LinkedIn thought leader ad examples

The AI recruiters we built at FactoryFix.com are getting scary good at sourcing & screening manufacturing candidates 🤯 BEFORE: Candidate gets 3.5 stars. Has mechanical design experience with SolidWorks. Seems qualified. AFTER: Same candidate drops to 1.5 stars. Our AI now catches the critical gaps: No backend PDM setup experience. Zero SQL skills. Missing the exact technical depth this role demands. The result? An ai assistant that evaluates skilled trades and manufacturing talent the way your best hiring manager would!

When Jodie Cenci, HR Director at Primary.com, found herself navigating a new health condition, she quickly realized how difficult it was to ask for help — even as an HR professional. That experience opened her eyes to a bigger problem: in two years, no one at Primary had made a single accommodation request. It wasn’t that no one needed support... it was that the process itself was a barrier. So Jodie implemented Disclo. Almost immediately, employees began speaking up. Simple, affordable accommodations (like ergonomic chairs and supportive tools) started making work better for everyone. Inclusion has always been part of Primary’s brand, but now it’s embedded in how they operate. Read the full story: https://lnkd.in/eh7kW4ZH #DisabilityInclusion #HR #Leadership #Accommodations #WorkplaceEquity

Workday's Global Payroll Connect (GPC) is one of the most ambitious payroll infrastructure plays in the industry. Real-time visibility across every country, unified reporting, and one dashboard across your entire global footprint. For clients operating in major markets with API-ready payroll providers, GPC delivers exactly what it promised. But the reality of global payroll is it’s not standardized on REST APIs. Not yet. -Your payroll provider in Vietnam uses SFTP. -Argentina sends fixed-width files. -Italy runs a legacy system that predates JSON. GPC is a beautifully designed specification that defines how data should flow. But it doesn't (and shouldn’t) concern itself with how to extract data from the thousands of local payroll engines that don't speak that language yet. That's the infrastructure layer we built. datascalehr sits underneath GPC and handles the translation: files, legacy formats, whatever your local providers have. Integrations that used to take months now happen in hours. And Workday clients get full GPC coverage across their entire global footprint, including the long-tail countries where API readiness is years away. We wrote a detailed breakdown of how this works: https://lnkd.in/gzXUGQEX #GlobalPayroll #HRTech Emmanuel REMY Len Jimenez - Grooms Brad Collins

I spent 15 years building global payroll infrastructure. During that time, roughly 75% of my R&D budget didn't go to payroll calculation or compliance. It went to data integration & reporting. That's the reality nobody talks about when they discuss EU Pay Transparency readiness. Right now, most MNCs are being quoted 12 to 18 months for compliance. And the consultants quoting that aren't wrong. Under the current operating model, that timeline makes sense. But the reason it takes that long has almost nothing to do with the regulation itself. The compensation data you need sits inside your various HR systems of records and payroll vendors across every country you operate in. So your compliance project becomes a data extraction and clean-up project. And that's a very different problem with a very different timeline. Last week I built a full Pay Transparency reconciliation in 15 minutes. It's not just a pretty dashboard, it's a fully working product that tracks your pay gaps in real time with a permanent and auditable audi-trail. Compensation was pulled from local engines across multiple jurisdictions, core HR data pulled from multiple systems, normalized, gender-disaggregated, mapped to the directive's reporting structure. We do not sell this compliance dashboard: I just want to demonstrate how easy it is to build a powerful compliance framework ON TOP of datascalehr. (Getting datascalehr to connect and understand the various underlying data sources takes less than a day.) We wrote a solution brief this week on what this looks like at MNC scale, read it here: https://lnkd.in/eNibwqau #EU #PayTransparency #HCM #Compliance

För mig är en bra konsultlösning väldigt mycket en fråga om relationer. Att vi känner våra konsulter, vet vad de är bra på och vad de trivs med. Men också att vi lär känna verksamheten som behöver hjälp. Vad behöver ni just nu? Hur ser teamet ut? Och vem kommer faktiskt att passa in? Det är så vi kan göra en bra matchning – och finnas kvar som stöd även när konsulten är på plats. För mig hänger personlig kontakt, trygghet och kvalitet helt enkelt ihop. Här har vi samlat några av våra erfarenheter kring vad som är bra att tänka på när ni tar in konsulter. Läs artikeln här: https://lnkd.in/dxyvysHJ

