LinkedIn thought leader ad examples

"𝘏𝘦𝘵 𝘭𝘰𝘰𝘱𝘵 𝘩𝘢𝘳𝘵𝘴𝘵𝘪𝘬𝘬𝘦 𝘨𝘰𝘦𝘥 𝘫𝘰𝘩", sprak de business partner. "𝘞𝘢𝘢𝘳 𝘻𝘪𝘦 𝘫𝘦 𝘥𝘢𝘯 𝘥𝘢𝘯 𝘢𝘢𝘯?", vroeg ik. 𝙎𝙩𝙞𝙡𝙩𝙚. 🦗 "𝘕𝘰𝘶… 𝘥𝘦 𝘯𝘪𝘦𝘶𝘸𝘦 𝘮𝘦𝘯𝘴𝘦𝘯 𝘭𝘪𝘫𝘬𝘦𝘯 𝘵𝘦𝘷𝘳𝘦𝘥𝘦𝘯. 𝘔𝘢𝘯𝘢𝘨𝘦𝘳𝘴 𝘬𝘭𝘢𝘨𝘦𝘯 𝘯𝘪𝘦𝘵." 🥁 Dit is het moment waarop ROI-discussies stuklopen. Het moment dat tevredenheid het bewijs wordt. Begrijp me niet verkeerd, een sfeerimpressie is absoluut belangrijk, want het zegt iets over je cultuur. Maar, het houdt geen stand in een budgetronde. De HR-directies die hun onboardingbudget elk jaar veilig stellen, doen één ding anders: ze hebben hun meetpunten al klaar staan vóór iemand erom vraagt. 𝗭𝗲 𝗯𝗲𝗿𝗲𝗶𝗱𝗲𝗻 𝗱𝗲 𝘃𝗼𝗹𝗴𝗲𝗻𝗱𝗲 𝟯 𝗽𝘂𝗻𝘁𝗲𝗻 𝘃𝗼𝗼𝗿: 1. Hoe snel zijn nieuwe medewerkers zelfstandig productief? 2. Wie vertrekt binnen 12 maanden, en vanuit welke afdeling? 3. Hoe staan de nieuwe medewerker en manager ervoor op dag 90? Eén kwartaal data is al meer dan de meeste organisaties hebben. "Het loopt goed" is fijn om te horen. Alleen dit is je argument 👆.

𝗦𝗹𝗲𝗰𝗵𝘁 𝗻𝗶𝗲𝘂𝘄𝘀: je moet één van de twee opgeven. De taart, de ballonnen, de welkomstlunch. Of de check-ins, de 1-op-1s, de "hoe gaat het écht" gesprekken op dag 60. 🎯 Vrijdagdilemma. Geïnspireerd op het Dilemma op Dinsdag.

We played a game of true or false where we tackled some of the biggest questions about customer intelligence, buying groups, and the signals that actually matter in B2B marketing. (Still waiting on the data proving matching outfits improve performance 😄).

Nothing compliments a latte like new research. We at The B2B Institute recently released The Credibility Code, where we dove into what actually motivates people to make buying decisions in B2B. The answer is credibility. Because awareness is only one part of the puzzle, buyers want to know you’re a trust, reputable partner. Read more in our research to learn how you can build that credibility in your work. https://lnkd.in/g9fhqjs6

Minnesota’s Department of Labor audited 19 construction projects over 3 years and recovered $1.28 million in back wages. I wrote about why this happens in Construction Business Owner Magazine & Digital Media. Stories like this often get framed as bad actors, and sometimes they are. But in construction, a lot of these failures start somewhere far less dramatic. I’ve seen it time and time again: five or six disconnected back-office systems held together by Excel spreadsheets, creating gaps that are all too easy to overlook. This needs to change. Contractors spend a lot of time thinking about risk in the field, from cranes and safety to weather and jobsite conditions, and rightfully so. But the risk sitting inside the back office gets far less attention, and that’s a mistake. Catastrophic risk in construction doesn’t always look dramatic. Sometimes it looks like a spreadsheet no one questioned. Read the full piece here: https://lnkd.in/eqwaXeRR

