete a task, it will take all 8 hours or a week, even if the task actually requires much less time.

𝐇𝐨𝐰 𝐜𝐚𝐧 𝐰𝐞 𝐮𝐬𝐞 𝐭𝐡𝐞 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐨𝐟 𝐏𝐚𝐫𝐤𝐢𝐧𝐬𝐨𝐧'𝐬 𝐋𝐚𝐰?
💡𝘞𝘰𝘳𝘬 𝘢𝘨𝘢𝘪𝘯𝘴𝘵 𝘵𝘩𝘦 𝘤𝘭𝘰𝘤𝘬
Try shortening your deadline for completing tasks. For example, if you usually take an hour to complete a project, try setting a deadline of 50 minutes.
💡𝘈𝘷𝘰𝘪𝘥 𝘣𝘦𝘤𝘰𝘮𝘪𝘯𝘨 𝘢 𝘱𝘦𝘳𝘧𝘦𝘤𝘵𝘪𝘰𝘯𝘪𝘴𝘵
💡𝘊𝘳𝘦𝘢𝘵𝘦 𝘪𝘯𝘤𝘦𝘯𝘵𝘪𝘷𝘦𝘴 𝘵𝘰 𝘧𝘪𝘯𝘪𝘴𝘩 𝘴𝘰𝘰𝘯
One of the reasons why Parkinson's Law is almost always enforced in many organizations is that people rarely have incentives to finish their tasks early.

𝘐𝘵 𝘪𝘴 𝘳𝘦𝘤𝘰𝘮𝘮𝘦𝘯𝘥𝘦𝘥 𝘵𝘰 𝘤𝘰𝘮𝘣𝘪𝘯𝘦 𝘗𝘢𝘳𝘬𝘪𝘯𝘴𝘰𝘯'𝘴 𝘓𝘢𝘸 𝘸𝘪𝘵𝘩 𝘰𝘵𝘩𝘦𝘳 𝘱𝘳𝘪𝘯𝘤𝘪𝘱𝘭𝘦𝘴 𝘢𝘯𝘥 𝘵𝘰𝘰𝘭𝘴 (𝘦.𝘨. 𝘵𝘩𝘦 80/20 𝘳𝘶𝘭𝘦) 𝘵𝘩𝘢𝘵 𝘩𝘦𝘭𝘱 𝘵𝘰 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘦 𝘢𝘭𝘭 𝘱𝘳𝘰𝘤𝘦𝘴𝘴𝘦𝘴 𝘪𝘯 𝘢 𝘴𝘪𝘮𝘱𝘭𝘦 𝘢𝘯𝘥 𝘰𝘳𝘨𝘢𝘯𝘪𝘤 𝘸𝘢𝘺.

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐖𝐚𝐧𝐭 𝐌𝐨𝐫𝐞 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 𝐅𝐫𝐨𝐦 𝐓𝐡𝐞𝐢𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬

🔍 According to a recent nationwide study conducted by GE and Ipsos, a global polling firm, 95 percent of C-suite executives and 81 percent of entry-level employees believe that it is important that a leadership mindset be effectively communicated to all staff members, and over 80 percent of entry-level employees identify leadership training as a meaningful benefit. However, C-suite leaders and entry-level employees disagree about how successful companies are in the development of strong leaders, and how effective leaders are in communicating this leadership mindset.

👀 While almost 90 percent of C-suite leaders said that their executive teams embody these characteristics, only 59 percent of entry-level employees agreed. And when asked whether executives effectively communicate the company’s values, 85 percent of top leaders said yes, but only 62 percent of entry-level employees agreed.

☝️ This divergence suggests that effective internal communications are critical for companies to highlight their values and promote a leadership mindset among their entire staff. More effective internal communications can result in employees believing that their companies are on the right track and this study shows that they are then more than twice as likely to be external “promoters” for their businesses.

