Kristin Lewandowski, CDR

Less than one week until LinkedIn’s Hire Connect Denver at Empower Field at Mile High! Please join me and other amazing presenters to talk about latest trends in the talent space. You will get an exclusive look into industry insights, hear from thought leaders & problem solve with your peers. During my session, we will focus on exploring the transformative power of forward-thinking technology in recruitment and talent acquisition (#AI 😉). I promise to deliver not only my best content on this topic, but also a few cheesy jokes as well! Registration link in comments below 👇 #bettercallkim #HireConnect

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Take a bow SmartRecruiters product team🔥 Its our release day and we have shipped a huge amount of new capabilities aimed at streamlining recruitment and giving hiring teams the tools they need. Here's what's in store: 🔹 Seamless Integrations With Slack and Teams Get real-time notifications and quick action links right where you need them—inside your favorite apps for communication and task management. 🔹 Supercharged Screening Efficiency with Conditional Questions Customise your screening process based on candidate responses, making decision-making faster and more efficient. 🔹 Cutting-Edge AI and Data Analysis with SmartAnalytics Access a vast library of skills and occupations for advanced reporting and filtering capabilities. We've also added some extra delights like the New Applicant Portal, Enhanced Data Validation, and AI-Driven Campaigns to make life easier for both candidates and recruiters. For all the details, be sure to head over to our What’s New page to see what's cooking behind the scenes! ✨ https://lnkd.in/d2-zBGEc #productteamareonfire #SkillsTaxonomy #saas #innovation #recruiting #genai

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Hot take for HR leaders... If you are actively creating blockage to opportunities that would benefit the lives of your employees, you aren't doing a great job. If you are actively sparking conversations, opening your door to vendors and employees, being proactive in identifying what's out there to ensure you can put valuable and relevant opportunities in front of your employees and their families, then you are an enabler and a highly effective HR leader. You obviously have to block out the noise. You can't answer every call or take every meeting. You have to block out what's not relevant, what's too costly, time consuming, and low on the value scale. Yet the only way you do that is by doing broad and deep discovery. You have to do the research. You ask for recommendations from peers and use the employee pain points that you have identified to guide your own discovery work in the market. You do things selflessly, and not out of self interest. You exercise compassion and curiosity as you find benefits, programs and people that elevate your peers. Make sure you keep an open door. Pass through relevant and meaningful opportunities to your peers. Avoid being a blocker, and be an enabler. To be truly great, that's exactly what you have to be..

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For anyone who enjoys Substack, I'd love to connect with you over there where I write about all things Leadership + Ops through The Progressive Leadership Journey. Today's topic goes through why large-scale transformations are out and small, consistent evolutions are in.

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Oh my goodness! Can’t believe this is real ;) feeling scared/ excited/ energized and in shock!! Hope y’all take a moment- carve out some time and explore the lessons/ wisdom shared within this book. These are stories / lessons that have been in “development” since my career began. #AlwaysLearning Hope you find them useful in your journey too!

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Hey! NY HR professionals and recruiting agencies hiring for strategy, ops, bizdev roles in tech - this one is for you! ******** As part of NY Tech Week, we have nearly 300 registrations (and counting) of high caliber professionals from top consulting companies looking to get into tech. If you’re hiring for Strategy and Ops roles in tech, come join! We’ll make sure you’re approved on time for the event. If you need more info, feel free to drop me a private message on linkedin. For more information and to RSVP, visit: https://lu.ma/7nks6kk7 If you're seeing this post, don’t shy away - share/comment for visibility. We’re helping professionals transition from top consulting firms (Big 4, MBB, and other leading consultancies) into the tech industry. __________ FYI- if you’re looking to sponsor - whether recruitment agencies, HR tech companies, other tech companies, and MBA institutes - feel free to drop me a note as well #Networking #TechWeek #HR #Recruitment #Big4 #Strategy #Operations #NYTechWeek

