Cravia Inc

Responsibilities :

•	Championed comprehensive HR transformation initiative, streamlining performance management systems, implementing competency framework, devised comprehensive total rewards strategy, and conducting training programs, resulting in 30% increase in employee satisfaction and productivity.
•	Spearheaded implementation of comprehensive workforce management strategy, optimized resource allocation, and achieved reduction in recruitment expenses and 10% increase in employee retention.
•	Orchestrated end-to-end recruitment process for C-suite executives through implementation of innovative sourcing techniques, resulting in 40% reduction in time-to-hire and enhanced organizational agility.
•	Designed comprehensive review and approval process for job position requisitions and descriptions, resulting in 20% reduction in time-to-hire and improved candidate fit through targeted job postings and criteria alignment.
•	Collaborated closely with senior leadership to conceive and implement innovative succession planning program.
•	Identified and addressed key areas of improvement within organizational culture through comprehensive employee surveys and focus groups, resulting in 30% increase in employee morale and 10% boost in overall company performance.
•	Operated in-depth analysis of HR operational expenses, resulting in identification of cost-saving opportunities and implementation of effective HR budget, leading to 20% reduction in expenses and enhanced financial performance.
•	Conceptualized HRIS and talent management system data to develop customized performance metrics and dashboards, enabling HR leadership to make data-informed decisions regarding performance management and employee development initiatives.
•	Optimized housing and transportation services for 45 employees, negotiating contracts and implementing cost-efficient solutions, resulting in 20% reduction in housing expenses and improved transportation logistics.

Head of Human Resources

Responsibilities:

•	Refined human resources strategies, policies, and procedures that align with company's overarching goals and objectives.
•	Initiated all facets of talent acquisition, encompassing recruitment, selection, and onboarding process, to ensure organization attracts and retains high-caliber talent.
•	Take lead-on performance management initiatives, which include conducting performance appraisals, establishing performance goals, and devising employee development plans.
•	Maintained strict adherence to labor laws, regulations, and company policies, thereby reducing legal liabilities and fostering positive work environment.
•	Established evaluation and enhancement of HR policies and practices to ensure compliance with changing legal and regulatory requirements; executed updates based on regular audits, resulting in 25% decrease in compliance violations and risk management.
•	Monitored with company's executive management team to establish sound plan of management succession that corresponds to strategy and objectives of company.

HR Services Manager

Emirates Flight Catering

Responsibilities:

•	Partnered with HR Manager to create and execute comprehensive strategic workforce plan; leveraged data analytics to identify skills gaps and implement targeted training programs, resulting in 15% increase in employee productivity and alignment with evolving business needs.
•	Directed design and implementation of tailored onboarding curriculum for new hires, streamlining assimilation process and reducing time-to-productivity by 20%.
•	Conducted comprehensive analysis of team performance metrics, identified skill gaps, and successfully implemented tailored training initiatives, contributing to substantial 25% enhancement in team performance and highlighting avenues for career progression.
•	Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
•	Managed housing for 4800 staff members and developed housing strategies aligned with organizational goals.

HUMAN RESOURCES, SUPERVISOR HOUSING AND OTHER REGULATORY AFFAIRS

Jubaili Bros

Responsibilities:

•	Collaborated with Senior HR Manager to develop strategic manpower plan for blue-collar workforce, in line with annual business plans and productivity benchmarks; regularly monitored and reviewed manpower budget to ensure adherence to budget norms and availability of required workforce.
•	Managed end-to-end employee lifecycle for blue-collar workforce, overseeing recruitment, onboarding, performance management, and exit processes; achieved reduction in time-to-fill vacancies and employee satisfaction by 15%.
•	Evaluated job requirements, operational issues, and current training programs to identify areas for improvement; designed and implemented targeted training interventions that reduced employee turnover by 10% and increased employee engagement by 10%.
•	Engineered streamlined performance management system, leveraging data-driven approach to identify and resolve employee performance issues, leading to 20% reduction in incidents and enhancing team productivity by 25%.
•	Promoted employee engagement with organizational objectives during new employee orientations and industry conventions.