Source👉🏼https://www.forbes.com/sites/timothyjmcclimon/2023/09/25/employees-want-more-authentic-communications-from-their-leaders/?ss=futureofwork&sh=6db2472f2881

Employees Want More Authentic Communications From Their Leaders Corporate leaders and employees disagree about how successful companies are in developing leaders, and how effective leaders are in communicating a leadership mindset.

Мирослава Трандаш - "Yesterday, as a co-founder of the international community Women Leaders For Ukraine, I had the opportunity to participate in a roundtable discussion on "𝐈𝐬 𝐢𝐭 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐭𝐨 𝐬𝐭𝐨𝐩 𝐥𝐚𝐛𝐨𝐫 𝐦𝐢𝐠𝐫𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 𝐭𝐢𝐦𝐞𝐬 𝐨𝐟 𝐰𝐚𝐫?" 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐞𝐝 𝐛𝐲 𝐭𝐡𝐞 Всеукраїнська асоціація компаній з міжнародного працевлаштування.

💡The key aspect in the issue of labor migration is close cooperation between business and the state, because the war can last for a long time, and business needs migration policy today. 𝘕𝘰𝘵 𝘫𝘶𝘴𝘵 𝘯𝘦𝘦𝘥𝘦𝘥, 𝘣𝘶𝘵 𝘢𝘣𝘴𝘰𝘭𝘶𝘵𝘦𝘭𝘺 𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘺!

𝘈𝘯𝘥 𝘪𝘵 𝘴𝘩𝘰𝘶𝘭𝘥 𝘵𝘢𝘬𝘦 𝘪𝘯𝘵𝘰 𝘢𝘤𝘤𝘰𝘶𝘯𝘵 𝘵𝘩𝘦 𝘧𝘰𝘭𝘭𝘰𝘸𝘪𝘯𝘨 𝘪𝘴𝘴𝘶𝘦𝘴:
✅ The return of our Ukrainians from abroad. We will be able to do this through the country's reconstruction and business development programs. Also, we should not forget about constant communication with our people, so that they are aware of Ukraine's agenda every day.
✅ Work with internally displaced persons. The figure is 5000000 people. Namely, their integration into social and economic life, providing them with stable work and decent wages. In many industries, we are facing a labor crisis and will have to attract migrants from other countries to restore and develop our country. Examples of such sectors include construction, logistics, industry, retail, and medicine.

𝘐𝘯 𝘴𝘶𝘤𝘩 𝘤𝘢𝘴𝘦𝘴, 𝘤𝘰𝘰𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦 𝘴𝘵𝘢𝘵𝘦 𝘪𝘴 𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘺:
🔹 in setting quotas for labor migrants;
in setting requirements for both education and qualifications of migrants;
🔹 in the integration of migrants into Ukrainian society (at least through the provision of language programs);
🔹 in providing job guarantees and decent, market-based wages.

Business is ready to join the development of this policy, which will also regulate the issue of illegal labor migration.

Every meeting of Talentor International partners is warm, supportive and productive. We are glad and appreciate that we are part of such a professional and humane team!✨🙏🏼

📅✅ Today we met with colleagues at the HR Club of Спілка українських підприємців - СУП

Our speakers shared their experiences and covered the topics of 📌Artificial Intelligence in HR and Business and 📌Transformation of HR Role in IT Business (and more).

𝐓𝐡𝐚𝐧𝐤 𝐲𝐨𝐮 𝐚𝐥𝐥 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐮𝐬𝐞𝐟𝐮𝐥 𝐭𝐢𝐦𝐞 𝐬𝐩𝐞𝐧𝐭 𝐚𝐧𝐝 𝐬𝐞𝐞 𝐲𝐨𝐮 𝐚𝐭 𝐭𝐡𝐞 𝐧𝐞𝐱𝐭 𝐦𝐞𝐞𝐭𝐢𝐧𝐠𝐬!

