Carpenter Consulting

How the labor market has changed during the pandemic, and how does it influence the recruitment process? Who knows it better than us, the executive recruiters, who are in the middle of the war for talents. And this war is getting more and more intense when the demand exceeds the supply, which in other words means that the market is having a lot to offer and the companies are doing their best to attract the talents.

"I thought that I would discuss this topic from a wider perspective, therefore I invited two recruitment veterans from North America to my podcast “HR on Wings” - Mitchell Berger, CEO at the Howard-Sloan (USA), and David Nirenberg, Managing Partner at SKR Partners (Canada)" says Monika Ciesielska

„The world does evolve and work from home is compelling and won’t go away. So if you rule out work from home, you’ll be ruling out a good percentage of top-caliber candidates, and especially you’ll be ruling out the vast majority of top-caliber candidates the younger they are. This is now an established norm, there’s proof of concept the productivity can be high and outstanding, and we have to embrace it because it’s a great trend.” David Nirenberg says.

“Clients should always have been selling the candidate. The candidates care greatly right now about what clients stand for, and that’s something that the client has to really tell the story about. That’s a big part of why candidates are joining. What’s the purpose of the job and the company, what do they stand for? That’s the very important criteria right now in attracting the right talent to your organization” underlines Mitch Berger.

Let’s talk about the recruitment of the new era.

🕙 1:08 – HOW HAS RECRUITMENT CHANGED?
📍 virtual hiring is here to stay?
📍 location no longer limits the talent pool,
📍 evolvement of the job posting,
📍 attracting the candidates.

🕙 19:08 – WHAT MATTERS TO THE CANDIDATES?
📍 the industry represented by the employer matters now more than ever?
📍 company’s reputation - become a company the candidate wants to be part of,
📍 diversity and inclusion - the role of the recruiters around this topic,
📍 professionals are rethinking their purpose / The Great Resignation in the USA.

🕙 32:00 – HOW SHALL WE ACT TO MAKE A DIFFERENCE?
📍 is there room for improvement?
📍 new skills to be developed by the recruiters of the new era,
📍 predictions of changes for the future.

📣 Youtube: https://lnkd.in/g4_267qn
📣 Spotify: https://lnkd.in/g9saDUnv
📣 Apple: https://lnkd.in/gsZAP5y5
📣 SoundCloud: https://lnkd.in/gQFKKi-D
📣 Spreaker: https://lnkd.in/ggfdfrJG

To follow the podcast "Skrzydlaty HR", I invite team leaders, management staff, and HR practitioners for whom development and change are natural and desirable. Listen to how others do it.

As 2022 begins, many of us thought we would be putting the COVID-19 pandemic behind us and charging full steam ahead into a post-COVID world. However, with the emergence and rapid spread of the Omicron variant, as cases continue to increase around the world, we must admit to the reality that COVID is still with us and probably will be for the foreseeable future.

Vaccine/booster effectiveness and new anti-viral treatments encourage most companies toward some version of return to in-person work. While COVID may seem less crisis and more chronic, leaders must acknowledge the upheaval of the past 2 years, including the impact of social movements like , Black Lives Matter, and the climate crisis. Current efforts to rebuild are happening during a time of significant shifts in societal norms. Corporate Purpose, to serve as a foundation during recovery, a beacon through change, must keep pace.

IMSA Search Global Partners President Monika Ciesielska stresses,“Today’s stakeholders, especially top talent, expect a company to go beyond business, make the world better. Corporations want leaders who understand their role is to create a net positive impact. It’s not a zero-sum game where someone must lose for someone else to win. The best leaders are human-centric, putting people and their needs at the core.”
Read the article: https://bit.ly/3AX7IlD

The world of startups, with all these new technologies, progress, change, innovations, all these rounds of financing that are inscribed in the landscape, oh yes - this world seems to be incredibly attractive. The ambition of most founders is to build a company that will convince millions of users with its product or service. The road to achieving the unicorn status, which is a symbol of success, is not, however, filled with roses, but with hard work, determination and dedication. However, it is worth following your dreams.