I dialogen med verksamheter hör vi sällan om behov som ser likadana ut. Vab, planerad ledighet eller perioder med högre belastning än vanligt samtidigt som färre kollegor är på plats. För många verksamheter är det en vardag som både känns igen och känns av. När belastningen ökar ställs verksamheter inför större krav på den befintliga bemanningen. Samtidigt behöver kvalitet och kontinuitet upprätthållas och patienternas behov mötas. Ibland behövs en arbetsterapeut eller fysioterapeut under en längre period. Ibland handlar det om några veckor, enstaka dagar eller att täcka upp för en kollega som är frånvarande. Behoven ser olika ut. Därför behöver lösningen också kunna göra det. Läs mer om hur vi kan hjälpa er med arbetsterapeuter och fysioterapeuter: https://lnkd.in/dZkRbApH

M&A expectations are rising. Execution will be the bottleneck. Large financial institutions are projecting stronger equity markets and increased M&A activity in Latin America heading into 2026. This is not a signal of easy deals. It is a signal of complexity returning to the agenda. M&A in LATAM amplifies everything: regulatory diversity, integration risk, governance challenges and cultural alignment across countries. When this cycle starts, hiring patterns change. Demand increases for leaders with regional scope, integration experience and decision autonomy. Not just dealmakers, but operators who can stabilize organizations after transactions close. For recruitment teams, this is not a volume game. It is a precision game. In 2026, the companies that benefit most from LATAM’s growth will be those that treat hiring as part of the transaction strategy, not an afterthought.

LATAM growth is not a headline. It’s a planning variable for 2026. Over the past weeks, several market outlooks have pointed to the same direction: Latin America is expected to grow faster than many mature economies in 2026. This does not mean a boom. It means relative opportunity. While the US and Europe deal with slower cycles, capital constraints and tighter labor markets, LATAM is positioned to absorb investment, expand operations and rebalance global growth strategies. What often gets missed in these projections is the operational implication. Growth scenarios require execution capacity. For companies planning expansion, LATAM is not just a market to sell into. It is increasingly a market to build from. That puts hiring back at the center of the conversation. Not aggressive hiring. Intentional hiring aligned with complexity, scale and regional execution. Growth projections don’t fail on spreadsheets. They fail when teams are not ready to deliver.

Negli ultimi 11 anni ho abbassato il mio stipendio tre volte. Ieri stavo guardando i contributi anno per anno (me lo ha chiesto la banca per una pratica) e mi sono ritrovato a fissare quella curva con una strana soddisfazione. Ci sono dei gradini verso il basso che, sul momento, erano stati tutt'altro che facili da digerire. Una volta era una posizione con meno soldi e un titolo meno pomposo di quello che avevo. Un'altra era un'azienda che nessuno conosceva, con un brand che non mi avrebbe aperto nessuna porta per il solo fatto di starci. Ogni volta il ragionamento era lo stesso: quanto mi costava restare dov'ero per i prossimi tre anni in termini di competenze che non avrei sviluppato? Perché lo stipendio del mese dopo è facile da calcolare, ma il prezzo di quello che non saprai fare tra tre anni (restando fermi) è molto più salato. Detto così sembra ovvio. Quando hai un mutuo, o una famiglia, o semplicemente non vuoi spiegare agli altri perché hai fatto un passo "indietro", il calcolo si complica in fretta. Quello che ho capito però è che il mercato del lavoro premia le competenze con un ritardo (a volte di anni) e chi ragiona solo sul breve finisce per ottimizzare la busta paga di adesso a scapito di tutto il resto. Ho visto persone molto più preparate di me bloccarsi in ruoli comodi perché il salto avrebbe richiesto qualche mese di incertezza che non si sentivano di reggere. Lo stesso succede alle aziende: si “siedono” su un set di competenze ottimizzando per il breve termine. Con Talentware aiutiamo le aziende a costruire una strategia sulle competenze che guarda a tre anni, non a tre mesi: www.talentware.ai/it