Every HR and internal comms team is being asked to use more AI. Here's what that looks like in practice: We just launched the AI-native employee hub, the newest part of EXOS, our Employee Experience Operating System. → Start with one thing: a benefits hub, a career compass for internal mobility, an HR agent, a referrals portal, a recognition platform → Run it by chatting, from the hub or from the AI you already use, like Claude, ChatGPT or Microsoft Copilot → Your employees chat too, and get answers in their own language → It connects to your HR systems, reaches people on the channels they already use, and shows who opened it, who acted, and who still needs a nudge No new vendor. No new login. Employees always get somewhere to land, a reason to come back, while you get the proof it's working. Get early access: changeenginelabs.ai

Voor mij stopt een succesvolle plaatsing niet op de eerste werkdag. De juiste persoon op de juiste plek krijgen is belangrijk. Maar duurzaam succes vraagt ook om aandacht voor wat iemand nodig heeft om zich thuis te voelen en verder te ontwikkelen binnen de organisatie. Daarom biedt ADJ naast executive search ook coaching, ontwikkelassessments en ontwikkelprogramma’s. Individueel of in teamverband brengen we talenten, drijfveren en ontwikkelvragen in kaart en vertalen we die naar concrete vervolgstappen. Zo ondersteunen we niet alleen de start in een nieuwe functie, maar ook de groei die daarna nodig is. Zie meer, kom verder https://lnkd.in/eBZrcC9s #ontwikkeling #assessment #coaching #ADJ

10 Headhunter gleichzeitig beauftragt. 20 passende Kandidaten im Markt. Wie oft wird wohl derselbe Mensch auf dieselbe Stelle angesprochen? Genau so entsteht verbrannte Erde. Die 1. Nachricht macht vielleicht neugierig. Bei der 5. ähnlichen Anfrage ist der Reiz weg. Irgendwann wird der Name des Arbeitgebers zum Grund, gar nicht mehr zu antworten. Und das Unternehmen zieht den Schluss: „Diese Leute gibt es einfach nicht mehr.“ Dabei hat es die wenigen passenden Menschen womöglich längst vergrault. Ein besserer Ansatz 👇 Gerade in extrem engen Märkten ist Aufmerksamkeit kostbar. Wer sie bekommt, braucht ein wirklich gutes Angebot und muss konkret vermitteln können, warum sich ein Wechsel lohnt. Was wird für diesen Menschen besser? Warum sollte er sich ausgerechnet für dich entscheiden? Wenn darauf keine überzeugende Antwort folgt, hilft auch der nächste Headhunter nicht. Solche Aufträge lehnen wir ab, wenn anschließend einfach alles genauso weitergehen soll. Die erste Ansprache ist eine Chance. Kein endlos erneuerbarer Rohstoff.

Manchmal ist Recruiting schon ein ziemlich absurder Job. Du bist für den Prozess verantwortlich, aber entscheiden dürfen offenbar alle anderen. Genau das ist einem meiner Ansprechpartner passiert. 😓 Wir hatten das Vorabbriefing für eine neue Zusammenarbeit bereits gemeinsam gemacht. Dann ging er in den Urlaub. Als er zurückkam, war die Entscheidung gefallen. Sein Chef hatte sich kurzerhand für einen anderen Anbieter entschieden. Kein gemeinsames Abwägen. Keine Rücksprache mit der Person, die den Recruiting-Prozess verantwortet. Kein: „Wie schätzt du das ein?“ Einfach: „Wir machen das jetzt anders.“ Und ich fürchte, einige Recruiter kennen genau dieses Gefühl. Man soll den Markt kennen. Die richtigen Kandidaten finden. Dienstleister steuern. Fachbereiche beraten. Für Geschwindigkeit und Qualität sorgen. Aber sobald eine wichtige Entscheidung ansteht, entscheiden plötzlich Menschen über Recruiting hinweg, die deutlich weiter weg vom täglichen Prozess sind. Und wenn es anschließend nicht funktioniert? Dann landet das Problem häufig wieder beim Recruiting. 🤡 Vielleicht liegt genau hier ein Teil des Problems. Recruiting bekommt Verantwortung, aber nicht immer die Entscheidungskompetenz, die zu dieser Verantwortung gehört. Wer Recruiting ernsthaft professionalisieren will, sollte Recruiter deshalb nicht nur „mitnehmen“ oder „anhören“. Er sollte sie entscheiden lassen. An alle Recruiter: Kennt ihr dieses Gefühl, für das Ergebnis verantwortlich zu sein, aber bei den entscheidenden Entscheidungen übergangen zu werden?

