Janet Klin

"I worry about it a lot less with HR than other roles..." 🤔 Nicole Sahin, CEO and Founder at G-P, shares with HR Besties Podcast why she's not concerned about AI replacing HR professionals. Her take on what CEOs actually hire for and more in the full episode of HR Besties. Listen here. 👉 https://lnkd.in/edksDYwt

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Companies that invest in talent mobility  are 3x more likely to hit financial targets. Why? Because top talent won’t stay where they can’t grow. And that’s where talent mobility comes in. It’s more than just promotions. It’s giving your people the chance to learn, stretch,  and advance — inside your organization. — It's more lasting than job titles — It's more powerful than bonuses — It's more effective than engagement surveys Here are 10 ways you can bring mobility to life for your company: ⭐ Share stretch roles across the organization ⭐ Talk about growth before people ask ⭐ Value lateral moves like promotions ⭐ Promote from within — and show it ⭐ Highlight stories of internal growth ⭐ Make growth real for everyone ⭐ Track talent moves and trends ⭐ Support moves across teams ⭐ Build skills through real work ⭐ Let people try, not just apply What we’ve learned: People don’t need a perfect plan. They just need to know they’re not stuck. They need to see exciting possibilities without  needing to leave your company. That’s what talent mobility is really about. Not just filling roles. But opening doors. Not just retaining talent. But helping it rise. All while building a culture where people move forward together. At the end of the day, your team won’t  remember every 1:1. But they’ll never forget: — The time you advocated for their next step — The moment they were trusted with a new challenge — How you helped them grow right where they were Which of these will you implement for your team this quarter? ♻️ Found this helpful? Repost to support your network. 📌 Follow C-Serv and for more.

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The EU Pay Transparency Directive is raising big questions for HR. ❓ This landmark Directive is reshaping how organizations report on pay and benefits. With new rules comes the challenge of consolidating complex data, meeting transparency obligations, and future-proofing your total reward strategy. In our webinar with Sysarb - Pay Transparency Software, we explored exactly how HR and Reward leaders can navigate these changes. Our latest blog breaks down the 10 most-asked questions – from whether benefits should be included, to how “pay” is defined in different member states, and what it means if you operate outside the EU. Read the full Q&A blog here 👉 https://lnkd.in/gK2ShwMU 

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The candidate pipeline is changing fast, and not always for the better. According to Gartner, by 2028, 25% of candidate profiles could be fake. The question is: how will your team adapt? Our new blog shows you how to take back control of your hiring pipeline and build a process that works for you. 📖 Explore the insights: https://lnkd.in/gAsiuDrK

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💸 Hiring is expensive. Losing talent over pay is even costlier. 𝗥𝗲𝗽𝗹𝗮𝗰𝗶𝗻𝗴 𝗮 $𝟮𝟬𝗞 𝗿𝗼𝗹𝗲 𝗰𝗮𝗻 𝗰𝗼𝘀𝘁 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘂𝗽 𝘁𝗼 $𝟭𝟬𝗞 and that is before factoring in lost productivity. Salary benchmarking is one of the simplest ways to stay ahead in 2025. It helps HR teams: ⚖️ Keep pay fair and competitive 🏆 Boost retention of top performers 😱 Prevent costly pay-related turnover surprises This guide walks you through exact steps, tools, and calculators to benchmark salaries with confidence 👉 http://aihr.ac/4oUiC4n 💬 How often does your company refresh its salary benchmarks? 🔖 Save this for your next comp review and tag a colleague who works on pay strategy.

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