Facilitating LinkedIn Talent Connect Summit on internal mobility

Great perks might catch attention—but it’s your reputation that keeps it. 🌟 Today’s candidates do their homework. Before they apply, they look past the benefits page. They check your Glassdoor, your culture, your leadership, and your values—and what they find shapes their trust. A strong employer brand signals purpose, transparency, and respect. It tells people what it feels like to work with you, not just what you offer. Because unlimited PTO means little if no one feels safe taking it. • Perks attract attention—but culture earns loyalty 💼 • Candidates research before they apply 🔍 • Leadership and transparency define reputation • Brand is your long-term recruitment strategy 🌱 • When people believe in your purpose, they stay 🚀 In short, benefits attract—but brand converts. Build a culture worth believing in. 💼 At ProficientNow, Inc, we help companies strengthen their employer brand to attract, engage, and retain the right talent. #EmployerBrand #Recruitment #Hiring #CareerAdvice #ProficientNow #TalentAcquisition #CompanyCulture #Leadership #EmployeeExperience #CareerGrowth #Retention #Transparency #WorkplaceCulture #HiringStrategy #ProfessionalDevelopment

🌟 **Unlocking Potential: The Power of Internal Promotions** 🌟 In today's competitive landscape, retaining top talent is more crucial than ever. One of the most effective strategies to achieve this is by promoting from within. 🚀 While it’s tempting to seek external candidates for new roles, we must remember that our existing team members often possess the passion, knowledge, and unique insights that can drive our organization forward. Even if they might not seem like the perfect fit at first glance, it's essential to provide everyone with a fair chance to grow. Here’s why prioritizing internal promotions benefits not just your employees, but your entire organization: 1. **Boosts Morale:** Employees who see a clear pathway for advancement are more engaged, motivated, and likely to remain with the company. When people feel valued and recognized, they go above and beyond. 2. **Encourages Skill Development:** Promoting from within fosters a culture of continuous learning. Team members are motivated to develop new skills and expand their knowledge, preparing them for future opportunities. 3. **Enhances Company Culture:** Internal promotions strengthen company culture by creating a sense of loyalty and belonging. Employees who grow within the organization are often more aligned with its values and mission. 4. **Saves Time and Resources:** Hiring from within can significantly reduce the time and costs associated with recruitment, onboarding, and training new employees. 5. **Diversity of Thought:** By considering diverse candidates for promotions, you can leverage a variety of perspectives and backgrounds, fostering innovation and creativity. Let’s commit to nurturing the talent we already have and ensuring that everyone in our organization has an opportunity to shine. 🌍✨ What strategies have you implemented to promote growth and retention within your teams? Share your experiences below! 👇 #Leadership #TalentDevelopment #EmployeeEngagement #InternalPromotion #WorkplaceCulture

Talent Shortage & Retention is becoming one of the biggest challenges for CEOs today. High-performing employees now expect flexibility, growth, and purpose — and without these, keeping them engaged is tougher than ever. But here’s a simple, effective solution: Create separate groups for different categories of skills or roles - and actively maintain them. Build communities like: 🔹 Skill-specific groups 🔹 Industry-focused groups 🔹 Learning & development circles 🔹 Networking or collaboration groups Then assign rotational admins or multiple admins to each group. This ensures consistent engagement, fresh ideas, and a sense of shared ownership. When people interact frequently, stay connected, and grow together… retention naturally improves. And here’s the added advantage: By observing top contributors and consistent performers in these groups, you can hire directly from outside your company or agency — already knowing their skills, consistency, and mindset. This approach strengthens: ✔ Talent pipeline ✔ Workplace culture ✔ Internal engagement ✔ Future hiring decisions Retention isn’t just about keeping employees. It’s about building communities where people feel inspired to stay.