Inutile girarci intorno: il profilo perfetto non esiste. Esiste solo un processo di selezione sbagliato che cerca di trovarlo. Quando la selezione si basa esclusivamente sulla lettura di un CV, si finisce per filtrare le persone per quello che hanno scritto, non per quello che sanno realmente fare. Il rischio è concreto: lasciare fuori i talenti migliori perché non corrispondono a uno standard estetico di carriera lineare o a parole chiave predefinite. È il momento di cambiare prospettiva. Le competenze contano più del profilo. Nel prossimo webinar di THE FULL MONTY, approfondiremo come trasformare il recruiting in un asset strategico basato sui dati e sulla competenza oggettiva. Insieme a Annalisa Lucini e Giovanni Baraldi, analizzeremo alcuni strumenti concreti che ci possono aiutare ad andare oltre: - Assessment AI: validare le competenze in tempo reale, andando oltre i titoli. - Benchmark di competenze: definire i requisiti reali per eccellere in un ruolo. - Workflow senza bias: costruire un processo che riduca i pregiudizi e migliori la qualità delle assunzioni. L'appuntamento è per mercoledì 13 maggio alle ore 12:00, puoi registrarti e partecipare tramite il seguente link: https://lnkd.in/dkseyuJc

Als manager in de zorg voelde ik me soms een marionet. Ik deed niet wat ik dacht dat goed was, maar wat de directie van me verwachtte. Productienormen halen. Afvinken wat moest. Ik wist: dit klopt niet. Maar ik deed het toch. Die ervaring heeft me gevormd. Ik zag hoe het is om je autonomie kwijt te raken, hoe vermoeiend het is om elke dag keuzes te maken die niet de jouwe zijn. Nu zie ik het dagelijks bij zorgprofessionals. Ze voelen zich niet gehoord, niet gezien. Ze vechten voor iets wat vanzelfsprekend zou moeten zijn: de ruimte om hun vak uit te oefenen zoals zij weten dat het moet. Die strijd hoef je niet alleen te voeren. Soms helpt het al om iemand naast je te hebben die luistert en vraagt: wat heb jij nodig? Daarom ben ik Connect de Zorg gestart. Om zorgprofessionals hun autonomie terug te geven. Om naast ze te staan in plaats van tegenover ze. Herken je dit? Stuur me een DM. Ik denk graag met je mee. #AutonomieInDeZorg #Werkdruk

Veel zorgprofessionals komen thuis en zijn op. Niet het goede soort moe. Het soort moe dat een nachtje slapen niet oplost. Ze denken: het is de drukte. De werkdruk. De administratie. Maar wat als het niet de drukte is? Wat als het komt doordat niet jij, maar de zorgverzekeraar bepaalt hoeveel behandelingen je mag geven? Doordat niet jij, maar de directie bepaalt welke protocollen je volgt? Niet de drukte put je uit. Het feit dat je steeds keuzes maakt die niet de jouwe zijn, put je uit. Autonomie klinkt abstract. Maar het gemis ervan voel je elke dag. Lees meer → https://lnkd.in/eYF_MYuw #JouwAutonomie #OnzeZorg

La jornada de 40 horas en 🇲🇽 ya no es una conversación futura. Es una realidad que está cambiando cómo las empresas gestionan sus equipos hoy. Problema: la mayoría todavía no sabe bien cómo prepararse. El miércoles 24 de junio voy a hacer una Live Demo gratuita donde vamos a ver exactamente qué implica esta ley para RRHH, nómina y operaciones, y cómo gestionarla sin que se vuelva un caos usando Crehana Time + AI. → Qué cambia con la Ley de 40 Horas en México → Cómo preparar a tu organización antes de que llegue la presión → Cómo Crehana Time puede ayudarte a cumplir de forma simple y eficiente Miércoles 24 de junio · 10:00 AM · Online y gratuito Si estás en RRHH o liderás equipos, este espacio es para ti. Reserva tu lugar https://n9.cl/rhjys9

Direct sourcing is growing fast. More than a third of companies want it. Only 11% have made it work. The gap isn't motivation. Everyone in procurement, HR, and talent acquisition wants to hire known talent at lower cost. The gap is knowing how to actually do it. Part of what's driving the appetite is dissatisfaction with the current model. MSP satisfaction scores are near zero overall and significantly negative for companies earlier in their program. More than a quarter of current MSP users are planning to bring their program back in house. The managed model is losing its hold. Most attempts fail for the same reason. Direct sourcing gets launched as a standalone program, separate from the process hiring managers already use. It becomes something extra to think about rather than something that happens naturally. Participation fades and the pools go cold. What moves the needle is making direct sourcing part of the core hiring workflow. Known talent surfaces alongside other options in the same place hiring managers already go. Direct source candidates get prioritized. Referrals get recognized. The program stops being a side project and starts being how hiring works. The companies that crack it are proactive about building pools, integrate direct sourcing into the core hiring process, reward the people who surface known talent, and see the results compound over time.