10 𝐓𝐞𝐚𝐦 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫𝐬 𝐀𝐧𝐝 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐚𝐥 𝐅𝐚𝐜𝐭𝐨𝐫𝐬 𝐅𝐨𝐫 𝐇𝐞𝐚𝐥𝐭𝐡𝐲 𝐇𝐢𝐠𝐡-𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞

📌The key to building successful teams isn't bringing together a group of all-stars and asking them to accomplish a goal. 𝘚𝘶𝘤𝘤𝘦𝘴𝘴𝘧𝘶𝘭 𝘵𝘦𝘢𝘮𝘴 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘵𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘮𝘶𝘴𝘵 𝘪𝘯𝘷𝘦𝘴𝘵 𝘪𝘯 𝘣𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘢 𝘵𝘦𝘢𝘮 𝘦𝘯𝘷𝘪𝘳𝘰𝘯𝘮𝘦𝘯𝘵 𝘢𝘯𝘥 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘪𝘯𝘨 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘳𝘴 𝘵𝘩𝘢𝘵 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘴𝘩𝘢𝘳𝘦𝘥 𝘴𝘶𝘤𝘤𝘦𝘴𝘴.

All teams face a universal tension that will drive their success or become the primary reason they fail. This ongoing tension is the need for the team to have a laser-like focus on accomplishing the team's most important goals and creating a culture of trust, safety, and inclusion.

Here is the 10 foundational behavioral and environmental factors that enable employees to build strong professional relationships and deliver excellent results.

💯 More than ever, organizations need high-performing teams to produce results and build strong relationships. Ongoing assessment and adjustment are a continuing process, and teams need to understand the foundational environment and behaviors to establish healthy high performance.

𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐝𝐞𝐭𝐚𝐢𝐥𝐬, 𝐜𝐥𝐢𝐜𝐤 𝐡𝐞𝐫𝐞 👉🏼https://www.forbes.com/sites/tonygambill/2023/09/25/10-team-behaviors-and-environmental-factors-for-healthy-high-performance/?sh=7987014f769a

𝐖𝐡𝐞𝐧 𝐝𝐨𝐞𝐬 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐧𝐞𝐞𝐝 𝐚 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐚𝐠𝐞𝐧𝐜𝐲❓

𝘈 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘢𝘨𝘦𝘯𝘤𝘺 is a consulting partner with in-depth expertise and market knowledge that helps clients solve their hiring issues.

𝐓𝐡𝐞 𝐜𝐚𝐬𝐞𝐬 𝐰𝐡𝐞𝐧 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐭𝐮𝐫𝐧𝐬 𝐭𝐨 𝐚𝐧 𝐚𝐠𝐞𝐧𝐜𝐲 𝐚𝐫𝐞 𝐪𝐮𝐢𝐭𝐞 𝐝𝐢𝐯𝐞𝐫𝐬𝐞:
📌 lack of own recruitment - if the company is not ready to build its own recruitment team or this function is only planned, but you need to hire already, then the agency becomes the main recruitment tool;
📌sudden and irregular need for hiring (relevant for large companies) - if the company needs to hire a certain number of specialists at once and it is inefficient to expand its own recruiting staff;
📌a position that internal recruitment cannot fill for a long time, and the cost of hiring is growing rapidly;
📌an unfamiliar or narrow position where the company's own recruiters do not have the expertise; the need to hire quickly;
📌confidential hiring (when it is planned to replace an employee, and the association with the company is unacceptable);
📌the need to create competition for the internal recruiting team, stimulating it to work effectively and improving the quality of hiring even for ordinary positions;
📌search for C-Level candidates (often, vacancies of this level should be delegated to specialized agencies that exclusively search for top managers).

In our experience, 𝐚 𝐜𝐨𝐦𝐛𝐢𝐧𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐢𝐧-𝐡𝐨𝐮𝐬𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐟𝐨𝐫 𝐥𝐢𝐧𝐞 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐬 𝐚𝐧𝐝 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐚𝐧 𝐚𝐠𝐞𝐧𝐜𝐲 to fill more complex, narrow, or confidential positions yields the best results.

