komoot’s Post

In all my research on team building, I've heard a lot of people say "team building is only fun if you have a fun team." Which I think brings up a very significant point about remote work - who you hire is hugely important. Of course, that's true in hybrid and in-office too. But when everyone's spread out over the world, building a positive company culture is near impossible with a group that doesn't jive. Remote hiring managers need to pay as much attention to candidate's attitudes, values, and personality as they do their experience and skills. So, if your doing team building activities and hating every second of it, it might be time to take a look at type of team you're creating. #teambuilding #hr #hiring #managers

Crafting a Global Workforce with PerceptionBox 🚀 In the era of remote work, the world becomes your talent pool, and PerceptionBox is your gateway to unlocking global potential! 🌍✨ 🔗 Seamless Access to Global Talent: PerceptionBox reshapes the way you hire by providing seamless access to a diverse and skilled global talent pool. 💡 Innovation Knows No Boundaries: By embracing remote hiring with PerceptionBox, your business transcends borders and embraces innovation without limits. Diverse perspectives foster creativity, propelling your company into new realms of success. 🌎 Cultivating a Global Mindset: With PerceptionBox, it's not just about hiring talent; it's about fostering a global mindset within your company culture. Embrace diversity, encourage collaboration across borders, and watch your business thrive on the world stage. Join PerceptionBox in breaking down barriers and building a workforce that knows no boundaries.

We've all heard that "if you are a remote-first company then you can hire the best talent in the world as you are not geographically constrained on whom you can hire." Totally makes sense, until you actually put it into practice. In recent weeks I've heard more than a little pushback on this notion from those who actually tried to put it into practice. Now, maybe they did it wrong, or maybe this overgeneralization doesn't actually work for most companies when attempted in the real world. Here are a few of the comments that I heard. - Getting the best talent in the world doesn't work out when that talent leaves after 9 months for a similar position that increased their pay by 15%. - If we have a superstar that no one can learn from or collaborate with because they are in a different time zone, are they really an integral part of the team? I want a team, not a bunch of individuals doing their own thing. - We've seen most of our remote employees leave in the 12 - 18 month range. Most got more money from other companies, but the bigger issue is that no one really had any connections within the organization. They felt like they were just doing a job vs. feeling a part of something bigger. Again, I understand the reasoning behind hiring the best talent in the world vs. the best talent within a 30-mile radius. Am I not saying that it can't be done well? I've seen it firsthand with several friends. The common thread, at least amongst my friends, was that these roles were very specialized, and hard to find that specific talent anywhere, let alone within a 30-mile radius. Plus, these leaders were very, very intentional with fostering cadences of time together virtually and in person. My point is this. The majority of companies are not hiring for a very specialized set of talents so finding the right talent in a 30-mile radius is very possible. Having a workforce that is close to the office allows for seeing each other on a regular cadence. Regular time together grows culture, friendships, and most importantly connections. These are more important than finding a person that might be slightly better but is never around the team. Thoughts?

"In our own company, we have experienced that [Employee Resource Groups] are not just extracurricular activities but essential components of an organization, fostering trust through meaningful opportunities of learning and connection." 💡 At Salsify, ERGs are the heartbeat of our company culture, creating connections across teams and identities, and driving innovation. In this article from HR Daily Advisor, our Chief People Officer, Colleen Habeski, shares more about how to set ERGs up for success in a remote-first culture. Click below to read more!

Dear remote leaders, Expecting your new hire to hit the ground running from day 1 without proper onboarding is BS. No matter how well HR onboards your new addition to the team. It's your responsibility: 💥 to set expectation 💥 to schedule regular check-ins 💥 to set clear communication practices 💥 to help integrate the new hire into the team 💥 to give a proper and detailed overview of your department 💥 to explain how their role contributes to the team and the company Onboarding goes beyond the administrative tasks of paperwork and orientation. It's an investment in the success and retention of your team members, contributing to a positive workplace culture, improved performance, and the overall success of your organization. ****************************** 👋 - Hi, I am Lina Ilevska! 🦄 - I help remote companies scale through streamlined processes and thriving employees without hassle and stress at one flat fee. 💌 - DM me if you need help. ✨ - If that post resonates with you, follow me for more insights. #employeeexperience #people #culture #culturematters #hr #humanrescources #remote #strategy #hrstrategy #linkedin #startups

Are you ready for Gen Z in your workforce? As technology and remote work redefine team dynamics, Gen Z brings a new skill set and expectations to the table. The traditional onboarding approach no longer fits this evolving landscape. With Gen Z set to comprise 30% of the workforce by 2025, it's time for organizations to revamp their onboarding strategies. Share your thoughts and experiences in the comments section below! https://lnkd.in/gwn29SAz #hiring #recruiting #futureofwork