COMMUNITY MEETUP | 25 november AI levert bij steeds meer bureaus mooie dingen op. AI die alleen recruitment slimmer maakt, is een mooi begin. Het echte verschil ontstaat als AI je hele proces overziet: kandidaat, klant, opdracht en marge, samen op één veilig platform zoals Salesforce. Dan helpt AI je niet alleen sneller plaatsen, maar stuurt het ook op rendement, compliance en groei. Hoe je daar met visie en regie naartoe werkt, bespreken we in Nieuwegein met een interessante line-up aan experts en een selecte groep bureaus in detachering, werving & selectie en brokering/MSP. Vanuit Byner geloven we dat je hier samen sneller komt. Daarom willen we kennis delen en organisaties en experts met elkaar verbinden. Ben jij er ook mee bezig? Je bent welkom, Byner-klant of niet. https://lnkd.in/ev9HikfY

Miten tukea muualta Suomeen muuttaneita sote-ammattilaisia lääkeluvan suorittamisessa? Lääkehoidon osaaminen edellyttää myös vahvaa ammatillista kielitaitoa. Suomen kieli voi sujua jo hyvin päivittäisessä työssä, mutta lääkehoidon erityissanasto, kirjalliset ohjeet ja lääkelupatestin kieli voivat silti tuottaa haasteita. Olemme järjestäneet Lääke-suomi-kielikoulutusta aiemmin työnantajien omille ryhmille. Nyt avasimme koulutuksen ensimmäistä kertaa myös yksittäisille osallistujille, ja ensimmäinen ryhmä täyttyi huomattavasti odotettua nopeammin. Kysynnän vuoksi olemme avanneet jo kaksi uutta ryhmää! Yhdeksän viikon koulutuksessa harjoitellaan suomea lääkehoidon käytännön tilanteiden kautta. Sisältöihin kuuluvat muun muassa: ✅ Lääkehoidon keskeinen sanasto ja käsitteet ✅ Lääkelistojen, lääketietojen ja ohjeiden lukeminen ja ymmärtäminen ✅ Lääkkeiden käsittelyyn, säilytykseen, annosteluun ja antamiseen liittyvä kieli ✅ Lääkkeiden vaikutusten seuranta ja erityistilanteet ✅ Lääkelaskuissa ja lääkelupatestissä tarvittavan suomen kielen ymmärtäminen Selkeä viestintä lääkehoidon tilanteissa Koulutus tukee lääkeluvan suorittamista kielen näkökulmasta. Kyseessä on siis kielikoulutus, ei varsinainen lääkelupakoulutus tai -testi. Kouluttajana toimii Marjaana Asikainen, jolla on taustaa sekä suomen kielen opetuksesta että farmasian alalta. Opetuksessa yhdistyvät kielipedagoginen osaaminen ja lääkehoidon käytännön työtilanteiden tuntemus. Työnantajille halusimme tehdä osallistumisesta mahdollisimman helppoa. Oman koulutusryhmän tilaamisen sijaan mukaan voi nyt ilmoittaa myös yksittäisiä työntekijöitä. Koulutus toteutetaan verkossa yhdeksänä 90 minuutin opetuskertana. Vuorotyön huomioimiseksi osallistujat voivat valita viikoittain kahdesta opetusajasta, ja kaikki oppitunnit tallennetaan. Koulutus on suunnattu Suomessa oleville sote-ammattilaisille, joiden suomen kielen taito on vähintään tasolla A2.2 ja jotka pystyvät seuraamaan suomenkielistä opetusta. Seuraava ryhmä aloittaa marraskuun alussa, ja muutamia paikkoja on vielä vapaana. Ilmoittautua voi myös tuleviin ryhmiin. 👉 Tutustu koulutukseen ja ilmoita työntekijä mukaan: https://lnkd.in/dvxjmeYt #LääkeSuomi #Kielikoulutus #Lääkehoito #Sote #KansainvälisetOsaajat