Such cooperation does not force internal recruitment to compromise in difficult situations and allows you to balance the workload, which also has a positive impact on the performance of the department. In addition, companies that combine outsourcing and recruitment approaches are more flexible, as they do not have to reduce the number of recruiters or look for additional workload for their best performers in case of unforeseen changes.🤘🏼💫

What incredible Ukrainians we are, because no matter what, we continue to learn and teach!🌞

Last Saturday, our Мирослава Трандаш taught at the Corporate Governance Professional Association at the Small and Medium Business Management program.

📌The subject was "Team Building", but this topic in our current context turns into a quest and sometimes a crash test.

We talked about the role of the Leader, about market challenges, about 🔹Humanity and 🔹the Person who comes to the fore in our country.
First, "How are you?" and then about the results and business goals.

This is how we live and how we form teams!🤘🏼💫

We are glad to announce the next meeting of the Спілка українських підприємців - СУП 𝐇𝐑 𝐜𝐥𝐮𝐛 🔥

📅 𝐎𝐧 𝐎𝐜𝐭𝐨𝐛𝐞𝐫 17 𝐰𝐞 𝐚𝐫𝐞 𝐭𝐚𝐥𝐤𝐢𝐧𝐠 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞 𝐨𝐟 𝐇𝐑 𝐢𝐧 𝐨𝐮𝐫 𝐭𝐢𝐦𝐞 𝐛𝐚𝐬𝐞𝐝 𝐨𝐧 𝐫𝐞𝐚𝐥 𝐜𝐚𝐬𝐞𝐬

🗣️Our speakers:
🔹Iryna Gnutova, HRD at Agromat, expert on AI in HR
🔹Oleksiy Petrov, Deputy HRD at Agromat
🔹Olena Vasenko, CHCO of Playtini product IT team (ex-HRD at Budynok Igrashok)

📝Our schedule:
🔹10 - 11 a.m. Artificial intelligence for work and life (Irina Gnutova and Oleksiy Petrov)
🔹11 - 12 p.m. Wartime HR: how to help business when there are more questions than answers (Olena Vasenko)

📌 Registration is here: https://bit.ly/3LxciO3

Great program "The Leaders4tomorrow"!
Great Talentor team!
Happy to see our Olga Khakhuda in Amsterdam with our partners 💛💙

Last week, our Мирослава Трандаш Miroslava Trandash was at the "HR Branch: Mental Health and Recovery".
HRD spoke about emotions, work with the body, methods of restoring energy, because we all need to move on and bring Victory closer 🙏
We were glad to be Partners of this event
Together to victory 💛💙

𝐁𝐞𝐭𝐭𝐞𝐫 𝐰𝐢𝐭𝐡 𝐀𝐠𝐞: 𝐓𝐡𝐞 𝐑𝐢𝐬𝐢𝐧𝐠 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐜𝐞 𝐨𝐟 𝐎𝐥𝐝𝐞𝐫 𝐖𝐨𝐫𝐤𝐞𝐫𝐬
About 150 million jobs will go to older workers by the end of the decade.

🔸Bain research shows that employee motivation changes with age, with attributes such as interesting work and autonomy come to the fore around the age of 60.
🔸Too few companies recognize the changing needs and priorities of older workers or invest in integrating older workers into their talent management system.
🔸Leading companies are focusing on recruiting, retaining, reskilling and respecting the strengths of this of this group of employees.
🔸Creating roles that benefit both senior employees and the company is not just the right thing to do, it's also a business imperative.

By understanding the motivations of senior employees, both individual and more general, firms can design their path to success.

𝐓𝐡𝐢𝐬 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐟𝐨𝐜𝐮𝐬𝐞𝐬 𝐨𝐧 𝐭𝐡𝐫𝐞𝐞 𝐜𝐥𝐞𝐚𝐫 𝐬𝐭𝐞𝐩𝐬:
🎯 retain and recruit older workers by understanding what motivates them at work
🎯 retrain them to meet your needs for the next 10 years; and
🎯 respect their strengths and allow them to do what they do best.