Human Resources Officer

Hammoud Hospital University Medical Center

Responsibilities:

•	Revamped recruitment process by developing customized job descriptions, conducting interviews, and implementing selection criteria resulting in 15% decrease in employee turnover.
•	Prepared strategic employee development programs, yielding substantial 30% upsurge in employee engagement, talent retention, and career advancement opportunities, fostering culture of continuous learning and professional growth.
•	Advised and guided line managers across multiple departments in successfully implementing policies, resulting in 25% increase in adherence and 15% reduction in policy-related errors.
•	Managed payroll and timekeeping to track hours and accurately pay employees.

HUMAN RESOURCES ADMINISTRATORS

AL BABA Leather Factory

Prepared monthly account profitability, profit and loss statements, journal entries and adjustments and reconciled general ledger accounts; assisted in preparing annual budgets
 Monitored expense reporting function, reviewed and processed non-exempt payroll and managed sales tax computations and monthly and quarterly returns
 Reported Accounts receivable aging categories, warehouse inventory and petty cash fund

Accountant

I am the Head of Human Resources at Cravia Inc, a leading food and beverage company in the region with over 3000 employees and 85 outlets. I have over 13 years of HR experience across various sectors and markets, and I hold an MBA in Human Resources Management, a CIPD certification, and a Strategic HR Metrics credential, among others.

My core competencies include aligning HR initiatives with business objectives, driving HR transformation and innovation, championing diversity and inclusion, fostering a talent-nurturing environment, and leveraging data-driven strategies. I have spearheaded transformative HR projects that have resulted in increased employee satisfaction and productivity, reduced recruitment expenses and turnover, enhanced organizational agility, and optimized performance. My mission is to partner with leaders and stakeholders to navigate the future of work and create a culture of excellence and engagement.

Stop calling your employees a family!  
 
Families don’t let people go.  
Families don’t get paid to perform.  
Families don’t track performance.  
 
And you sure as hell don’t leave your family to go join another.  
 
You are a TEAM.  
 
Trying to achieve goals together.  
 
One where everyone has to pull their weight.  
 
So employers, stop the “We’re a family” BS.  
 
Be authentic.  
 
You’re a team.  
 
And a good team operates on respect, not faux familial bonds. 
 
In your team, everyone has a unique role and skillset. 
 
It's not about blood ties, but shared ambition. 
 
You're not an adoring parent, but a leader who guides and inspires. 
 
Your employees are not children, but competent professionals with their own goals and dreams. 
 
So, let's drop the pretenses and start treating our teams as they are – groups of diverse individuals with a common pursuit. 
 
#team #teamwork #hr #humanresources #business #strategy #hrstrategy #work #culture #people #linkedin #linkedinconnections #aach

Ahmad Al Cheikh Hassan, CIPD

Reminder that a company should NOT be asking you your current salary in an application. 
 
In some states it’s illegal and in all cases, it’s a bad practice. 
 
If this happens to you, feel empowered to put N/A and let the employer know your desired range in future conversations. 
 
Salary history is an outdated measure of a candidate's worth. It perpetuates pay inequality and overlooks the value of diverse experiences and skills. Don’t underestimate the significance of what you bring to the table. 
 
When asked about salary expectations, instead of focusing on what you made, center the conversation on what you believe your skills and experience are worth. Do your homework, know the market average for your role, and don’t sell yourself short. 
 
Remember, a company that respects your value will respect your right to fair and equitable pay. Let's advocate for transparency and fairness in all hiring practices. Stand firm in your worth, and don't let outdated practices dictate your future. 
 