Alumni, internal referrals, and silver medalists should be the easiest contract hires a company ever makes. Most companies miss them entirely. There is no system capturing where they went, whether they are available, or whether they would come back. The talent exists. The relationship exists. The access does not. In the traditional model there is no incentive to fix that. Staffing agencies charge the same fee regardless of where the candidate came from. A known referral carries the same markup as someone the agency sourced and vetted itself. That is not an oversight. It is how the model was built. In practice, it means paying 25 to 45 percent on top of the pay rate to hire someone you already know. The next model captures that talent first. Alumni, referrals, and silver medalists flow into a company's own talent pools, alongside curated talent from trusted sourcing partners. When a known candidate gets hired, the sourcing fee is zero. When a partner sources the placement and does the work, the fee reflects that. The incentive structure that built staffing over thirty years stops working the moment the easy hires stop carrying the same fee as the hard ones.

𝗘𝗲𝗻 𝘂𝘂𝗿𝘁𝗮𝗿𝗶𝗲𝗳 𝘇𝗲𝗴𝘁 𝗻𝗶𝗲𝘁 𝗮𝗹𝗹𝗲𝘀. In gesprekken met automotive bedrijven krijg ik vaak als eerste de vraag: "Wat is jullie tarief?" Maar de kwaliteit van een samenwerking zit juist in de dingen die je niet direct ziet. Worden vakmensen zorgvuldig geselecteerd? Is alles goed geregeld volgens de geldende wet- en regelgeving? Krijgen ze de juiste begeleiding? Kun je rekenen op een partner die snel schakelt als er iets speelt? Een verschil van een paar euro per uur lijkt misschien aantrekkelijk. Maar als een uitzendbureau bespaart op zaken als goed werkgeverschap, begeleiding of het naleven van wet- en regelgeving, betaal je die 'besparing' uiteindelijk vaak op een andere manier terug. Daarom kijk ik liever naar de totale waarde van een samenwerking dan alleen naar het uurtarief. Want uiteindelijk draait het niet om de goedkoopste oplossing. Het draait om een samenwerking waarop je kunt vertrouwen. 📩 Benieuwd hoe wij dit bij Covebo aanpakken? Stuur me gerust een bericht of laten we eens kennismaken. #Automotive #werkgeverschap #Covebo

Most workforce systems get evaluated once, at the point of purchase. After that, the question shifts from "is this the right system?" to "is it still working?" And "working" is a low bar. A system can technically be working, schedules are getting built, payroll is going out, nothing is obviously broken, while underneath it the team is carrying a lot of weight. Spreadsheets filling in gaps, managers working around limitations and compliance being sense-checked manually. It's not a failure, it's just friction that becomes invisible because it's been there so long. The organisations I speak to who've addressed this aren't always in crisis. Often they're just at the point where they've realised the gap between what their system does and what it should do is wider than they thought. At Crown, we work with teams at exactly that point. Not just replacing what they've got, but actually removing the friction they've stopped noticing. If your system is "working" but it's harder than it should be, it's probably worth a conversation. Feel free to drop me a message to book in a quick chat.