📥 𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐝𝐞𝐭𝐚𝐢𝐥𝐬, 𝐟𝐨𝐥𝐥𝐨𝐰 𝐭𝐡𝐞 𝐥𝐢𝐧𝐤:
https://www.bain.com/insights/better-with-age-the-rising-importance-of-older-workers/

Better with Age: The Rising Importance of Older Workers Some 150 million jobs will shift to older workers by the end of the decade. Here’s how to get ready.

It's a bright and special day in our team! 𝐓𝐨𝐝𝐚𝐲 𝐰𝐞 𝐚𝐫𝐞 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐛𝐢𝐫𝐭𝐡𝐝𝐚𝐲 𝐨𝐟 𝐨𝐮𝐫 𝐜𝐡𝐚𝐫𝐦𝐢𝐧𝐠 𝐥𝐚𝐝𝐲 𝐛𝐨𝐬𝐬 Мирослава Трандаш❤️🥰

From the whole team, we wish you a quick realization of all your plans, easy achievement of the most desirable results and high flying!

And most importantly, may we have victory and peaceful sky soon!🕊️✌🏼

RAU Expo is always the event of the year! And nowadays, an offline meeting is something incredible!🔥

𝘖𝘶r Мирослава Трандаш 𝘮𝘰𝘥𝘦𝘳𝘢𝘵𝘦𝘥 𝘢 𝘱𝘢𝘯𝘦𝘭 𝘰𝘯 "𝘏𝘰𝘸 𝘵𝘰 𝘴𝘶𝘳𝘷𝘪𝘷𝘦 𝘵𝘩𝘦 𝘩𝘪𝘨𝘩 𝘴𝘦𝘢𝘴𝘰𝘯 𝘪𝘯 𝘤𝘰𝘯𝘥𝘪𝘵𝘪𝘰𝘯𝘴 𝘰𝘧 𝘴𝘵𝘢𝘧𝘧 𝘴𝘩𝘰𝘳𝘵𝘢𝘨𝘦".

We have already talked about the staff shortage a lot: about those who have left, those who are in the Armed Forces, and the prospects for their return, etc.
But we need to think not about today and tomorrow, but about the next 10-15 years.
💡 How to attract staff to the country?
💡 How to attract them to your company?
💡 How to retain them?
💡 How to change the business models of companies, taking into account such a global staff shortage?

We heard interesting thoughts and real experience from the panel speakers.
Thanks to all the participants and let's move on!🤘🏼🚀

🔝Micromanaging remote workers? Own it, then adjust it

💯As remote work becomes the norm for many workers, some managers fall into the trap of micromanaging, a practice that ultimately reduces engagement, motivation, productivity, and trust. Don't despair: You can still stop yourself with these actions.

🔸 Telecommuting is the new normal for many employees, but some managers are still concerned about achieving the same productivity they once saw on-site.
🔸 Lack of control leads many managers to micromanage, but this only reduces employee engagement, motivation, and productivity.
🔸 Check to see if you're micromanaging, and then apply these leadership techniques to stop yourself and implement more productive behaviors that build trust.

📲For more details, check out the article https://www.gartner.com/en/articles/micromanaging-your-remote-workers-own-it-then-fix-it?utm_campaign=SM_GB_YOY_GTR_SOC_SF1_SM-SWG&utm_content=Gartner&utm_medium=social&utm_source=linkedin&utm_term=Function:+Cross+Functional,Level+3:+Owned+copy,+creative+provided,Media:+CCOE+Created+Card,Media:+Data,MT+Brand,Repost,ST+-+Brand:+Article

