Monet Nathaniel’s Post

🌟 Day 2 of 4 Easy: Embracing the Diversity of Thought in HR 🌟 Hello again, LinkedIn Family! As I step into Day 2 of my 4 Easy Challenge, I'm invigorated by the support and engagement from all of you. Today, let's dive into a crucial aspect of Human Resources Management - the power and importance of embracing diversity of thought. 🌈 Diversity Beyond Demographics Often, when we talk about diversity in the workplace, our minds go straight to demographics - race, gender, age. But there's another layer, equally vital - diversity of thought. This encompasses different perspectives, experiences, and ways of thinking. In HR, recognizing and valuing these differences is key to fostering a truly inclusive environment. 🤔 Why Diversity of Thought Matters in HR In the realm of HR, diversity of thought is not just a nice-to-have; it's a must-have. It drives innovation, sparks creativity, and leads to better decision-making. When we open the floor to a variety of perspectives, we create solutions that are more comprehensive and effective. 🔍 Identifying and Nurturing Diverse Perspectives So, how do we ensure that diverse thoughts are not just heard but actively sought? It starts with our hiring practices - looking beyond the resume to understand the candidate's unique viewpoint. It continues in our daily interactions, where we encourage open dialogue and challenge the status quo. 🌟 Inclusive Leadership: The HR Role As HR professionals, They are in a unique position to model inclusive leadership. This means not only advocating for diverse perspectives but also creating a space where they are celebrated and integrated into our organizational fabric. It's about moving from tolerance to appreciation, from inclusion to belonging. 💭 Day 2 Reflection: A Commitment to Diversity of Thought As I reflect on today's theme, I am reminded of the richness that diversity of thought brings to our workplaces. It's not always easy to challenge our own biases or to step outside our comfort zones, but the rewards are immense. 🚀 Join the Conversation I'd love to hear your thoughts and experiences on embracing diversity of thought in HR. How do you foster this in your workplace? What challenges have you faced, and how have you overcome them? Let's continue this journey of learning and growth together. Here's to Day 2 of 4 Easy - embracing the diversity of thought in every aspect of HR! hashtag#HumanResources hashtag#DiversityOfThought hashtag#InclusiveLeadership hashtag#HRManagement hashtag#4EasyChallenge

It is been Three years I pursuit of a career in Human Resources, I've embarked on an incredible journey that centers around people, culture, and continuous growth. Over the years, I've had the privilege of contributing to the dynamic world of HR. I found myself drawn to the captivating challenge of talent acquisition. The thrill of identifying the right candidates to join an organization and watching them flourish has always been a source of motivation. I've honed my skills in crafting compelling job descriptions, conducting interviews that unveil true potential, and extending offers that signal new beginnings for both the company and the individual. I embarked on my HR journey with MOJGENIE IT SOLUTIONS PRIVATE LIMITED in 2020, where I gained my initial insights into the field. I discovered my passion for people management and organizational development In this tech startup, It was a time of discovery, where I understood the importance of building a strong foundation for any organization through its people. I found myself diving headfirst into the fast-paced world of recruitment. From sourcing candidates, I realized the significance of adaptability and resilience as we grew from a small team Brandpackt it is a dynamic Advertising and Branding firm, Here, In this fast-paced environment, I learned the art of juggling multiple roles – from being a recruiter to an employee relations specialist. I was involved in recruitment, onboarded fresh talent, and ensured that the company's HR practices. I discovered the exhilaration of discovering talent that would shape the future of the company. The most recent stop on my HR journey has been at Coding Hands Infotech LLP , It has been akin to a multifaceted puzzle. It was a place where I have the opportunity to work with diverse teams and navigate the intricacies of a larger growing company. Each piece represents a different aspect of HR, I've been entrusted with the crucial task of managing the lifeblood of our organization - its people. One of the most insightful aspects of my journey has been conducting exit interviews. These conversations have provided invaluable feedback to the organization and have helped in fine-tuning our HR strategies and improving the overall employee experience. Through my career in HR, I've come to realize that HR isn't just a profession; it's a calling to empower, support, and uplift individuals and organizations. It's about helping people reach their fullest potential and creating a work environment where they thrive. It's about ensuring that every voice is heard, valued, and included. As I continue on this exciting HR journey, I look forward to embracing new challenges, staying attuned to evolving HR practices, and contributing to the growth and success of both the individuals I support and the organizations I serve. The world of HR is an ever-evolving landscape, and I'm excited to be a part of its transformation. Gratitude 🙏 🙏