🇫🇮 Working in healthcare in Finland but still need to complete your lääkelupa? Our next course starts in early November, and a few places are still available 🏃♀️➡️ Our Lääke-suomi course helps you strengthen your Finnish for medication-related situations at work, prepare for the lääkelupa exam, and take an important step towards new job opportunities and career development in Finland. Our first group filled up much faster than expected, so we've opened two more groups! 🎉 Here's what you get: 💊 9 weeks of online lessons with a teacher who has expertise in both pharmacy and Finnish language teaching 💬 Practical Finnish for medication-related communication at work 📅 Flexible lessons: choose between Monday 10:00–11:30 or Tuesday 15:00–16:30 each week 🎥 Recordings of every lesson, so you can also study around your work shifts 💙 The course is designed for international healthcare professionals in Finland who want to take the next step in their professional language skills. Please note that this is not a beginner's course. You should already have Finnish language skills at level A2.2 or higher and be able to follow instructions in Finnish. And don't worry if this group fills up before you get a place. Sign up anyway! We'll be opening more courses for those on the waiting list. 👉 Read more and sign up here: https://lnkd.in/dvxjmeYt 💡 💡 Did you know? Some employers may be able to support their employees' professional development by covering training costs. If you're interested in joining the course, you can also check whether your workplace offers such support for additional training. Employers can also enrol individual employees directly. There's no need to organise a full group.

41 kandidater i databasen Og 2 nye medarbejdere ansat 🙏 Vi har afsluttet en mini-rekruttering på en controllerprofil i København, og jeg synes egentlig, tallene fortæller meget godt, hvordan sådan en proces kan se ud ➡️ Vi startede med 41 kandidater i vores database, ved første gennemgang i databasen ➡️ 25 var ikke relevante for den konkrete stilling, da vi begyndte at arbejde med hver enkelt kandidats kompetencer ➡️ 7 ønskede ikke at gå videre med muligheden ➡️ 9 var interesserede i stillingen ➡️ Herfra præsenterede vi 4 kandidater for kunden Normalt vil vi præsentere 3 kandidater i en mini-rekruttering, men undervejs fik vi en indikation af, at der muligvis kunne blive brug for to profiler. Derfor valgte vi at tage én ekstra kandidat med Det endte med, at 2 kandidater blev ansat Nogle gange handler det om at kende markedet, have de rigtige kandidater tæt på og være skarp på, hvem der faktisk giver mening at tage videre Og så selvfølgelig være klar til at justere undervejs, når behovet ændrer sig. I sådan et her forløb har vi tæt kontakt med kunden, så vi hele tiden justerer så der kun bliver præsenteret kandidater der er rette match.

🚨 Be careful with these profiles! Maybe you’ve come across one of these almost perfect applications: Great resume. Matches all your requirements. Great experience at great companies. Then you check LinkedIn: → LinkedIn matches the resume → Profile is 5+ years old → Experience at FAANG companies → LinkedIn verified by company, university, or ID So… what’s wrong? Nothing is wrong with the LinkedIn profile. It’s actually real. 𝐓𝐡𝐞 𝐩𝐫𝐨𝐛𝐥𝐞𝐦 𝐢𝐬 𝐭𝐡𝐚𝐭 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐞𝐥𝐬𝐞 𝐢𝐬 𝐮𝐬𝐢𝐧𝐠 𝐭𝐡𝐚𝐭 𝐩𝐞𝐫𝐬𝐨𝐧’𝐬 𝐩𝐫𝐨𝐟𝐢𝐥𝐞 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐚 𝐫𝐞𝐬𝐮𝐦𝐞 𝐚𝐧𝐝 𝐚𝐩𝐩𝐥𝐲 𝐟𝐨𝐫 𝐣𝐨𝐛𝐬 𝐮𝐧𝐝𝐞𝐫 𝐭𝐡𝐞𝐢𝐫 𝐢𝐝𝐞𝐧𝐭𝐢𝐭𝐲. And because the real LinkedIn profile doesn’t have a picture, the impersonator can potentially make it all the way to the first interview without raising an obvious visual red flag. In the video, you can see that the real owner of this profile has even added a warning saying that he’s not currently applying for jobs. The good news? We’ve developed new controls at Brainner to detect this type of impersonation during the application review stage, and fully integrated with your ATS Before you waste time interviewing the wrong person. ;)