𝐔𝐤𝐫𝐚𝐢𝐧𝐢𝐚𝐧 𝐈𝐓 𝐥𝐚𝐛𝐨𝐫 𝐦𝐚𝐫𝐤𝐞𝐭 2️⃣0️⃣2️⃣3️⃣

𝐉𝐨𝐛𝐬, 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐬𝐚𝐥𝐚𝐫𝐢𝐞𝐬
🔹According to DOU analytics, the Ukrainian IT labor market has undergone many changes during the full-scale war and the global recession. In particular, the total number of vacancies posted on DOU in the first half of 2023 𝐝𝐞𝐜𝐫𝐞𝐚𝐬𝐞𝐝 by about 16% compared to the second half of 2022.
🔹Competition has increased accordingly: in April 2023, the average number of responses per vacancy 𝐫𝐞𝐚𝐜𝐡𝐞𝐝 𝐚 𝐫𝐞𝐜𝐨𝐫𝐝 𝐡𝐢𝐠𝐡 of 28.5.
🔹The record number of responses was recorded for QA (112.7), Front-end (102.5), and HR (59.2), among non-technical specialties.
As for salaries, according to Djinni.co 𝐚𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬, the salaries of experienced technical specialists hired in May 2023 are on average $500 lower than in May 2022.

𝐃𝐞𝐦𝐚𝐧𝐝 𝐟𝐨𝐫 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬
🔹Speaking of general market analytics, developers are in the highest demand among employers: 𝘍𝘶𝘭𝘭-𝘴𝘵𝘢𝘤𝘬 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘦𝘳𝘴, 𝘈𝘐 𝘦𝘯𝘨𝘪𝘯𝘦𝘦𝘳𝘴, 𝘥𝘢𝘵𝘢 𝘦𝘯𝘨𝘪𝘯𝘦𝘦𝘳𝘴, 𝘦𝘵𝘤. The demand for specialists who have already worked with СhatGPT, i.e. AI specialists, is definitely growing (and will continue to grow). Also, in 2023, non-technical professions, including 𝘴𝘢𝘭𝘦𝘴 𝘢𝘯𝘥 𝘪𝘯𝘵𝘦𝘳𝘯𝘦𝘵 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨 𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘪𝘴𝘵𝘴, will become more popular.

𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐟𝐨𝐫 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬𝐞𝐬
🔹Due to the increase in layoffs, 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐈𝐓 𝐣𝐨𝐛𝐬 𝐡𝐚𝐬 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐬𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚𝐧𝐭𝐥𝐲. Therefore, companies have begun to pay more attention to recruiting and hiring qualified specialists who can work very efficiently.
🔹Companies that used to use the services of service companies are now cutting budgets and downsizing their teams. This was triggered not only by the full-scale war in Ukraine, but also by the global recession that began in 2022 in the United States and affected the entire tech world.

𝐇𝐚𝐩𝐩𝐲 𝐔𝐤𝐫𝐚𝐢𝐧𝐞 𝐈𝐧𝐝𝐞𝐩𝐞𝐧𝐝𝐞𝐧𝐜𝐞 𝐃𝐚𝐲 💛💙

On this day, 32 years ago today, Ukraine’s breakaway from the Soviet Union in 1991 marked a pivotal turn in history.

A staggering 92% of Ukrainians voiced their desire for independence, propelling Ukraine towards a future embracing democracy, freedom, and unyielding integrity!

3️⃣ 𝐓𝐫𝐮𝐭𝐡𝐬 𝐚𝐛𝐨𝐮𝐭 𝐆𝐥𝐨𝐛𝐚𝐥 𝐇𝐢𝐫𝐢𝐧𝐠

🔎 Global hiring, for those organizations that have the resources to commit to it, is an opportunity to solve for a labor shortage, enhance diversity, find skilled labor, and provide employees with cultural exchanges. Still, many Human Resources professionals feel overwhelmed by the thought of it. They wonder about how to confront issues ranging from where to seek out talent to setting up tax structures and being able to comply with a different set of rules, regulations, and laws.