Is there a place to build HR processes in these dynamic, constantly changing organizations? Or is this topic marginalized due to narrow budgets and concentration on other equally important areas?

With an open mind, though a bit skeptical, I started my next conversation within the "HR on Wings" podcast. Together with Szymon Janiak, Managing Partner and Co-founder in the czyta3.vc venture capital fund, we talked about the role of HR in companies financed by VC. And what turned out at the end? The conclusions and experiences that Szymon shared have significantly changed my perspective and I think that there is nothing more exciting than building organizational culture and HR processes in companies driven by change, which are characterized by a "wild run to innovation".

Let's find out together how much knowledge and awareness in the human resources area is in venture capital despite the crazy pace with which the companies they support are facing. Enjoy!

🕙 0:24 - CHARACTERISTICS OF VC COMPANIES
📍 organizational structure of companies from the VC portfolio,
📍 how are startups supported beyond capital?
📍 recruiting HR or strategic HR?
📍 acquiring HR talents with a limited budget,

🕙 12:51 - ORGANIZATIONAL CULTURE AT VC
📍 building organizational culture in the companies in the growth phase,
📍 competencies sought in founders,

🕙 25:07 - DIVERSITY IN STARTUPS
📍 the male world of startups,
📍 building a business focused on internationalization,
📍 VC investments in digital transformation of HR processes,

🕙 35:04 - HR CHALLENGES in VC
📍 how to encourage talents from the IT market to work in a startup?
📍 how to introduce managers to startups in the growth phase?

The podcast is available on:
📣 Youtube: https://lnkd.in/dhHqB_TJ
📣 Spotify: https://lnkd.in/dWXzhcdA
📣 Apple: https://lnkd.in/dJTBM-G2
📣 SoundCloud: https://lnkd.in/dE5kfp-H
📣 Spreaker: https://lnkd.in/d2QK7Wt5

To follow the podcast "Skrzydlaty HR", I invite team leaders, management staff, and HR practitioners for whom development and change are natural and desirable. Listen to how others do it.

Some people have the amazing gift of saying important things in a way that hits the nail on the head, invites self-reflection, and encourages action. Maja Chabińska-Rossakowska can be listened to compulsively. Conversation with her is like an addictive audiobook, which we listen to while sitting in a comfortable armchair with a cup of hot tea in our hands. In the "HR on Wings" podcast, we talk about generational changes, attentiveness to employees, caring for the development of those who want and are able to learn, creating communities within the organization, and about leaders building bridges between employees. We're talking about the Great Resignation.

“The pandemic has tested the organizational cultures of companies. People felt the hard way whether they were being listened to, whether their opinion was taken into account, whether the employer cares about them in terms of building safety at work. Some companies have passed this exam, others have not, ”says Maja Chabińska-Rossakowska, Head of HR at ING Bank Śląski.

I invite you to a unique journey through the meanders of the Great Resignation, which I divided into several blocks for the convenience of listening:

🕙 0:17 - WHAT IS THE GREAT RESIGNATION?
📍 the importance of the Great Resignation for employers,
📍 a pandemic as a litmus test of the organizational culture of companies,
📍 should HR redefine the concept of engagement?

🕙 10:20 - WHY DO THE EMPLOYEES LEAVE?
📍 need to return to offices,
📍 change of career path and the ability to learn,
📍 burnout,
📍 mental health and well-being versus the generation issue,

🕙 30:03 - BUILDING A SENSATION OF UNIQUENESS
📍 building a culture of inclusion, diversity, and equality (including payroll),
📍 employees' expectations towards the employer (benefits, flexibility, amenities),
📍 a recipe for increasing retention in the company,
📍 leaders supporting and building bridges,

🕙 50:40 - GREAT RESIGNATION IN POLAND
📍 do employers have anything to fear?
📍 technologies changing the world,
📍 postulates for leaders.