🚀 Executive Search in 2024: What’s Hot and What’s Sizzling! 🔥 Hey Rockstars! 🌟 The executive search game is spinning faster than a DJ's turntable, and we're here to break down the beats of 2024. From tech taking over the dance floor to the ongoing drama of remote work, buckle up for the trends that'll make your C-suite groove: 1. Tech Tango: AI Leads the Dance Floor! 🕺🤖 AI isn't just a backstage helper; it's the headliner stealing the show. From fast-tracking hires to penning job descriptions, tech's not a trend—it's the main event. Ready for a tech-powered recruiting rave? Let's roll! 2. Remote Rumba: Work-from-Anywhere Edition! 🌐💃 Remember when remote work was a one-hit wonder? In 2024, it's a remix with more plot twists than a reality show. Companies are pondering: Is long-term remote work a sweet perk or a sour note? The saga continues! 3. Future Leaders: Experience Schmexperience! 🚀👓 Forget the old-school obsession with experience. 2024 demands leaders with a future-forward vibe and a sprinkle of humility, transparency, and vulnerability. It's not a weakness—it's a power move. These are the leaders who'll navigate the post-pandemic maze like pros. 4. Gen Z Groove: The Tech Titans of Tomorrow! 🚀💻 Gen Z is gearing up to rock one-third of the workforce by 2025. They're tech wizards, but here's the twist—they might need a soft skills remix. Execs, get ready to mentor and transform these high-tech high performers! 5. Creative Cha-Cha: Innovation on the Dance Floor! 🎨🤔 Leaders, if you can spin a tale of resourcefulness and innovation, you're the stars in a sky full of talent. Think beyond the norms—Dyslexic Thinking, anyone? It's not just a skill; it's a LinkedIn-approved superpower! 6. DEIB Disco: A Remix on Diversity! 🌍🌈 DEIB is getting a makeover, and it's not about ticking boxes. It's time for a fresh take on creating a diverse, multi-cultural, and multigenerational workforce. Let’s redefine what DEIB really means—it's a party, not a checklist! (Diversity, Equity, Inclusion, and Belonging) 7. Wellbeing Waltz: Because Happy Teams Slay! 🌿😌 Health and wellbeing are the anthems of success. Your workplace should be the stage for fitness, mental health, and the quest for work-life balance. A happy, healthy team is the real MVP! Navigating the trends of 2024? You need a partner who speaks your language in the executive search world. 🕵️♂️💼 At Sinclair Wilde, we've got the moves, the vibes, and the know-how to find rockstars four Team! Let's own 2024 and beyond together! 🚀💪 #ExecutiveSearchVibes #2024Trendsetters #RockTheCSuite "It has been a pleasure dealing with Steve and Sinclair Wilde. Smooth and easy to deal with. Quality candidates via a proper search process, thorough background checks and exceptional post-candidate success follow up. I can highly recommend their services." - Mike Connaghan - Managing Director, News Corp Commercial Content www.sinclairwilde.com.au

#ShiftShock is not new. The environment may be ever mutating, shifting, evolving resulting in greater surprises between expectations from job and reality faced when someone joins a new organisation especially in a remote environment. However some rules of the games haven't changed. Whether it's my own research on Newcomer Socialization which was also presented at Academy of Management or contemporary researchers in the field like Tanya Bauer, Feldman, or Earliest thinker like Van Manen, Edger Schein each one has deeply talked about Entry Shock and Reality Shock. The answer doesn't lie in incentives or rewards but into a holistic personalized approach to help each one experience the minimum difference between expectations and reality. Hiring Teams have to understand that too much make-up/glamorization to attract talent can result in long term dent in employer brands. Sale a humble picture and let new entrants into your system be positively surprised rather than shocked. Reach out to [email protected] if you are looking forward to getting your pre-hiring, pre boarding, and onboarding practices assessed and rebuild a sustainable pre-hiring, pre-boarding, and onboarding practices implemented in your organisation. Vasanthi Srinivasan Indian Institute of Management Bangalore HRKatha Dr Arup Roy Chowdhury XIM University Prajjal Saha Biju Varkkey MindStream Consulting

From a CEO looking for talent : "I spoke to 10 candidates in the last 2 weeks. All are looking for new roles because their existing employer want's them back in office. It's never been easier to hire A talent." “90% of kids entering college expect to have a remote job when they graduate.” How do you find the productivity /culture/freedom balance with remote workers? How do you make sure your folks are engaged, inspired, motivated and doing their best work? #leadership #people #remotework

🚀 Exciting Announcement! 🚀 I'm thrilled to share that our Talent Development / Team Insights platform is nearing its launch! 🔍 What's in store? 📊 Engaging assessments tailored for your team. 📝 Detailed yet easy-to-follow feedback. 💡 Insights into your remote team's values, motivations, and needs. We're (Gyfted) offering a LIMITED opportunity: 5 exclusive access slots to be among the first to experience the platform! Who's this for? ✅ Talent Development Managers looking to upskill their teams. ✅ HR Professionals aiming to dive deeper into team dynamics. ✅ Remote Teams eager to enhance work efficiency and cohesion. Want in? Drop a comment or DM me to claim your spot! Let's transform the way we understand and nurture our remote teams! 🌟 #TalentDevelopment #HRInnovation #RemoteWork #TeamInsights