Kharalis

A lot being mentioned today at the Cornerstone OnDemand Connect Live tour in Milano. #skills, #ai, #augmentedlearning Great being here with my team: Rossella Di Giovanni, Claudio Dambra, Enrica Giambruno, Giulia Pitzalis. We at Kharalis have worked with Cornerstone for many years, as consultants but also as clients, so we have lots of experience with their solutions. Get in touch if you need help. Thanks Vincent Belliveau, Marc Altimiras, Matt Goldberg, Federico Francini, Antonio Nisco, Sergio Serafin, Francesco Giordano, Fabrizio Siffredi, Marina Vestita, Marie Josee Couturier, Sergio Sotelo Vivono, Willem van 't Noordende, Pablo Sánchez González, Lavinia Menicucci. Also great meeting old friends: Lisa Pilati, Laura Neamtu, Franco Gementi, Massimiliano PISANESCHI, Francesca Bonfiglio. #CSODConnect2024 #cornerstoneondemand #kharalis #landd #talentmanagement #learning

Here we are! Kharalis' team walking around the Learning Technologies Exhibition & Conference. as usual, great to see what's going on but most of all seeing friendly faces.

🥳 Get ready to celebrate with us! This year marks a monumental milestone — 25 incredible years of Learning Technologies! 🎉 From our humble beginnings as an IT training show, we've evolved into a groundbreaking event that has transformed the landscape of workplace learning. It's been an incredible journey, and we can't wait to share all the unforgettable moments and highlights that have shaped our legacy. Stay tuned as we share all the memories made at Learning Technologies, and look forward to the next 25 years! 🎊 #LT24UK #LT #LearningTechnologies #LnD #Celebrate

L’uomo nell’età della tecnica – Umberto Galimberti apre le danze oggi a “Il Convivio - strategie e strumenti per l’HR - Il futuro del lavoro. Kharalis è qui, è presente e sempre di più accompagna le aziende nelle scelte strategiche aziendali, accompagnando temi HR sul futuro del lavoro in maniera consapevole, portando conoscenza facendo ponte tra teoria e pratica con soluzioni tecnologiche all’avanguardia.

Have you ever tried a long distance relationship? I tried once, it didn’t work. What I didn’t know then that I do now, is that long distance requires work. All relationships do. But long distance requires a different type and intensiveness of work. And I’m not just talking about personal relationships. Work is no different in this aspect. Luckily (for me personally 😊), employers are realizing that now. Companies have understood what it takes to make a remote employee succeed and are implementing those strategies day-in day-out, and let me tell you first hand, it works! And yes, spoiler alert, I am writing all this from personal experience. With the Covid outbreak back in 2020 I, like many others, decided to go back home. I didn’t necessarily think of the toll that would take on my career. Having built a career in international companies and having worked abroad for most of that time, coming back wasn’t as easy and smooth as I initially thought. I felt like I didn’t fit in with the local work culture. So I had a couple of local jobs but I knew in my mind that they couldn’t last, that we weren’t meant for each other, that none of the parties were willing or able to make the necessary compromises to make this work. Finally luck struck and the right opportunity found me. In Kharalis I know I am maximizing my time by working in my own timezone, from home, meeting with my team mates virtually whenever we feel the need. All this while also having the freedom to spend the quality time with my daughter that allows me to dedicate myself 100% and give my all to my number one task: being a mom. This In turn, allows me the same freedom and drive to give my all to my second priority: work. By broadening your talent remotely, not only candidates pool grow exponentially, but also applicants finally have a fair chance at their field without having to make too many compromises to fit in with a company, just because it’s close by. An additional clear benefit of remote working is the oh so coveted flexibility and work-life balance that has become so important for the latest generations of talent. Of course it is still important to recognize the very basic human need of belonging and being part of a team, so not everything should be this open and flexible. As we navigate this new era of work, resources like the Journal of Business and Financial Affairs – "The Future of Work: Adapting to Remote and Hybrid Work Models in a Digital Age" and @Business News Daily – “How to Manage a Remote Workforce" offer valuable insights to guide organizations in this transformative journey. At Kharalis, we stand ready to assist in navigating these changes and refining talent management strategies to optimize the adoption of remote work. Let's together embrace this future of work—a future that transcends boundaries and nurtures a workforce capable of achieving remarkable success. #remotework #remotehiring #worklifebalance #futureofwork #remoteworkforcemanagement

We all have either used or heard the phrase “it’s not you, it’s me” at some point in our personal lives. The success to any relationship, personal or professional, is dependent on so many variables. Most can’t be predicted, but there’s quite a few that can. The correct matching of skills between the hired candidate and the job to be performed can have a very similar impact as that of finding a compatible partner in life. Let me tell you about my own experience. After a decade working in my field, I was sure I could be considered an expert in it and therefore an asset to any employer of mine and I knew the value I would bring to my customers. But all that confidence washed away in less than a year experience in a role that was simply not for me. On paper it all seemed perfectly compatible, almost as Cinderella and Prince Charming, or Shrek and Fiona if that’s your preference. But in fact it turned out that the actual job I was hired to do required me to have and/or want to develop additional skills I never had or was remotely interested in having. And the worst part was, my actual skills and experience never even had the possibility to be used and displayed. At the beginning I thought it was a matter of going through an adjustment period, however, as time went by my confidence started diminishing. I suddenly found myself questioning my own abilities, my experience, my value. I was also left to believe that the fault was all mine, that I should be performing differently, better. Eventually this job came to an inevitable end and it was only a few months later that I realized it wasn’t me! The problem was, simply, that I have been hired based on my background and flashy experience only, but the compatibility between my actual skills and the ones the role I was hired to do required, was non-existent. Luckily not long after, I was recruited by the amazing Roberto Figus at Kharalis, and it didn’t take long for my confidence to be restored as I am finally able to showcase my skills and bring the value I know I can bring to both the company and my customers. For companies navigating today's competitive landscape, adopting a Skills-Based Hiring strategy is not just a recommendation but a necessity. As highlighted in Roy Maurer's article for SHRM, "Skills-Based Hiring Requires Commitment to Change." This approach may demand a shift in traditional recruiting methods, but the rewards are abundant. The study conducted by the Boston Consulting Group (BCG) Consulting Group “Competence over Credentials: The Rise of Skills-Based Hiring” illuminates the benefits of this approach: hires based on skills exhibit greater loyalty, contributing to lengthier tenures within organizations. In conclusion, a commitment to skills-based hiring isn't just a recruitment strategy; it's an investment in long-term success and mutual fulfillment. Embrace this paradigm shift, and watch as both your mental health and career flourish in synchrony.