𝗜𝗻𝘁𝗿𝗼𝗱𝘂𝗰𝗶𝗻𝗴 𝗼𝘂𝗿 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗘𝗻𝗿𝗶𝗰𝗵𝗺𝗲𝗻𝘁 𝗮𝗴𝗲𝗻𝘁: 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿'𝘀 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗼𝗳 𝗲𝗮𝗰𝗵 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲'𝘀 𝗽𝗮𝘀𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀. 🏢 Brainner now automatically pulls detailed context on every past employer on a candidate's CV, and uses it in the analysis: 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆, 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘀𝗶𝘇𝗲, 𝗳𝘂𝗻𝗱𝗶𝗻𝗴 𝗿𝗼𝘂𝗻𝗱𝘀, 𝗛𝗤, 𝘆𝗲𝗮𝗿 𝗳𝗼𝘂𝗻𝗱𝗲𝗱, 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗱𝗲𝘁𝗮𝗶𝗹𝘀, 𝗮𝗻𝗱 𝗿𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝗻𝗲𝘄𝘀. 🎯 Define requirements that go beyond the resume itself. "𝗦𝗲𝗿𝗶𝗲𝘀 𝗕 𝗼𝗿 𝗹𝗮𝘁𝗲𝗿 𝘀𝘁𝗮𝗿𝘁𝘂𝗽," "𝟱𝟬𝟬+ 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀," "𝗵𝗲𝗮𝗹𝘁𝗵𝗰𝗮𝗿𝗲 𝗼𝗿 𝗳𝗶𝗻𝘁𝗲𝗰𝗵 𝗯𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱," "𝗺𝗶𝗱-𝗺𝗮𝗿𝗸𝗲𝘁 𝗼𝗿 𝗲𝗻𝘁𝗲𝗿𝗽𝗿𝗶𝘀𝗲 𝗦𝗮𝗮𝗦." 🔎 Every conclusion is linked back to the source behind it. 𝗢𝗻𝗲 𝗰𝗹𝗶𝗰𝗸 𝘁𝗮𝗸𝗲𝘀 𝘆𝗼𝘂 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗲𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻 𝘁𝗼 𝘁𝗵𝗲 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲, with no manual verification needed. ⚡ The agent only runs when a requirement actually needs it, so 𝗮𝗻𝗮𝗹𝘆𝘀𝗶𝘀 𝘀𝘁𝗮𝘆𝘀 𝗳𝗮𝘀𝘁. Instead of doing manual research on every company on every CV, the context is within the resume. 𝗧𝗵𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘀𝗲𝘁𝘀 𝘁𝗵𝗲 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲𝘀 𝘁𝗵𝗲 𝗰𝗮𝗹𝗹. 𝗕𝗿𝗮𝗶𝗻𝗻𝗲𝗿 𝗱𝗼𝗲𝘀 𝘁𝗵𝗲 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗶𝗻 𝗯𝗲𝘁𝘄𝗲𝗲𝗻. Available on Business and Enterprise plans. Walkthrough below. 👇

owocowe czwartki, różowe piątki i lemoniadowe soboty nie odpowiadają już na potrzeby „benefitowe” pracowników? 🥹 a jeśli odpowiadają, czy to obniża presję płacową?🤞 a przede wszystkim - jak to się ma do realnej efektywności działań pracowników? 💙 o tym porozmawiamy podczas kolejnego webinaru Benefit Systems SA MyBenefit - z cyklu „WIEMY TO!” 🤗 widzimy się na żywo już 3 listopada o 10:00 🔥 by razem z Agnieszka Lepsik-Smolarek , Rafał Izydorzak i Maja Gojtowska oraz z Wami - w modelu ciągłego QA - porozmawiać na konkretnych przykładach wdrożeń i rozwiązań. Zapraszamy serdecznie z Katarzyna Wieczorek Sylwia Z. & Team Benefita! 📧link do rejestracji ➡️ https://bit.ly/3TZ1wr5

Your AI agents are already talking to your employees. They answer questions about leave, accommodations, workplace safety, pay, and harassment reports, and some are starting to talk to your customers, and many of them went live after a quick check for accuracy and tone. But what happens when an employee is upset, when a manager pushes back, or a question is really a hard one to answer requiring empathy and human judgement? That's the gap I think about every day. Here's what I believe. The winners won't be the most automated. They'll be the ones who get their people ready and hold their AI to the same standards of conduct they hold their people. Here's the uncomfortable truth about agents. They don't fail on the easy questions, they fail under pressure, on the edge cases no policy script anticipated, and most teams never find out until an employee or a customer does. That's exactly what Cornerstone Agent Ready™, which Cornerstone OnDemand is announcing today, is built to catch. It holds AI agents to the same standards of conduct as your people, testing them against hundreds of realistic, difficult conversations to show where their judgment holds and where it breaks, turning those gaps into fixes your engineers can act on, and continuously retesting as policies and models evolve. Responsible AI isn't a checklist for us, it's a design tenet, and we build for humans first. DM me to chat and read our blog - https://lnkd.in/g8ZAbyjd #AgenticAI #ResponsibleAI #CornerstoneWorkforceAI #WorkforceReadiness