#careers #jobs #jobseekers #talent #hiring #hr #humanresources #humancapital #values #perks #salary #culture #culturematters #tips #workplace #team #branding #futureofwork #branding #role #JD #linkedin #linkedinconnections #aach

Quit a company if there are no career growth opportunities. 
Quit a company if the leaders are weak & unwilling to change. 
Quit a company if the work is repetitive and boring.  
Quit a company if the culture is toxic. 
Quit a company if upskilling is non-existent.  
Quit a company if internal hiring isn't common. 
Quit a company if your aspirations outgrow managements.  
Quit a company if the learning and development platform is bad. 
 
In this job market, you don't need to settle for a mediocre employer. 
 
When you stay too long, you short-change your future self. 
 
Today's career landscape is a dynamic one, filled with opportunities to evolve. But remember, it is not about quitting. It's about choosing growth over comfort. Choosing yourself over the status quo. 
 
We spend a major part of our lives at work. Make it count. Your job should fuel your passion and put you one step closer toward achieving your dreams each day. 
 
The world is full of opportunities, be brave enough to step outside and grasp them. Your future self will thank you. 
 
#change #jobs #jobseekers #culture #culturematters #hr #humanresources #employeeexperience #growth #decision #employers #market #talent #team #teamwork #work #branding #business #linkedin #linkedinconnections #aach

Hiring Manager: The candidate we hired left us after only 4 months.  
 
Recruiter: I know.  
 
Hiring Manager: Do you know what happened? We were very surprised.  
 
Recruiter: I wasn’t. You low balled them when I told you not too. Now you’re out our fee, an employee and you need a replacement.  
 
Hiring Manager: What should we do?  
 
Recruiter: Pay people what they ask for or don’t interview them.  
 
Indeed. Always remember, a satisfied employee is a productive employee. Fair pay is a small price for loyalty and dedication. It's time to rethink your strategy. 
 
#hr #humanresources #people #employeeexperience #culture #work #workplace #team #leaders #recruitment #hiringnow #candidates #talent #strategy #business #linkedin #linkedinconnections #aach

I once hired an employee 5 minutes into their first interview. They ended up being a great fit. 
 
I could have asked for more interviews, for a case study, or for them to wait two weeks for an answer.  
 
But I wouldn't want someone to do that to me.  
 
The hiring process today forgets that each resume submitted is from a real person with dreams, goals, and ambitions. 
 
Interviewing 500 people 6 times each for your entry-level job is a waste of everyone's time. 
 
Here's my advice: 
 
If someone is a good fit, just hire them. 
 
No need to put up a show of complexity or chase fancy degrees. Sometimes, trust your instinct, back it up with a well-articulated thought process, and make the call. 
 
More often than not, you'll find that this approach not only saves time but also brings in dedicated individuals, people who value the faith you've placed in them. 
 
Remember, every interview is a two-way street. Just like the interviewee, you're also being scrutinized and evaluated. Each experience shapes the opinion of the company in the eyes of the candidate and their peers. 
 
So, let's bring empathy back into hiring. Life's too short for needless waiting games and anxiety-inducing processes. 
 
Hire smart, hire quick. But above all, hire with heart. 
 
#hiring #talent #people #humanresources #hr #employeeexperience #talent #skills #culture #culturematters #jobs #jobseekers #interviews #branding #business #strategy #hrstrategy #linkedin #linkedinconnections #aach

Working in HR for many years, here is what I know for sure. 
 
1. Offering flexibility isn't a perk, it's a necessity.  
 
2. Employees don't leave companies; they leave bad managers. 
 
3. Pay your employees what they are worth, or another employer will. 
 
4. Prioritizing a healthy work culture and genuine leadership is the foundation of success. 
 
5. The most successful companies prioritize their employees over anything else. 
 
6. Tolerating toxic behavior is an open invitation for your company to be a revolving door.  
 
7. A great culture is not about free lunches and happy hours. It's determined by what a company celebrates and tolerates.  
 
8. Employees who feel valued, appreciated and connected fosters trust, respect and open communication.  
 
9. Employees are evaluating the employers just as much as the company is evaluating the employees. A one-sided employer-employee relationship won't attract or retain top talent. 
 
10. During a performance review, when employees are given feedback, they, in turn, should also be able to provide feedback on the company and their experience working there. 
 
