LinkedIn image ad examples

Most CHROs report disappointing results with their listening process because they collect data but cannot act on it. If your current tools suffer from a low survey response rate, you're missing the 'why' behind turnover. We use multiple modalities—namely phone calls—to reach employees who do not sit in front of computers every day, helping increase response rates by 10-20% over software-only methods.

StartOffRight: Gather critical feedback during the 'First 90 Days' to assess onboarding satisfaction. This new hire survey platform helps improve early engagement and retention rates by getting your team up to speed faster. Ensure a smoother integration into your company culture.

You’re seeing more applicants than ever, but fewer you’d actually hire. CVs look stronger and interviews feel polished, but performance in-role doesn’t match. In life sciences, this is already leading to: • Delayed programmes • Increased validation risk • Mis-hires in critical roles This isn’t a talent shortage, it’s a capability problem. This report shows how to fix it.

In A&D executive hiring, the profiles commanding the highest premiums in 2026 are the most constrained. Program and execution leaders in regulated, high-reliability environments, operators who can scale quality systems under supply stress, and cyber leaders with real CMMC implementation experience are scarce, and the windows to deploy them are compressed. Variable compensation tied to milestone execution is increasingly standard, because generic retention packages are not clearing this market. Industra's 2026 A&D Sector Talent Trends report includes a full breakdown of compensation trends by role type: https://lnkd.in/gZqDdQZP #aerospace #defense #privateequity #industrials #leadership

Just Released: Aerospace & Defense Leadership Benchmarks for PE • Compensation averages by function and scale • Skillsets in demand • Leadership team composition

Pourquoi chercher partout quand tout est ici ? +5 000 missions freelance françaises réunies sur une seule plateforme. Ta prochaine mission t'attend.

Pourquoi chercher partout quand tout est ici ? +5 000 missions freelance françaises réunies sur une seule plateforme. Ta prochaine mission t'attend.

In 2026, recruitment isn’t just about posting—it’s about positioning. The most effective institutions treat student recruitment as a targeted, data-driven function—not a volume game. INOMICS helps you reach the right candidates, in the right context, at the right moment in their decision journey.

More applications doesn’t mean better candidates—it often means the opposite. In 2026, recruiters are overwhelmed with volume but still struggling to reach the right students. The problem isn’t demand—it’s targeting. INOMICS helps you cut through the noise and connect with high-intent, qualified applicants.

SQ Magazine reports nearly 60% of HR teams are already implementing AI. See how CHROs are leading responsible AI across HR — and the five actions that help them get started.

Your next role is hidden in the dataset 🚀

Your next role is hidden in the dataset 📈

James Ellis, um dos principais nomes do Employer Branding mundial, estará presente na 3ª edição do Employer Branding Expert Experience. E você não vai ficar de fora, vai? São destaque ainda do evento painéis e palestras exclusivas com empresas como Ipiranga, BAT, Ifood, Grupo Smart Fit, Bradesco e muito mais! Muito conteúdo atualizado e cases para você se inspirar. Garanta já a sua inscrição: o evento acontece entre 25 a 27 de maio, em São Paulo (SP), e as vagas são limitadas.

Visite empresas, conheça cases atualizados e ainda aprenda com um dos profissionais mais influentes do mundo quando falamos de employer branding: James Ellis é um dos confirmados para o EB Expert Experience 2026, que acontece entre 25 e 27 de maio, em São Paulo (SP). Garanta sua inscrição e torne sua atuação mais estratégica. Corra: vagas limitadas.

Il 𝟮𝟭 𝗺𝗮𝗴𝗴𝗶𝗼 𝗮𝗹𝗹𝗲 𝟭𝟳 torna 𝗛𝗥 𝗩𝗼𝗶𝗰𝗲𝘀 con la quarta puntata. Il tema sono gli 𝗼𝗯𝗶𝗲𝘁𝘁𝗶𝘃𝗶 𝗲 𝗹𝗮 𝘤𝘶𝘭𝘵𝘶𝘳𝘢 𝘥𝘦𝘭𝘭𝘢 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦: Quante volte "performance" significa solo pressione, e non crescita? Quante volte gli obiettivi sono chiari solo sulla carta? Con noi 𝗔𝗹𝗲𝘀𝘀𝗮𝗻𝗱𝗿𝗼 𝗙𝗶𝗹𝗮𝗿𝗱𝗶, HR Manager di 𝗦𝗶𝘅𝘁𝗲𝗺𝗮 SPA, che ci porta la sua esperienza concreta sul tema. 🗓️ Non ci sei ancora? Iscriviti e partecipa a tutte le prossime puntate 👇 🔗 https://lnkd.in/d-VRWeag

People priorities don’t slow down when leadership capacity is limited. How are you supporting them today?