As a human resources (HR) leader in the field of public relations, one of the most critical aspects of your role is to ensure that diversity and inclusion are at the forefront of our company’s values and practices. Diversity has become an essential component of any successful organisation, and HR leaders must understand and embrace this concept. Being an HR leader in a diverse community and company means understanding and valuing the unique perspectives, backgrounds, and experiences of each individual within the organisation. Not only employees but also stakeholders, clients, and partners. HR leaders must first recognise the importance of diversity and its role in a company’s success. Diverse communities and companies bring many ideas, perspectives, and skills, leading to more innovative and creative solutions. Studies have shown that diverse teams are more productive, better at problem-solving, and have a higher level of employee satisfaction. HR leaders have the responsibility to communicate and create a culture that embraces diversity. One of the critical strategies for promoting diversity and inclusion in the workplace is through recruitment and hiring practices. As an HR leader, it is essential to have processes that attract and retain diverse talent, including actively seeking out candidates from underrepresented groups, using inclusive language in job postings, and implementing blind hiring practices. Creating a diverse workforce starts with intentional and inclusive hiring practices. In addition to hiring, HR leaders must ensure that diversity is promoted and supported within the company’s culture. This can include initiatives such as diversity training, employee resource groups, and mentorship programs. It is also essential to regularly review and update policies and procedures to ensure they are inclusive and promote diversity. As an HR leader, it is also crucial to address any discrimination or bias within the company. This requires creating a safe space for employees to voice concerns or experiences and taking swift and appropriate action to address them. It is essential to have policies and procedures in place to handle these situations and to promote a culture of inclusivity and respect. In a diverse community and company, effective communication is vital. HR leaders must be open and transparent in communication, actively listening to employees and addressing concerns. This also includes promoting education and awareness around diversity issues and creating opportunities for open dialogue and understanding. Being an HR leader in a diverse community and company is an ongoing process. It requires constant evaluation and re-evaluation of policies and practices, as well as a commitment to promoting diversity and inclusion in all aspects of the company. By embracing diversity, HR leaders can create a positive and inclusive work environment that benefits not only the company but also its employees and the community as a whole.

Better off Together! 🤗 I am a firm believe that HR and Talent Acquisition (TA) work go hand in hand. Here's how to empower partnership 💪 1️⃣ Walk a Mile in Their Shoes: 🚶♂️ HR leaders, put on your recruiter hats and step into the exhilarating world of Talent Acquisition! Engage in candidate sourcing, interviews, and the art of talent attraction. Experience the thrill of finding top talent firsthand and feel the immediate impact of your efforts. 🚶♀️ Talent Acquisition professionals, immerse yourself in HR's responsibilities. Gain insights into compliance, labor law, and employee well-being. Understand the importance of HR's risk-averse approach, ensuring a stable and secure work environment for all. 2️⃣ Shared Goals, Shared Vision: 🤝 Align HR and TA objectives during joint strategy sessions. Collaboratively define a comprehensive talent acquisition strategy that goes beyond just hiring, emphasizing a culture of inclusivity and diversity. Unite behind the organization's long-term vision, recognizing that our success hinges on building a strong and diverse workforce. ✊ Embrace the power of inclusivity, as we work together to celebrate differences and make diversity a driving force of our collective success. 3️⃣ Empower with Data: 📊 HR leaders, share retention and turnover trends data with your recruiting counterparts. Empower them with valuable insights that shape targeted recruiting strategies to retain top talent. Encourage data-driven decision-making, where HR and TA join forces to nurture a thriving work environment. 📈 Talent Acquisition professionals, provide HR with hiring metrics insights. Help them optimize onboarding and talent development processes, fostering a culture of growth and continuous improvement. 4️⃣ Celebrate Differences, Embrace Strengths: 🎉 Honor HR's risk-averse approach! It brings stability and balance to TA's innovative spirit. Recognize that both roles are equally important, with each bringing a unique perspective to the table. 🚀 🤝 Foster open dialogue and cross-functional training to encourage a culture of mutual respect and appreciation. Celebrate the strengths of both HR and TA, understanding that our combined efforts fuel the organization's growth. 5️⃣ Implement Holistic Integration: Just like Michelle Prebble pointed out, Talent Acquisition operates differently but as Jeremy Eskenazi points out, the fix to a siloed and dysfunctional HR function is not to separate TA from HR but to correct the dysfunction and more fully integrate all people strategies. 🌟 #HRandTA #Collaboration #BuildingBridges

