Liz Bronson, GPHR

Check me out on #HRTechChat!

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“Fractional Talent” has become a buzzword in 2024 for a good reason—it's the secret sauce for high-growth companies looking to scale efficiently without overspending. When you don’t have the time, expertise, or staff to do it yourself, Best You Talent Advisors is here to help you leverage fractional recruitment to elevate your organization. Learn more about how we can help you find top talent to help elevate your organization: https://bit.ly/4cexfHU

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Still struggling with the hiring grind? Top talent's a hot commodity. That’s what makes the hiring game tough. Build a great talent pool, keep them engaged with #LeapOnboard and convert your top talent into employees. #EVP #Recruitment #LeapOnboard #CandiadateEngagement

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Think about all of the parts of practicing HR Management: 👨‍💼 Human Nature 📔 Company Policy & Procedure ⚖ Legal Compliance 📊 Analytics 😎 Culture (in every sense of the word!) ➕ All of the other nuances of working with people... It is an impossible request to know everything about everything! Ask, research, listen, and collaborate! You don't have to do this alone! Also, shout out to Susan Crowder for being an incredible HR powerhouse during my time working with G&A Partners! #HumanResources #PEO #PeopleAndCulture

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🚩 Red flags to look for when building your recruiting tech stack (part 3): Friction and unrealistic expectations. What does that mean? Despite the promise of efficiency and optimization, some AI solutions may create friction and inefficiencies at various stages of the recruitment process. In turn, doing the opposite of what they were designed to do. What to look for: 🔍 Confusing and convoluted user interfaces  🔍 Lack of integration with your existing systems  🔍 Overly complex systems that overwhelm rather than help How can you combat this: 👉 Set realistic expectations. Any solution that appears too good to be true should raise red flags. 👉 Pilot each potential AI solution before committing  👉 Choose a subset of users who can test the platforms. Get the full scoop by reading our article on The Staffing Stream by Staffing Industry Analysts 👉 https://lnkd.in/eeNd2Fpi Did you miss our other red-flag articles? Check them out here 👇 1️⃣ The No. 1 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/e5BN8kp3 2️⃣ The no. 2 red flag to look for when building your recruiting AI tech stack - https://lnkd.in/dCEzWm2b #staffing #recruiting #ai #hr #talentacquisition #hiring #techstack

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Talent's New Frontier 🌐 The talent war is evolving. With remote work dismantling geographic barriers, companies now have access to a global talent pool. The question isn't simply "who is the best" but "where is the best". As we embrace this broader reach, the debate between hybrid and remote setups intensifies, raising poignant questions about the value of face-to-face interaction in a world growing increasingly virtual. This war on global talent has some questioning if local 'homegrown' talent is being overlooked. Do you have a view❓ #peopleandculture #talentacquisition #talent

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 Is Your TA Team Driving Your Strategy? Or are you always defending your value? If stakeholders question your decisions or results, it’s a red flag. Without influence, TA teams are stuck in reactive cycles that limit their impact. High-impact TA teams change the narrative. They forecast hiring needs, provide actionable insights, and align with business goals. Their influence isn’t just earned—it’s demanded by leadership. How to increase your team’s influence: Define your value proposition clearly. Use data to showcase impact, not activity. Proactively shape hiring strategies with measurable results. Ready to transform your team’s reputation? Rooting for you!

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🚀 Exciting Workshop Announcement! 🚀 Join us (Yes, Bryony Williams is having me back, noone is more shocked than I am) for an empowering workshop on "Navigating Uncertainty & Ambiguity: Strategies for Bringing Structure to Your Work." In today's fast-paced world, uncertainty and ambiguity are ever-present challenges, especially in the workplace. This workshop is designed to equip you with practical strategies to thrive amidst the chaos and things to look out for on the way! 🔍 Key Takeaways: ❓ Understanding Uncertainty: Learn how to embrace uncertainty as a catalyst for growth and innovation. 🗺 Navigating Ambiguity: Develop skills to confidently navigate ambiguous situations with clarity and purpose. 🏗 Creating Structure : Discover effective techniques to bring clarity and organisation to your work, even in uncertain environments. 📅 Date: May 2nd 🕒 Time: 10:00 am BST (For one Hour!) 📍 Location: https://lnkd.in/eibBCrX5 Don't miss this opportunity to gain valuable insights and practical tools to navigate uncertainty with ease, but also do it with nice people (like us!). Reserve your spot now! #Workshop #Uncertainty #Ambiguity #Structure #ProfessionalDevelopment 🌱

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Is Your TA Strategy Ready for 2025? 🔮 Enterprise TA teams face new challenges daily. It is really hard for TA Leaders right now! Cost pressure, hiring slowdowns, meeting overload, internal demands How can AI and technology help? 🤖 AI Matching – AI matches based on skills and traits, not just keywords. This is key for scaling high-volume roles across regions. ⚙️ End-to-End Automation – Manual workflows can’t meet global hiring needs. Automating tasks ensures efficiency from sourcing to onboarding, saving time across the board. 📊 Data-Driven Recruiting – Data lets TA teams predict needs. It helps refine strategies, adjust hiring targets, and stay competitive in fast-moving markets. 🚀 Fact: 60% of TA leaders have an AI initiative - When done right, it can help in reducing time-to-hire by 50% and costs by 40%. When done wrong - it can make it more complex and actually add to time to hire and costs! 💬 Question: What’s your AI strategy for 2025?