11. When you hire, consider potential and attitude as much as experience. Skills can be taught, but attitude can't be modified easily. 
 
12. Foster a workplace where employees feel comfortable speaking up. An open door policy isn't effective if employees fear retribution. 
 
13. Don't underestimate the impact of small gestures. They can transform a regular day into a memorable one. 
 
14. Embrace diversity in your team not only for innovation and fresh perspectives, but also because it's the right thing to do. 
 
15. Finally, remember that employee wellness isn't a luxury, but a necessity. A healthy employee is a productive and motivated one. 
 
In HR, our role is instrumental in shaping and maintaining the workplace culture. So, let's ensure it's a culture where everyone can thrive. 
 
#hr #humanresources #employeeexperience #culture #culturematters #employees #employers #branding #business #strategy #hrstrategy #team #teamwork #work #workplace #leadership #leaders #leadership #jobs #jobseekers #interviews #linkedin #linkedinconnections #aach

Round 1 Interview completed. HR Manager to Candidate – “We’ll get back to you.”  
 
After 1 month still no feedback. Candidate unable to reach Recruiter or HR Manager. 
 
Respect is a two-way street. Candidates invest so much time & effort and even finances into preparing for interviews.  
 
Having a well-defined, respectful recruitment process not only ensures that candidates are well-informed, it also fundamentally impacts the organization’s image in the wider job market. Feedback, positive or negative, is a valuable bridge in maintaining that professional relationship. 
 
Remember, even those who didn't make the cut this time might be your star recruit in future. Keep the conversation open. 
 
Organizations, it's time to chalk out a robust feedback policy in your HR playbook. Because, when respect and communication take center stage, everyone benefits. 
 
#hr #humanresources #people #employeeexperience #humancapital #culture #culturematters #leaders #leadership #growth #motivation #skills #team #teamwork #branding #business #strategy #hrstrategy #linkedin #linkedinconnections #aach

Managers are often surprised when their top performers are leaving, 
 
but, here's the thing: they never ask what it takes to keep them. 
 
This is why I really like the idea of a Stay Interview, which is kind of like an Exit Interview, but before it's too late. 
 
At the end of each performance cycle, we can simply ask our top performers: "what do you need from us to keep you here for the following year?" 
 
This is not about throwing money at the problem or changing company policy on a whim. It's about understanding the individual needs and aspirations of our team members. After all, what motivates one person may mean nothing to another. 
 
By taking this proactive approach, we show our top performers that their contribution is valued and that we're willing to work to keep them. It's about fostering an open dialogue and creating a culture of retention, rather than reacting when it's already too late. 
 
Remember this: people stay where they are valued, heard and given room to grow. So let's use the Stay Interview to make sure we are doing just that. 
 
#employee #employeeexperience #hr #humanresources #culture #culturematters #team #teamwork #skills #passion #values #motivation #business #strategy #hrstrategy #workplace #work #linkedin #linkedinconnections #aach

If you lay off an employee, wish them well and provide a GOOD reference. 
 
If an employee leaves YOU, wish them well and give them an even BETTER reference. 
 
The world is actually a tiny place. You never know who you will be reporting to in the future. 
 
Just be HUMAN. 
 
And respect the reality that sometimes a change can do everyone good. 
 
It's not a sign of weakness to acknowledge the strengths of those that once stood with you. In fact, it's a sign of maturity, of leadership. Remember that your former employees are your brand ambassadors out there. The way you treated them echoes in the industry long after they've moved on. 
 
After all, the bridges you build hold the capacity to guide you across unknown terrains. It's the law of reciprocity at work. 
 
So be generous, be kind, be human. Because your future opportunities may come from the most unexpected referrals. 
 
#talent #jobseekers #careers #jobs #hr #humanresources #culture #leaders #leadership #business #strategy #hrstrategy #team #linkedin #linkedinconnections #aach

STOP calling jobseekers over 40, “Overqualified." What does that even mean? Don’t you want the best person for the job? You would never say that about your doctor, mechanic, or airline pilot.  
 