Nurturing diversity and inclusion undoubtedly leads to greater innovation, improved decision-making, and increased employee satisfaction.  78% of job seekers are more likely to apply to a role in an organisation that can demonstrate their commitment to equity, diversity and inclusion (EDI), not just talk about it. In this blog, my colleague Rachel Ridout explores practical strategies you can implement in your organisation that promote a diverse and inclusive work environment, with a particular focus on recruitment, retention, and workplace culture: ~How to plan and prepare to ensure inclusive recruitment processes are followed ~Questions to ask hiring managers / senior leaders before embarking on a recruitment campaign ~How to make your organisation and vacancies appeal to a diverse pool of candidates ~Role design through an inclusive recruitment lens ~Retention of staff ~Workplace culture strategies #InclusiveWorkplace #RecruitmentAdvice #InclusiveRecruitment https://lnkd.in/e4JB-DpY

For those wishing to enter the HR field in recruitment, please look at the following article. #Diversity equity and inclusion #Increase collaboration #Improving talent acquisition

"The Elements I Seek in a New Role", Part 2 Hello, LinkedIn community,   As I navigate through my quest for a new job, I am steadfast in my belief that a company's recognition of HR's significance can greatly influence my decision to join them. During interviews, I have started to ask: "Does your #management understand the importance of #HR and how it can be truly beneficial?" This question isn't just a formality; it's a test of the company's commitment to nurturing a thriving workforce and fostering a harmonious work environment. To be fully honest I am a bit tired of advocating for the significance of HR. In my past experience I had to do it over and over, now I would like to skip this part. Why, you might ask, is it important? When management and HR are in sync, the company reaps a myriad of rewards. Here is just some of them: 🖋 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭: A shared understanding of HR's value allows management to integrate HR strategies seamlessly into the overall business strategy. This alignment ensures that #talent acquisition, #development, and retention efforts are congruent with the company's long-term goals. 🖋 𝐈𝐧𝐟𝐨𝐫𝐦𝐞𝐝 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐌𝐚𝐤𝐢𝐧𝐠: When management and HR pool their insights, data, and perspectives, it leads to informed #decision-making. This synergy ensures that policies, procedures, and strategic initiatives are grounded in both practicality and empathy. 🖋 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐂𝐡𝐚𝐧𝐠𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: In times of change or restructuring, management and HR working hand in hand can smoothen the transition for employees. Clear #communication, support mechanisms, and proper alignment help minimize disruptions and maintain morale. 🖋 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐢𝐧𝐠 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 #Culture: Collaborative efforts between management and HR can shape and reinforce the desired company culture. Whether it's fostering diversity, encouraging innovation, or promoting inclusivity, their joint efforts have a profound impact. 🖋 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧: A cohesive partnership between management and HR provides a well-rounded approach to addressing workplace conflicts. This results in fair, transparent resolutions that maintain a positive working environment. By appreciating the symbiotic relationship between management and HR, a company ensures that its most valuable asset—its human capital—is effectively harnessed. This dynamic alliance doesn't just benefit the company's bottom line; it elevates the workplace experience, empowers employees, and lays the groundwork for a prosperous and sustainable future. ❓ What is yours go-to question for the job interviews? 

When I interview with hiring managers that are HR leaders versus TA, the conversations are night and day. The two roles clash after working in both. It requires a different type of mindset for both. HR focuses on compliance and management. TA focuses on selling and branding. HR requires a more detail eye and has to take a conservative approach when talking to employee’s about sensitive topics. TA requires working at a fast paced and being creative to draw candidates in. What do you think? https://lnkd.in/gK7VHqEY

Recruitment doesn't end when a job offer is extended; it's just the beginning. Similarly, retention isn't a post-hire concern; it starts as soon as someone joins the team. Recruitment and retention are interconnected processes and having one without the other indicates your talent strategy might need addressing. Myth 1: Recruitment concludes upon extending a job offer. This overlooks the critical role of onboarding and ongoing support in the employee experience. Effective onboarding ensures new hires feel welcomed, equipped, and integrated into the company culture from day one. Myth 2: Retention starts after the hiring process. Retention efforts should be integral to the hiring process, aligning the employee's values and the organisation's mission to create a foundation for long-term engagement and loyalty. Forbes' article shares some interesting insights into how to develop a talent strategy that balances both recruitment and retention. At Tribus People, we find exceptional commercial leaders. Want to talk about your recruitment strategy? Get in touch. #Find #RecruitmentStrategies #Talent