We talk a lot about workforce scheduling. But perhaps we don’t talk enough about what comes before it: availability. You can have a great scheduling process, but if you don’t have a clear picture of who is actually available to work, you’re still making decisions with incomplete information. Availability can change. Working patterns can vary. People can become available for additional hours. And if that information is sitting in emails, spreadsheets or conversations, it can quickly become difficult to keep track of. That’s when scheduling becomes reactive. Managers are chasing information, trying to fill gaps and making decisions based on what they think is available rather than what actually is. Workforce availability is a valuable piece of operational data. It can help organisations understand their capacity and make better decisions about how their workforce is deployed. The better your visibility of availability, the better your starting point for scheduling. How much visibility do you have of your workforce availability today? #WorkforceManagement #WorkforcePlanning #ShiftScheduling #OperationalPlanning

When candidates can generate tailored resumes and apply to jobs in seconds, how do you know who’s actually qualified—and who genuinely wants the job? At Criteria, we’ve long focused on the idea of Talent Signal—the combination of predictive insights from validated assessments (https://lnkd.in/geXe97YJ) and structured interviews (https://lnkd.in/gW268aem) to evaluate the true strength of a candidate for a specific role. This helps hiring teams prioritize applicants who are most likely to succeed and stay. Even before GenAI, research showed that resumes offered a weak talent signal. Cognitive assessments and structured interviews, by contrast, are up to 4x more predictive of job success than resumes. But today, with GenAI that gap is likely even wider. Why? With GenAI, candidates can instantly craft a customized resume for every job they apply to. Pair that with job application automation tools, and it’s easier than ever to apply to hundreds of jobs in seconds. As a result, the predictive value of a resume—already low—is likely now even less reliable. That’s why assessments and structured interviews are more critical than ever. Not only do they produce a high talent signal, but they also offer a new and powerful indicator: the 🛜 Candidate Intent Signal 🛜. How? Because they introduce just enough friction—as little as 5 minutes—to act as a filter. Candidates who take the time to complete them tend to be more informed, more engaged, and more genuinely interested. They're not just clicking "apply" because they can—they’re applying because they want the job. The result: a shift from low talent signal, low intent applications to a pipeline rich with high talent signal , high intent candidates (see attached graphic). In a world full of noise, the right signals matter more than ever.

By FAR the most common theme that comes up in conversations with #EnterpriseHR teams about employment testing these days is test security and candidate integrity. The rise of #AI is exciting, but also opens the door for exploitation when it comes to pre-employment assessments. It's such a valid concern. It's also the reason why it's such an exciting time to leverage Criteria Corp. Criteria’s new proctoring solutions are designed to give hiring teams the extra assurance they need to make confident, informed decisions without compromising the candidate experience. Whether you're hiring at scale or for high-stakes roles, our flexible proctoring options—including image capture, image analysis, screen/audio sampling, and ID verification—help ensure the authenticity and integrity of every assessment. ✅ Compatible across all devices ✅ Transparent, in-depth reporting ✅ Designed to be secure, simple, and scalable Because when you trust your data, you can trust your decisions. https://lnkd.in/gabr7WRC #HiringConfidence #Proctoring #AssessmentIntegrity #TalentAcquisition #HRLeadership #FutureOfWork #HRTech

I used to trudge up the stairs into the weird loft of our office to dig through unlabeled boxes for giveaways. Pens. Notepads. Stress balls. T-shirts in random sizes. Half the time it was just me trying to find enough decent-looking swag from this decade for an event table. The other half, it was coworkers asking if I could sneak them an extra logoed t-shirt in their size because ordering from our messy, confusing swag store meant paying way too much for something we already had piles of… if I could find them. That was the reality of “company swag.” Shelves full of wasted money. And it’s why I’m so excited about this launch: Compt x Snappy. Fully customizable company stores. Made-to-order, no inventory required. Automated gifting for new hires, birthdays, and anniversaries. Powered by stipends!! No more boxes. No more garages doubling as storage units. No more wasted budget. Just branded gear employees choose themselves. Yay! Click my special link so I get more page views than my coworkers :P https://lnkd.in/erGtdPAY

I’ve been quietly tinkering with something new at Compt. And customers are already launching with it. 👀 Our new Company Swag Store (powered by Snappy) gives companies fully customizable, on-demand swag stores that employees actually want to use. I’ve already seen: 1️⃣ New hire welcome swag moved to autopilot 2️⃣ Birthday and anniversary gifts completely automated 3️⃣ Uniforms — without bulk orders or inventory headaches It’s flexible, it’s automated, and it takes a painful HR process off their plate. Nobody wants to be collecting people's sizes and addresses to mail things out. Excited to see how more teams bring it to life! Take a look: https://lnkd.in/e3wVrEiR