❇️Global Hiring Helps Solve Labor Shortage
❇️Compliance Is a Big Challenge
❇️Employer of Record Companies Can Help

Global hiring comes with pros and cons. While it can help employers grow their teams, gain diversity, and find skilled labor, it requires overcoming some challenges like following local laws and customs, language barriers in some cases, and paying taxes according to local regulations.

📌 https://www.hrexchangenetwork.com/hr-talent-acquisition/articles/3-truths-about-global-hiring

3 Truths about Global Hiring Read this article, replete with poll results, to understand what is keeping HR from investing in global hiring and how to overcome those issues.

𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐚𝐫𝐞 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐢𝐧𝐠𝐥𝐲 𝐟𝐨𝐜𝐮𝐬𝐢𝐧𝐠 𝐨𝐧 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬' 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐬𝐤𝐢𝐥𝐥𝐬, 𝐧𝐨𝐭 𝐝𝐢𝐩𝐥𝐨𝐦𝐚𝐬: 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 𝐝𝐚𝐭𝐚

📝 According to LinkedIn's Future of Recruiting 2023 report, recruiters around the world are taking into account a candidate's skills and soft skills rather than education level.

According to LinkedIn's report, 92% of US executives believe that people skills are more important than higher education. 𝘈𝘮𝘰𝘯𝘨 𝘵𝘩𝘦 𝘴𝘰𝘧𝘵 𝘴𝘬𝘪𝘭𝘭𝘴 𝘵𝘩𝘢𝘵 𝘢𝘳𝘦 𝘪𝘮𝘱𝘰𝘳𝘵𝘢𝘯𝘵 𝘵𝘰 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘳𝘴 𝘢𝘳𝘦 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘴𝘬𝘪𝘭𝘭𝘴, 𝘧𝘭𝘦𝘹𝘪𝘣𝘪𝘭𝘪𝘵𝘺, 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭 𝘦𝘵𝘩𝘪𝘤𝘴, 𝘢𝘯𝘥 𝘴𝘦𝘭𝘧-𝘤𝘰𝘯𝘵𝘳𝘰𝘭.

At the same time, the big four companies - Ernst & Young, KPMG, PWC, and Deloitte - agree that the number of graduates who lack communication, collaboration, and presentation skills has increased. According to the companies, this is evidence that universities and colleges are not doing enough to prepare young people for work.

📌 https://www.businessinsider.com/job-adverts-dont-require-degree-increased-report-2023-8

Job listings that don't require applicants to have a college degree are surging, with recruiters prioritizing skills over formal education, LinkedIn survey finds New graduates are in for some bad news as 75% of recruiting professionals say skills-first hiring will become a priority over the next 18 months.

🔝 With goals, FAST Beats SMART (𝐅𝐀𝐒𝐓 𝐁𝐞𝐚𝐭𝐬 𝐒𝐌𝐀𝐑𝐓)

🎯 According to conventional wisdom, goals should be specific, measurable, attainable, realistic, and time-bound. But SMART goals underestimate ambition, focus on individual performance, and ignore the importance of discussing goals throughout the year. To drive strategy ex*****on, leaders should set FAST goals that are frequently discussed, ambitious, specific, and transparent.

𝐓𝐡𝐞 𝐧𝐞𝐰 𝐦𝐨𝐝𝐞𝐥 𝐢𝐬 𝐅𝐀𝐒𝐓:
🟢 frequent discussions - goals are determined during frequent discussions (we discuss goals)
🟢 ambitious in scope - goals are ambitious in content and scale (look ambitious)
🟢 measured by specific metrics and milestones - goals are measured by specific metrics and milestones (measure clearly but flexibly)
🟢 transparent for everyone in the organization to see - goals are transparent for everyone in the organization (make goals open)

📌 https://sloanreview.mit.edu/article/with-goals-fast-beats-smart/?utm_source=facebook&utm_medium=social&utm_campaign=sm-direct

6️⃣ 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐖𝐢𝐥𝐥 𝐍𝐞𝐞𝐝 𝐢𝐧 𝐭𝐡𝐞 𝐀𝐠𝐞 𝐨𝐟 𝐀𝐈

Current boom in artificial intelligence, including generative AI systems such as ChatGPT, can make recruiting more efficient.
But technology alone isn’t enough. Human-centered “𝘴𝘰𝘧𝘵” 𝘴𝘬𝘪𝘭𝘭𝘴, which focus on emotional intelligence, interpersonal communication, and other hard-to-measure abilities, will become increasingly important for recruiters.