I had the immense privilege of participating in a thrilling LinkedIn Live session alongside the fantastic Geraldine Woloch-Addamine from Good4work (and HR influencer Coreyne Woodman-Holoubek )! 🤯 Forget what you know about annual reviews and outdated résumés. Good4work is pioneering a revolution in Continuous Skill Recognition—and it changes everything. YES, everything. The shift is critical: The question is no longer: "Do my people have the skills I need?" But: "Can I see them, right here, right now, as they evolve?" This is HUGE: Good4work, in partnership with @workday, is building the infrastructure that finally allows organizations to move from annual talent snapshots to real-time visibility. What This Means for Your Business: ✅ End the Skills Panic: Get a living map of your team's capabilities, not just a dusty list. ✅ Real-Time Talent Mobility: Easily identify and deploy internal talent with verified, current skills. ✅ Culture First: Drive engagement through genuine, continuous recognition. I'm incredibly excited to see the impact that Geraldine's vision will have on how we value talent and build the future of work. And you, are you ready to switch to continuous recognition? 😁 What is the one skill you wish you could see recognized in real-time today? 👇

💬 “Workplace culture isn’t in policies — it’s in everyday actions.” I’ve spent the past few years working in Administration and Human Resources, and one truth has stood out clearly, culture isn’t built in boardrooms. It’s built in daily behavior, in how leaders speak to their teams, how colleagues support one another, and how employees are made to feel, even on tough days. As HR professionals, we sit at the center of people and purpose. We don’t just manage processes, we shape how the world experiences the organization. Here’s what I’ve learned along the way 👇 💼 1️⃣ Culture Defines Reputation The tone we set internally becomes the story employees tell externally. A healthy culture doesn’t need PR, it speaks for itself. ⚖️ 2️⃣ Ethics and Fairness Matter Every transparent decision and act of fairness builds trust, the true currency of organizational reputation. 🙌 3️⃣ People Are the Brand Employees are our loudest storytellers. When they feel valued, respected, and supported, they amplify the company’s image without being asked. 🎯 4️⃣ Employer Branding Starts Within From recruitment to onboarding, every HR touchpoint shapes how talent perceives the organization long before they join. 💬 5️⃣ Leadership in Action Moments of challenge, layoffs, conflicts, uncertainty, reveal the company’s true culture. HR’s empathy and consistency make all the difference. ✨ For me, HR has always been about building workplaces people believe in. Because when employees feel seen and supported, they don’t just stay, they help the organization’s reputation thrive. As I continue growing my career, bridging my HR experience with Product Management, I carry this belief with me: Every great brand is first built on great people. #HumanResources #Leadership #WorkplaceCulture #EmployerBranding #ReputationManagement #HRExcellence #PeopleFirst #OrganizationalCulture #ProfessionalGrowth #PurposeDrivenWork

Gen Z is undoubtedly rewriting the rules of the workplace, and the ripple effect can be unsettling to say the least! The first digital-native generation grew up in a world where the internet is the first resort, theres tech for almost everything, and change is normal, and they bring that mindset into the office. The big differences I hear about the most: - For many in Gen Z, its all about purpose over paycheck - the “why” of a job matters more. They’re asking deeper questions about impact, culture and values. - Traditional career-paths with linear trajectories are generally less appealing. - Digital-native mindset with "message-first" habits rather than face-to-face communication - they're reshaping how teams communicate, how decisions are made and how work gets done. - Well-being is non-negotiable and work-life balance is no longer a nice-to-have. Gen Z demands psychological safety, flexibility and work environments that support this. Have we got it all wrong? Should we be taking notes? At the very least, they're our future so we need to make way for them the thrive. If you’re wondering how to adapt your workplace for this new dynamic, join us for our upcoming roundtable discussion- we’ll explore how to harness Gen Z’s strengths, integrate them into your talent strategy and make change sustainable. https://lnkd.in/eue53qWN #GenZ #Waysofworking #RoundtableEvent #LaFosse