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Your TA TechStack should enhance the talent journey and streamline user workflows. In other words AI (software/tools) shouldn't replace recruiters. TA Leaders; It's on us to educate and inform our stakeholders, that these tools help the house get built. We still need humans to do the work. Thank you Matt Charney for calling out SELECTING PEOPLE is more important than selecting software.

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Listen to Karan Ferrell- Rhodes of SDL and Kathi Enderes of the Josh Bersin Company discuss Systemic HR ™ and how HR is transitioning from a typical support function to a strategic partner required for organizational success on the Lead at the Top of your Game podcast: https://apple.co/4f4UeXL #SystemicHR #FutureofHR #FutureofWork

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Michael Beygelman, EVP of Product at WilsonHCG and Founder of Claro Analytics, guest authored an article for HRMorning about the HR data dilemma. He also explained how AI’s capabilities can help HR teams make more strategic talent decisions and gain a competitive edge by: ✅ Removing guesswork from hiring, compensation and retention strategies ✅ Offering instant insights into market trends and salary benchmarks ✅ Revealing potential skills gaps and diversity blind spots Learn more: https://whcg.co/457H5JL #AI #HR #HRStrategy #HumanResources

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Don't miss our upcoming SmartRecruiters webinar where you'll discover how to revolutionize your hiring strategy using data-driven insights! I'm thrilled to be joining Allyn Bailey and Michelle Wall to explore: ⏱️ Speeding up the hiring process 📌 Spotting and leveraging hiring trends 🗣️ Presenting insights to senior leadership ✂️ Reducing costs 🌟 Boosting hiring success #TalentAcquisition #HiringStrategy #DataInsights #SmartRecruiters

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Did you know that about 50% of recruiting teams are already tapping into generative AI, while only 10-20% of candidates are using it? 🤔 Dive into a recent article from @ERE that explores how AI is reshaping hiring—bringing both exciting potential and new challenges. https://hubs.ly/Q02Zk_L40 We’d love to hear your take! How are you navigating the AI transformation in recruiting? Share your experiences and strategies in the comments below. #AIinRecruiting #RecruitmentTrends #AI

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Big news today, with the announcement of the Pay Transparency Alliance. I wanted to share some background and thoughts. But before I do, I want to start with a huge "thank you" to Timmy Lundin and Oscar Meivert - who got if from an idea into a vision and a reality. Amazing work guys! As all should know by now, Pay Transparency is a key focus area to me and the company - as well as to the entire Rewards and HR community the coming years. So - with everthing that is going on, does anyone have a full overview? Honestly? No. But, by gathering the best solutions and brightest minds in the area, across geographies and solutions - we will get there. We are here to ensure you get updated insights and the right assistance, help and solutions. All in one place. Nordic Reward Partners is therefore naturally one of the founding companies, and I take on a position as Founder, together with brilliant people from Sysarb, Benify, gradar - as well as all the members and ambassadors that all are absolutely key for the relevance of the alliance. We are many - and will logically expand further over time, to ensure we cover all geographies and angles. Take a look at both the dedicated linkedin page (https://lnkd.in/d3GTrcdG) and join it for news. More than 700 people are already members! I want to make a great shoutout to the massive list of amazing people that are part of this alliance. Just have a look at this list! Sarah Maximilian, Eligijus Kajieta, Paul Puustinen, Marie Wikander, Oliver Coakley, Alistair Fraser, Adam Horne, Lisanne Metz, Maria Waller, Dennis Telkamp, Dirk Stienaers, Axelle Peeters, Philipp Schuch to mention some... Looking forward to working with all of you - and not the least; find the best possible solutions to all companies that are struggling on finding the best ways to navigate in various areas in the time to come! This means we combine the knowledge of the FPI Fair Pay Innovation Lab gGmbH, of Open Org as well as a number of key providers and leaders in geographies across Europe. There is only one thing to say: Lets go!

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Are you concerned about a growing disconnect between HR and core business operations? In the latest episode of the TroopHR Podcast, I had the privilege to connect with Rebecca Taylor, Co-Founder and Chief Customer Officer of SkillCycle, to discuss HR's crucial role in bridging this gap. Here are the key takeaways: ✅ The Disconnect between HR and Business: Among the business community, there is a concern that HR has become increasingly disjointed from the core business. We discussed a recent example where HR, potentially dismissed or distracted by non-critical initiatives, overlooked crucial financial indicators that led to over-hiring and subsequent layoffs. Rebecca shares some great ways to close these perceived gaps. ✅ Justifying HR Investments: From CAPEX to FTEs, HR will need to get accustomed to leaner tech-empowered teams. This provides a unique opportunity to better hone our business justifications for these types of investments. Rebecca emphasizes the importance of clearly communicating the potential ROI for HR initiatives, just as any other leader in the business would. She adds, "In order to provide ROI data, you have to start with data." ✅ Embracing the Messy Reality of Career Paths: We challenged the notion that every leader's career unfolds like a perfectly choreographed movie. While retrospective views of our careers may fit neatly into a cinematic narrative, the reality is more akin to a sometimes messy, albeit purposeful, adventure. Listen to the full episode to learn more about how HR can better align with and drive impact for the business. 🎙 Episode here:  https://lnkd.in/ecpEcddF

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