𝗩𝗮𝗰𝗮𝘁𝘂𝗿𝗲: 𝗧𝗲𝗮𝗺𝗺𝗮𝗻𝗮𝗴𝗲𝗿 𝗪𝗲𝗹𝘇𝗶𝗷𝗻 & 𝗪𝗺𝗼 - 𝗚𝗲𝗺𝗲𝗲𝗻𝘁𝗲 𝗭𝘂𝘁𝗽𝗵𝗲𝗻 Voor de Gemeente Zutphen zoeken wij een Teammanager Welzijn & Wmo die stevig in zijn of haar schoenen staat, politiek-bestuurlijk sensitief is en met een integrale blik verder bouwt aan het sociaal domein. 𝗪𝗮𝘁 𝗴𝗮 𝗷𝗲 𝗱𝗼𝗲𝗻? Je geeft leiding aan een ervaren team van ongeveer 35 professionals en werkt aan de beweging naar Sterke Wijken, waarin ondersteuning dichter bij inwoners wordt georganiseerd. Je versterkt de samenwerking tussen beleid en uitvoering, brengt samenhang aan binnen het sociaal domein en werkt met collegas en partners aan toekomstbestendige ondersteuning. Daarbij houd je oog voor de kwaliteit en betaalbaarheid van de Wmo. Ben jij een verbindende teammanager die richting geeft, professionals de ruimte biedt en weet hoe je beleid en uitvoering dichter bij elkaar brengt? En meer weten over deze mooie functie? Stuur mij gerust een 𝗯𝗲𝗿𝗶𝗰𝗵𝘁 𝘃𝗶𝗮 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗼𝗳 𝗪𝗵𝗮𝘁𝘀𝗔𝗽𝗽 06 25 05 87 21 Bekijk de vacature en solliciteer via deze link: https://bit.ly/4i9GBuK #vacature #teammanager #sociaaldomein #wmo #gemeentezutphen

The UK is making moves. And I am here for it. Going into 2026, 84% of UK leaders surveyed by BambooHR were optimistic about their company’s growth prospects - the highest of the four countries surveyed. There’s no denying the uncertainty businesses are navigating today, but that appetite for growth is encouraging. Let’s go UK! 🇬🇧 BambooHR’s research covered 780 senior decision-makers across the UK, US, Canada and Australia. And it’s the results here on my home turf that caught my eye: 40% of UK organisations feel highly confident in their ability to expand globally - that’s nearly double our peer markets - and 14% describe themselves as being in ‘aggressive growth mode’. So what’s driving this positivity? The simple answer is ambition. UK leaders are treating international hiring and tech investment as key accelerators to driving top-line revenue. Rather than playing it cautious, they’re leaning into R&D, adopting AI, and scaling onboarding across borders to secure top talent. By acting on their ambitions, they’re not simply responding to growth, but manifesting it. They are making way for expansion by having the right systems, compliance frameworks, and HR tech in place. Ambition gets you started, but preparedness turns that optimism into sustainable growth. And the UK is nailing that balance right now. Read the full analysis of the UK Employment Outlook here: https://lnkd.in/e6TVXE8h

🦉 Before you order from Just-Eat… have a look in the fridge. 😂 Talent Acquisition is no different. Why are we often better at finding a stranger on the market than someone already in our world? Your CRM should be your first port of call. Not your last resort. But that only happens when the tech is right AND the behaviour changes. 👀 This is where Loxo comes in. ✅ A self-updating CRM that tracks and verifies changes, keeping your database relevant and giving you confidence in the data. 🔎 Search beyond the obvious. Profiles, CVs, interview notes, meeting notes and the wider candidate record. Less-than-perfect data capture shouldn't mean the perfect candidate gets missed. 🏷️ Build your own talent intelligence. Goes without saying..bespoke tags, skill codes and lists to organise the people who matter. 🌱 Nurture the pipeline. Re-engage silver medallists, keep emerging talent communities warm and reach out when the right opportunity lands. The people you need might already be in your database. The second-choice candidate from six months ago might now be the first choice. The person you met last year might be perfect for the role you've just opened. But only if you can find them. Trust the data. Build the habit of looking internally before looking externally. The shift? Make your CRM the starting point of the process, not the place you update after you've already gone somewhere else. Because finding a stranger shouldn't be easier than finding someone in your world. 🦉 Sean Kennedy #Loxo #Recruitment #TalentIntelligence #CRM #TalentAcquisition #RecruitmentTechnology #CandidateExperience