Experience isn't a liability. It's an asset. It's a wealth of insights and learnings that only years on the job can teach. It's versatility in problem-solving, it's resilience in the face of adversity. These are tools you want in your toolbox. 
 
Instead of overqualified," let's start using terms like "comprehensively experienced" or "highly skilled. 
 
These phrases accurately describe the wealth of knowledge that an experienced professional brings to your organization. 
 
Remember, success doesn't come with an age limit. It comes from dedication, experience, and the ability to adapt and grow. Next time you're hiring, don't discount the candidates with a little more grey in their hair. They might just be the master key to unlocking your company's potential. 
 
#potential #skills #experience #hr #humanresources #people #employeeexperience #humancapital #culture #culturematters #leadership #leaders #managers #team #teamwork #branding #business #strategy #hrstrategy #work #workplace #values #diversity #jobs #jobseekers #linkedin #linkedinconnections #aach

Dear HR and Employers:  
  
Everyone deserves a chance, no one is born with experience or skills. Skills can be learned.  
  
In fact, there's an undiscovered gold mine of potential out there in the form of ambitious, tenacious, and passionate individuals - those just waiting for an opportunity to learn.  
  
So let's start investing in people, not just in pages of resumes. Let's focus on potential, not just past accomplishments. When we provide opportunities for growth, we not only invest in their future, but also the sustainable growth of our organizations. 
 
Let's rewrite the narrative. Let's show everyone that we're not just hiring for skills, but for potential, for determination, for the ability to learn and adapt. Because, at the end of the day, it's the people who shape the culture, drive the strategy, and push the business forward. 
 
It's time we start viewing jobseekers not just as applicants, but as investments. Because everyone deserves the chance to shine. Let's take the leap of faith. Let's find the gold. 
 
  
#employeeexperience #people #hiring #talent #jobseekers #talent #hr #humanresources #culture #culturematters #busienss #stratgey #hrstratgey #team #investment #potential #value #linkedin #linkedinconnections #aach

Stop promoting people into management.  
 
We have too many terrible managers in the world to continue this cycle.  
 
Instead, build career development programs for individual contributor roles—ones with equal pay, responsibility, and future growth as their counterparts in management.  
 
If someone is interested in management, give them proper training and ensure they do justice in the role.  
 
This change will reduce employee churn, allow people to stay in IC roles longer, and positively impact your company culture.  
 
If someone wants to manage, ensure they're equipped with the necessary skills and temperament. Provide comprehensive training and ongoing mentorship to develop effective leaders. 
 
This strategic shift will foster more productive teams, reduce workplace stress, and drive innovation. It’s time we redefine career progression, allowing employees to thrive in roles best suited to their skills, ambitions, and potential. 
 
Encourage diversity in career paths and watch your company culture and productivity flourish. 
 
#employeeexperience #hr #humanresources #humancapital #culture #culturematters #people #employees #employers #branding #business #strategy #hrstrategy #management #company #linkedin #linkeidnconnections #aach

Dear Employers.. 
 
Here's what Gen Z REALLY want and it's not: 
 
❌Ping-pong tables 
❌Free Pizza 
❌A MacBook as their work PC 
 
What they REALLY want is to be: 
 
✅ Paid and compensated fairly 
✅ Trusted and treated well 
✅ Empowered to make a positive impact 
✅ Encouraged to set boundaries & find purpose 
 
Stop overthinking it, challenge them and treat them like respected humans and they WILL stay. 
 
 
#employeeexperience #hr #humanresources #culture #people #leaders #managers #jobs #careers #busienss #strategy #hrstrategy #trust #motivation #engagement #development #team #linkedin #linkedinconnections #aach

If an employee is consistently working for 12-14 hours a day (with legit workload), then either: 
 
1) The company hasn't conducted a thorough workload analysis  
2) HR/Mgmt. hasn't worked on Org Design (read: inefficient org. structures, shortage of staff)  
OR 
3) Timelines are too stretched 
 
Stop exhausting/exploiting employees in the name of 'this is how it is' 'do it or leave it' 'everyone is doing this' and please ensure workload is defined such that employees can manage in 8 hours a day.  
 