1. Communication skills build connections and improve the candidate experience
2. Empathy keeps recruiting human-centered
3. Relationship-building attracts top talent
4. Critical thinking helps recruiters filter the noise and make more strategic decisions
5. Cultural intelligence prevents bias and supports DEI goals
6. Adaptability helps recruiters keep up with change

AI and automation may make the day-to-day tasks of talent acquisition professionals easier, but soft skills are what will make recruiters indispensable.

6 Soft Skills Recruiters Will Need in the Age of AI | LinkedIn Artificial intelligence, especially generative AI, can power recruiting in new ways. But soft skills may be the secret to unlocking its human side.

𝐎𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐣𝐚𝐰-𝐝𝐫𝐨𝐩𝐩𝐢𝐧𝐠 𝐩𝐫𝐢𝐧𝐜𝐢𝐩𝐥𝐞𝐬 𝐛𝐞𝐡𝐢𝐧𝐝 𝐠𝐫𝐞𝐚𝐭 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐢𝐧𝐠 𝐢𝐧𝐯𝐨𝐥𝐯𝐞𝐬 𝐰𝐡𝐚𝐭 𝐧𝐨𝐭 𝐭𝐨 𝐝𝐨 𝐰𝐡𝐞𝐧 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐢𝐧𝐠 𝐚 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞. 𝐀𝐧𝐝 𝐢𝐭 𝐦𝐚𝐲 𝐬𝐞𝐞𝐦 𝐭𝐨 𝐝𝐞𝐟𝐲 𝐥𝐨𝐠𝐢𝐜 👇🏼
𝘚𝘵𝘰𝘱 𝘫𝘶𝘥𝘨𝘪𝘯𝘨 𝘵𝘩𝘦 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦.

𝑾𝒉𝒆𝒏 𝒚𝒐𝒖 𝒔𝒕𝒂𝒓𝒕 𝒋𝒖𝒅𝒈𝒊𝒏𝒈 𝒄𝒂𝒏𝒅𝒊𝒅𝒂𝒕𝒆𝒔 𝒊𝒏 𝒓𝒆𝒂𝒍 𝒕𝒊𝒎𝒆, 𝒔𝒆𝒗𝒆𝒓𝒂𝒍 𝒃𝒂𝒅 𝒕𝒉𝒊𝒏𝒈𝒔 𝒉𝒂𝒑𝒑𝒆𝒏:

📎You will form an early hypothesis and spend the rest of the interview seeking to confirm it. It will bias what you ask — and how you ask it — from that point forward.
📎You will miss things. You will seek out and inflate the data points that align with your real-time judgments and discount the data that conflicts with it.
📎Candidates will be less forthcoming. Even if you are judging them positively, candidates will know your inner judge is switched on. Your “tells” will remind them to curate their stories carefully.
📎You will put your DEI hiring initiatives at risk. You will invariably pass more favorable real-time judgments on candidates who are like you or who share elements of your background.

Removing this inclination to judge a candidate in real time is hard work. It takes a lot of discipline and practice.
📌 https://www.linkedin.com/business/talent/blog/talent-acquisition/surprising-powerful-truth-about-great-interviewing?lipi=urn%3Ali%3Apage%3Acompanies_company_posts_index%3Bbfc7bb86-4c57-4882-9f20-545105d655c2

A Surprising (and Powerful) Truth About Great Interviewing | LinkedIn One of the most jaw-dropping principles behind great interviewing involves what not to do when interviewing a candidate. And it may seem to defy logic.