🚀 The next generation of HR teams won’t fill forms. They’ll design workflows. For decades, HR has been buried in admin — collecting data, pushing papers, chasing approvals. Every new tool promised to save time… but most just moved the manual work into prettier screens. ✨ What’s changing now is 'agency'. AI and no-code platforms mean HR can finally 'design' how work happens — without waiting for IT. 📌 Example: An HR manager can now build a benefits request flow in minutes — the employee submits a gym receipt, AI validates the policy, and if it checks out, the system approves it automatically. No tickets. No forms. No waiting. 🎯 The shift is profound: HR moves from being process 'participants' to 'process architects'. They’re not pushing buttons — they’re designing how people, AI, and data interact. And when that happens? Employee experience stops being a slogan. It becomes the operating system of the company. 💡 The future belongs to teams who treat AI as fabric, not a feature. And to HR leaders who stop managing tasks — and start designing systems. #HRTech #AI #Automation #EmployeeExperience #ProcessDesign

When people say "AI agent" they are usually talking about one of these three things, and a fourth is arriving. The first is the one you talk to. ChatGPT, Claude, Gemini, Copilot, Grok. Most of us use one or two of these every day. Blank page, you type, it answers. The second is the vertical tool. Lovable builds your app. Gamma builds your deck. Suno makes the music, Synthesia the video. Each one is an agent that has learned one job very well without much more than a simple prompt as context from you. The third is the one inside the company. It knows who is asking, where they work and what they are trying to do, because the organisation has given it context. This is where every company I talk to is heading, and it is where we spend our days: an HR operator describes a process, and the agent builds a workflow that runs the same way every time, with judgment calls handed to an agent or a person where they belong. This requires a lot of context from the user - but once the context is in, it can actually provide so much more value. The fourth is what xAI launched last month with Grok Bot. Their argument: if you hired a new teammate you would not install them on your laptop and hand over your logins. You would give them their own computer and their own access, and you would give them jobs. I think they are right about the direction, even if the first version is rough. Today most agents log in as you. They act as you, with everything you can touch. That has always felt strange to me. An agent doing real work in a company should be more like an employee than a browser extension: its own identity, its own permissions, its own audit trail, and a manager who can see what it did. That is the direction we are building towards as well, so I am watching Grok closely (didn't even get to mention Instinct, but it feels like a simple out of the box version of Hermes/Openclaw that is going viral because it's invite only). How does your company give agents access today? As you, or as themselves? (And if you get what i'm actually talking about and could share thoughts about it in a conversation about what you have tried and tested, we are hiring. Roles in the first comment.)

Een assessment geeft ons geen simpel ja of nee. Het helpt ons om het goede gesprek te voeren. Met selectie- en ontwikkelassessments krijgen we meer zicht op talenten, motivatie, gedrag en ontwikkelpotentieel. Die inzichten combineren we altijd met persoonlijke gesprekken, de context van de organisatie en de opgave die voorligt. Het assessment vervangt het menselijke oordeel niet, maar verdiept het. Het helpt om aannames te toetsen, kwaliteiten scherper te benoemen en mogelijke ontwikkelpunten bespreekbaar te maken. Zo ontstaan beter onderbouwde keuzes én een concreet vertrekpunt voor verdere ontwikkeling. Zie meer, kom verder https://lnkd.in/eDcn6k2H #assessment #ontwikkeling #ADJ

Every SAP AE eventually hits the same wall: They're juggling thousands of partners, oh, and their own product of course. Then a customer shows up with one very specific problem, and it's hard to connect that problem to a sea of partners that all sound the same. Worse, an AE who brings in the wrong one might find out three months later it's stepping on SAP's own roadmap. That's the moment I want CSMs and AEs to have a clean answer for. Employee Central knows who you are. SuccessFactors Learning knows what you've completed. Talent Intelligence Hub understands your skills. AG5 Skills Management Software verifies whether you're qualified and meet the requirements to do the work on the floor. Seen side by side, each one has its own job. AG5 takes what SAP SuccessFactors already knows about someone all the way onto the floor. If you’re an SAP AE or CSM and want that side-by-side for your next customer conversation, here’s where AG5 fits: https://lnkd.in/ea5nfN9C