If these scenarios are prevalent, it's time to switch things up. The 12 hour workday isn't a badge of honor, it's a sign of poor planning and disregard for employee wellbeing. 
 
The solution? Invest in workforce planning and optimizing organizational design. Look at your staffing ratios. Are they aligned with the workload? If not, it's time to hire more staff or streamline processes. Set realistic timelines that allow for quality work rather than perpetuating a culture of burnout. 
 
Remember, the success of your organization is directly linked to the wellbeing of your employees. So don't just say it's how it is, Make changes, redefine the workload, and prioritize the human element to build a sustainable, successful business. 
 
And most importantly, let’s abandon the ‘work till you drop’ culture. It’s time to respect the 8-hour workday. After all, productivity isn’t about the hours put in, but the result put forth. 
 
 
#hr #humanresources #strategy #business #culture #people #changes #futureofwork #wellbeing #leadership #leaders #hiring #talent #linkedin #linkediconnections #aach

The best time you should look for a job is when you don't need one. 
 
That way you could be extremely picky about: 
 
- Compensation 
- Seniority of role 
- Company Brand 
- Work Preferences  
 
& so many more. 
 
In a market where talent is in high demand, this strategy places you in a position of power. You can negotiate your terms. You have the liberty to wait for the perfect opportunity. You gain the ability to shape your career according to your desires, not out of desperation. 
 
Remember, job searching shouldn’t be a desperate gasp but a calculated move. Eagerly searching only when you're unemployed can sometimes lead to unsatisfactory outcomes. Be proactive, not reactive. Always keep your prospects open and your eyes on the horizon. 
 
Stay ready, so you don't have to get ready. Your career is a chess game, not a dice roll. 
 
#jobs #jobseekers #careers #hr #humanresources #perks #roles #move #employeeexperience #branding #culture #leaders #team #work #opportunity #workplace #linkedin #linkedinconnections #aach

People don't leave companies, they leave bad bosses. A bad boss can ruin your career, while a good one can sculpt it to greatness. Remember, management isn't just about decision-making; it's about understanding the pulse of your team. It's about showing empathy towards your subordinates and fostering an environment where they feel valued.  
 
Motivated employees are the backbone of any successful venture. They are the ones who go above and beyond, who put in the extra hours, who remain loyal during tough times. They are your greatest asset, and their motivation hinges primarily upon your leadership.  
 
So, make the right choice. Be the boss that builds up, not breaks down. Be the type of leader that people want to follow. The success of your company and the growth of your team depend on it. 
 
 
#hiring #talent #jobs #jobseekers #careers #motivation #development #employers #branding #branding #work #workplace #leadership #leaders #business #strategy #hrstrategy #growth #company #team #teamwork #linkedin #linkedinconnections #aach

HR does NOT "manage" performance!  
 
Today a startup founder came to me asking how I could help their HR team better “manage performance” and improve the productivity of their team... 
 
But HR does not “manage” the performance of the teams... This is the role of the managers! Expecting HR to step in and replace what a manager should be doing is terribly wrong. 
 
HR doesn’t have much to do with performance. They are not the ones setting up the objectives, creating KPI dashboards or checking that the work is being done. HR does not have the insight to give constructive feedback. HR doesn’t decide on performance review scores either, let alone salary increases or promotions. 
 
HR is there to facilitate performance management, not execute it. They just provide the tools, the frameworks, and the plans to help managers guide their teams more effectively. They create programs to assist managers in tracking and improving their team's performance. 
 
HR is the backbone, enabling managers to lead their teams more efficiently. They also handle matters related to compliance, and ensure that performance management processes and policies align with the law. 
 