The podcast is available on:
📣 Youtube: https://lnkd.in/diFWZpi9
📣 Spotify: https://lnkd.in/dQVHVQA2
📣 Apple: https://lnkd.in/dP-SmWuh
📣 SoundCloud: https://lnkd.in/dpFd-Uic
📣 Spreaker: https://lnkd.in/dTxkxENm

To follow the podcast "Skrzydlaty HR", I invite team leaders, management staff, and HR practitioners for whom development and change are natural and desirable. Listen to how others do it.

According to a study by Microsoft conducted among employees around the world, as many as 41% of them plan to quit their job or change their profession in the coming months. In the period from April to September this year, 20 million Americans have already done so.

The Chinese labor market is dominated by a phenomenon called "tang ping", which is a rebellion of overworked Chinese against the system and workaholism. Tang ping, the "lying flat" movement, was started by a former Chinese factory worker who quit his job and went on a bicycle trip to Tibet. During the trip, he tried to live on $ 60 a month. He is now being followed by thousands of Chinese fed up with participating in the rat race.

Great Resignation is a consequence of our feelings and experiences during the pandemic. It concerns those of us who lacked flexibility and an individualized approach on the part of the employer. Those who have burned out and lost sight of the meaning of their work. Those who decided to bet on family life or had no choice but to follow this path.

How many of us have asked ourselves one of these questions:

📍 Does my job use all my competencies?
📍 Isn't it time to take a new career path?
📍 Maybe right now I will try my hand as an entrepreneur?
📍 Does my job make sense?
📍 Do I spend enough time with my family?

How to make a business transformation happen, and at the same time not to lose the organizational culture built over the years, and even enrich it with ingredients necessary to build employees’ belonging? These ingredients are diversity, equality and inclusion. Ingredients that are a remedy to increase retention in the company. They make you really want to work there. Today we will hear about how this was achieved at Philip Morris International from Anita Rogalska, People & Culture Director Poland & Baltics – a real change provocateur, who will share her experiences and the energy that she undoubtedly draws from her work.

“We benchmark a lot. We look at other companies, especially at IT companies, and we see that the most innovative are the ones that are diverse. We made a conscious decision that we want 40% of women on the managerial level. In Poland, we have already achieved it. However, it requires very consistent decisions that we really want to go in this direction, as well as choosing the right moment, without losing sight of the candidates’ competences and removing barriers where they may appear. ”

The discussion between Monika Ciesielska and Anita Rogalska includes:
⭕️ business transformation of Philip Morris combined with building an organizational culture based on diversity, inclusion, and equality,
⭕️ answering the question – is it logical to pay less to your daughter than to your son?
⭕️ Equal Salary Certification that only one company in Poland has,
⭕️ building new competencies, unlearning and learning again,
the genesis of the “Happy Parents” program,
⭕️ does diversity makes sense without cultivating an inclusion policy?

The podcast is available on:
📣 Youtube: https://lnkd.in/eBC2E3AD
📣 Spotify: https://lnkd.in/ecu7GaWM
📣 Apple: https://lnkd.in/ee2uR5hG
📣 SoundCloud: https://lnkd.in/efPRrGhu
📣 Spreaker: https://lnkd.in/eNcD9rxX

We invite the team leaders, management staff, and HR practitioners for whom development and change are natural and desirable, to listen to the podcast “Skrzydlaty HR”. Listen to how others do it.

An essential component of a good cybersecurity plan is an up-to-date, readily available cybersecurity policy. All employees, from entry-level to the C-suite, should understand the policy and be trained to recognize and avoid security risks.

Mitch Berger, Managing Partner of IMSA Search Global Partners USA and IMSA Board Member, relates, “Many of our clients in the C-suite and HR departments have told us that cybersecurity is now a prominent part of employee onboarding, with hands-on training about online information sharing, passwords and security questions, two-factor authentication for account access, and what to look for in emails and other communications which would signal a cyber threat.”

Cybersecurity – The #1 Risk Business Leaders Can’t Afford to Ignore - Carpenter Consulting The risk of cybercrime to businesses of all sizes is very real, with significant costs, and can no longer be ignored. Planning ahead is essential to ensuring business continuity. Cybersecurity Ventures, a leading researcher and online resource for the global cyber economy projects global cybercrime....