Finding qualified talent is difficult. Finding talent with the exact capability to lead your next project is even harder. Stop guessing and start measuring. Our comprehensive whitepaper explores why EMEA Life Sciences firms are moving toward capability-focused hiring to bridge the talent gap and ensure long-term operational success. Discover the hiring framework that prioritises results over CVs.

Recruiters spot AI-generated executive resumes quickly. Same templates. Same buzzwords. The same "spearheaded cross-functional initiatives." If your resume reads like everyone else's — because the same model wrote it — you're competing on a coin flip. iCareerSolutions writes executive resumes the way recruiters still expect to read them: by a senior writer with experience in your industry, in 8 to 20 hours, with judgment about what to emphasize and what to suppress. ✅ 32 industry awards. ✅ Founder on the National Résumé Writers' Association Board. ✅ 14+ years.

Dealers who switched to HR4 report fewer compliance errors, faster onboarding, and smoother HR operations across teams. Ready to see it firsthand?

You've seen what HR4 does. Now see what it looks like inside your operation. Book a 20-minute walkthrough no pitch, just the platform

6 months of payroll. $0. Payroll errors and compliance issues can get expensive very fast. Hybrid Payroll helps you stay compliant while automating everything from payroll to HR. We handle the entire transition so nothing breaks. Quick onboarding. No headaches. Get started today and claim 6 months free payroll.

6 months of payroll. $0. If you're currently using a payroll provider, this is the simplest way to reduce costs immediately—without disrupting your operations. • Award-winning payroll software • Dedicated human support • Seamless transition handled for you

Enterprise-grade, production-ready agentic AI for your People team. Athena handles 80% of employee requests, executes the tasks, and keeps Workday updated, without anyone leaving Slack or Teams. HRIS-agnostic, demo to live in 3 weeks.

𝟯 𝘀𝗶𝗴𝗻𝗮𝗹𝗲𝗻 𝗱𝗮𝘁 𝗷𝗲 𝗶𝗻 𝘀𝗲𝗹𝗲𝗰𝘁𝗶𝗲 𝘁𝗲 𝘃𝗲𝗲𝗹 𝗼𝗽 𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗲 𝘀𝘁𝘂𝘂𝗿𝘁 𝗲𝗻 𝘁𝗲 𝘄𝗲𝗶𝗻𝗶𝗴 𝗼𝗽 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗲𝗲𝗹 🚥 Als leidinggevende of HR-medewerkerken je het vast wel. De kandidaat die in het gesprek uitstekend overkomt. Sterk verhaal. Zelfverzekerd. Goede energie. En toch… valt het na indiensttreding tegen. Dit hoor ik regelmatig als het gaat om selectieprocessen. Niet dat de kandidaat per se slecht is, maar omdat we onbewust selecteren op presentatie op dat moment in plaats van op potentieel. 𝗗𝗶𝘁 𝘇𝗶𝗷𝗻 𝟯 𝘀𝗶𝗴𝗻𝗮𝗹𝗲𝗻 𝗱𝗮𝘁 𝗱𝗮𝘁 𝗯𝗶𝗷 𝗷𝘂𝗹𝗹𝗶𝗲 𝗼𝗼𝗸 𝗴𝗲𝗯𝗲𝘂𝗿𝘁: 1. De beste praters komen het verst Kandidaten die vlot praten, snel schakelen en zichzelf goed verkopen, krijgen het voordeel van de twijfel. Maar… dat zegt weinig over hoe iemand leert, problemen oplost of zich ontwikkelt. In rollen waar groei en aanpassingsvermogen belangrijk zijn, wordt dit veelal overschat. 2. Het gesprek weegt zwaarder dan de rest Cv check. Misschien een korte test. Maar uiteindelijk bepaalt het gesprek. Als het gesprek doorslaggevend is, selecteer je vooral op indruk. Niet op hoe iemand denkt, leert of onder druk functioneert. 3. “Klik” voelt belangrijker dan bewijs “Ik zie het wel zitten met deze persoon.” “We hebben een goede klik.” Dat kan kloppen. Alleen klik is geen voorspeller van performance. Sterker nog: het vergroot de kans dat je kiest voor mensen die op jou lijken. En daarmee mis je soms juist ander, 'aanvaullend' talent. Wat we vaak zien: 👉 Kandidaten die minder sterk presenteren, maar wél hoog scoren op leervermogen en probleemoplossend vermogen 👉 Kandidaten die rustig zijn in gesprek, maar in de praktijk snel groeien 👉 Kandidaten die niet “perfect overkomen”, maar duurzaam beter presteren Die vallen nu (te) vaak af. De vraag is dus niet: “Wie maakt de beste indruk?” Maar: “Wie heeft het meeste potentieel om hier succesvol te worden?” Ben benieuwd hoe jullie dit zien.