Hamish Dunn

"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

49

Modular RPO = recruitment on your terms. From seasonal surges to niche roles to reducing time-to-fill, this article breaks down how flexible RPO models can support your hiring goals—big or small. 🔍 Worth a read if your TA team is feeling the pressure. https://lnkd.in/gu8MhADA

18

Performance that lasts is people-centric 😍 In this clip, you'll see the Human Success philosophy in action at DAZN with Josh Briggs 🚀 - People first = stronger retention - Purpose + clarity = aligned teams - Ongoing feedback = continuous improvement What's one way your organization elevates people performance? 🤓 #performancemanagement #humansuccess #dazn

72

3 Comments

The hiring landscape is shifting — and fast. New pressures on DEI programs, the rise of AI-fueled job applications, economic uncertainty, and increased automation in recruitment advertising are changing how teams attract talent. Our latest report, Mid-Year Trends in Recruiting 2025, outlines 4 key trends that will shape recruiting for the rest of this year. 📥 Download the whitepaper: https://hubs.ly/Q03xWmmY0

28

Myths around AI are abundant — and they’re costing talent acquisition teams time, energy and progress. So, we investigated for you, uncovering 4 of the biggest AI myths in TA and HR. Below are the facts to shatter the misconceptions, declassified and straight from the desk of Matt Jones, Cielo's Chief Product Officer (and trusted AI expert). What's your biggest fear about AI in TA and HR? Other thoughts and apprehensions? Let us know in the comments! #IlluminateTalent

27

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.

30

6 Comments