Ever notice how HR is everywhere, but somehow invisible? We’re the first ones called when things go wrong, but the last ones mentioned when things go right. Here’s the truth I’ve learned as an HR and Admin professional: Hard work alone doesn’t make you visible. Personal branding does. The Problem: Many of us in HR are doing incredible work behind the scenes; building culture, supporting leadership, driving learning, but we rarely tell our stories. And in today’s world, if you’re not seen, you’re forgotten. According to LinkedIn research, over 70% of professionals say a strong personal brand helps them unlock new opportunities. Yet most HR people don’t think of themselves as “brands.” The Solution: Personal branding isn’t showing off, it’s showing up. It’s about communicating your expertise, values, and impact with purpose and consistency. ✅ Share real-life lessons — that time you turned a conflict into collaboration. ✅ Speak about what drives you — inclusion, employee wellness, leadership growth. ✅ Celebrate small wins — a successful training, an engaged team, a new HR policy that made a difference. Why It Works: When people see your passion and purpose, they remember you for what you stand for. That visibility builds trust, attracts mentors, and even opens doors before you knock. I’ve seen HR colleagues who started sharing their experiences online and, in months, got invited to speak, collaborate, or even lead projects they once dreamed of. ✨ That’s the power of visibility with purpose. The Heart of It All: Personal branding isn’t about vanity. It’s about clarity. It’s knowing who you are, what you bring, and communicating that boldly and consistently. So, fellow HR professionals: How intentional are you about your personal brand? Does your online presence reflect your real impact at work? Let’s talk  Have you seen personal branding boost your HR career, or are you just starting the journey? #HumanResources #HRandAdmin #PersonalBranding #CareerGrowth #Leadership #FutureOfWork #EmployeeExperience #ProfessionalDevelopment #CultureChampion #PeopleStrategy #LearningAndDevelopment #HRLeadership #BrandYou #VisibilityWithPurpose

It’s been a busy (and energising!) week of networking, reconnecting with familiar faces and meeting some new ones too Something that’s really been on my mind is the rising trend of HR vacancies branded as People and Culture roles, but when you read the job description, it’s mostly ER and generalist HR work, with no mention of what the “culture” responsibility actually is. Don’t get me wrong, HR Ops and ER professionals absolutely influence culture on a major scale. But it feels like some organisations are “dressing up” traditional HR roles without clarifying their strategic cultural intent. If culture really is “how we do things around here” (the words of Charles Handy and my personal favourite way to describe it), then a true culture remit should connect to leadership, values, behaviours, innovation, psychological safety (amongst lots of other areas, the list goes on!), not just written into policy and process and given to HR to represent in silo. I’d love to see more clarity in vacancies about: - What about their culture does this role need to shape or sustain? - How does the role connect to the overall culture strategy? Culture deserves more than a line in a job title, it deserves intentional leadership. What do you think? Special thanks to Sue O'Donovan, Tori Hutchinson, Scott Morton, Nick McClughin, Ken Kane, Maria Thomas (MFA, PGCert, FHEA) for all the discussions this week 🙏

💼 What Every Employer Truly Values in an Employee 💼 In today’s fast-paced professional world, certain qualities never go out of style. Every employer, recruiter, and organization looks for individuals who embody: ✨ Consistency – Delivering quality results every single time. 🧭 Discipline – Staying focused and professional, no matter the challenge. ⏰ Punctuality – Respecting time — both yours and others’. 🤝 Ownership – Taking full responsibility and showing accountability. 💡 Thinking Differently – Bringing new perspectives to the table. 🚀 Innovative Mindset – Turning creative ideas into meaningful impact. 📈 Productivity – Working smart to achieve the best outcomes. These traits not only make you a reliable and trustworthy professional, but also help you stand out as a unique individual capable of achieving greater heights. 🌟 A special thank you to Blurbpoint Media for sharing this valuable insight! 🙏 It’s crucial for every employee to self-reflect — to understand where they are heading and how they can get there. Feedback like this is incredibly useful for both talent acquisition teams and employers, making it easier to identify genuine talent and build teams grounded in trust and excellence. 🤝 [EmployeeMindset, WorkEthic, GrowthMindset, Trust, SelfImprovement] #EmployeeMindset #WorkEthic #GrowthMindset #Trust #SelfImprovement