If you're a founder, you should empower your managers to manage performance. Equip them with the tools they need for their team's success. And for everything else, let your HR team be the sturdy support system that they are. 
 
#peoplestrategy #people #hr #humanresources #humancapital #performancemanagement #culture #culturematters #management #startup #leadership #team #teamwork #branding #linkedin #linkedinconnections #aach

Dear HR and Employers: 
 
Everyone deserves a chance, no one is born with experience or skills. Skills can be learned. 
 
In fact, there's an undiscovered gold mine of potential out there in the form of ambitious, tenacious, and passionate individuals - those just waiting for an opportunity to learn. 
 
Unearth this untapped resource by rethinking how you view experience. Shift the hiring lens to see potential, grit, and adaptability. Recognize the power of a learning mindset. 
 
Remember, each fresh perspective brought into your firm fuels innovation, propels growth, and revitalizes culture. It's about investing where it matters, catalyzing the workforce of tomorrow. 
 
So, let's give a warm embrace to potential, not just experience. Let's foster a culture of learning, and watch how phenomenal transformation takes place. The future of work is not about where we've been, but where we are capable of going. 
 
#employeeexperience #people #hiring #talent #jobseekers #talent #hr #humanresources #culture #culturematters #busienss #stratgey #hrstratgey #team #investment #potential #value #linkedin #linkedinconnections #aach

❌ Employees don't care about free company swag.  
 
❌ Employees don’t care about company happy hours.  
  
❌ Employees don't care about discounts to their local gym.  
  
❌ Employees don't care about a once-a-month pizza party. 
  
❌ Employees don't care about inspirational posters on the wall. 
   
✅ Employees care about being paid what they are worth. 
  
✅ Employees care about feeling respected and cared for. 
  
✅ Employees care about flexibility and great work/life balance.  
  
✅ Employees care about transparency, honesty, and feeling a sense of belonging. 
   
✅ Employees care about their employer understanding that work fits into their life — not the other way around. 
   
 Focus on what TRULY matters.... 
  
Focus on cultivating an environment of mutual respect, where employees feel valued, heard, and appreciated. 
 
Remember, good pay is just the foundation. Beyond that, prioritize building trust, enabling flexible schedules, and fostering an open, honest culture. 
 
Invest in your team. Show empathy, acknowledge their efforts, and consider their needs outside the workspace. 
 
An employee who feels genuinely cared for is an asset who will not just work for you, but with you. 
 
And remember: work is a part of life, not vice versa. Your team members have lives outside of work. Respect it. Understand it. 
 
Doing so will not only increase productivity but will also build a loyal and committed workforce. 
 
Free pizzas and gym discounts are nice. But a supportive, understanding, and rewarding work environment, now, that's unbeatable. 
 
 
#culture #culturematters #employeeexperience #people #hr #humanresources #team #teamwork #work #workplace #perks #employees #employers #innovation #benefits #empathy #flexibility #passion #branding #business #strategy #hrstrategy #linkedin #linkedinconnections #aach

Hiring Manager: The candidate we hired left us after only 4 months.  
 
Recruiter: I know.  
 
Hiring Manager: Do you know what happened? We were very surprised.  
 
Recruiter: I wasn’t. You low balled them when I told you not too. Now you’re out our fee, an employee and you need a replacement.  
 
Hiring Manager: What should we do?  
 
Recruiter: Pay people what they ask for or don’t interview them.  
 
Hiring Manager: But how do we ensure value? 
 
Recruiter: Look beyond the numbers, at skills and potential. A higher salary upfront can lead to greater results long-term. 
 
Hiring Manager: And if we can't afford them? 
 
Recruiter: Communicate, negotiate or pass. It’s better than cycling through hires, wasting time and money. 
 
Hiring Manager: Lesson learned. 
 
Recruiter: Good. Now, let's find you a real asset this time. 
 
#humanresources #hr #hiring #talent #culture #business #strategy #hrstrategy #leaders #recruiters #managers #leadership #team #linkedin #linkedinconnections #aach

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