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As a hiring manager or recruiter, do you feel like you are spinning your wheels with your current recruiting tech stack? 💻 If so, I am happy to do a complimentary audit of your existing tech stack and make some recommendations to help fill in any gaps you might have in your process. 🔎 Book your complimentary tech stack audit below using our calendar link ↘ https://lnkd.in/em85BCkt #techstack #HRTech #recruitingtech #recruitingprocessimprovement

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Talk to people who have done it before ... I see leaders and professionals all the time struggling to figure something out, something that's been done 1,000 times before, and I wonder, why not just ask someone what they did. I get it, everything is nuanced. It depends (right, Shari). My customers are unicorns. But instead of floundering around, wasting time only to get it wrong, reach out to someone who has been successful and ask them what they did and how they did it. I'm a recovering, "I'll figure it out" girl. It's taken me YEARS!!!! But here I am, asking questions, consulting with other leaders, reading forums, listening to podcasts. It will be rare that you are doing something for the first time EVER. We're not all Steve Jobs. So if someone has done it, and done it well, reach out. It's "Stop Wasting Time" Tuesday! Have a great one!

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Comp leaders - is your equity program working? How about beyond year 4? Charlie's latest newsletter highlights the hidden factors at play in common equity programs. How do we make it a win-win?

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Stuck in unproductive meetings? Oh yeah, those have to stop. 🛑 Time to rethink you and your team's approach. I know I am! I'm pulling new ideas from Calendly's latest #BetterMeetings blog, plus trying out their agenda template and #BetterMeetings cheat sheet! ⬇️

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“We were using Teams for meetings, town halls, and projects, Slack for our tech teams, and Workplace for everything else. It became chaotic. Slack is now our primary tool for collaboration and information.” We love to see it 👏 With Meta recently announcing the sunsetting of their Workplace tool, the timing couldn't have been better for Scandinavian HR technology company Simployer to transition to Slack. Being in the business of people, Simployer understands the importance of everyone having access to the information and systems they need to perform at their best. Enter Slack. By consolidating their communications onto one platform, they have cut out the noise, making everything easier and less time-consuming. When one person asks a question, the entire team can see the response, reducing time spent searching for answers and boosting productivity. Beyond communication, Slack continues to enhance everyday tasks with new tools. An AI bot will simplify work for the HR department and its clients, while Confluence, Jira, and Outlook are already integrated into daily operations. Additionally, Slack Connect supports seamless external collaboration. If you'd like to learn more about how Slack can improve your team's productivity, collaboration, and culture, get in touch today.

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Can't afford a Head of People? Introducing: ✨Fractional Math✨ featuring Micro-Engagements: 1️⃣ Head of People for a Day X2 - $11,000 A day together defining your People Ops vision, employee experience goals and designing the roadmap to get you there. One session to kick off, one 6 months later to check in. 2️⃣ Pen Pals for 12 months - $48,000 I join your slack to help support the team and roadmap we designed. Includes active participation in 5 channels, open DMs, and monthly face-time. After a year, you'll have 8 long form writings finally getting that policy or philosophy or values doc rolled out! 💡 Program Design - $20,000 Ready to develop a People program like Performance Management or Onboarding Experience? Let's make it amazing. 💰Spend: $79,000 I have confirmed with the executive team discounts available for bundles. Advisors have recommended against publishing prices. 🤷‍♀️ Investing in your People Ops function is investing in your people. Check me, but I bet that's your biggest business expense. Reach out or learn more here: https://lnkd.in/gWKW7Wkf

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It's been a blast celebrating Pride this month, and as we do so, I'm extra grateful for our ERG communities at Dataminr. I'm also reminded of the importance of employee well-being as the basis for thriving teams. 3 essential components of this foundation: ✅Transparent Communication: Transparency is the foundation of trust. When we listen to our team members through ethos surveys and focus groups we’re shaping our culture. It’s about respecting voices, understanding needs, and evolving together. ❤️ ERGs: Our Lifelines: From Asian@Dataminr to Pride@Dataminr, and many more, these groups create spaces where shared experiences matter. They tackle stressors head-on, whether it’s racial healing or emoji-making events. ERGs are about joy, resilience, and connection. 🌈 DEI as a Pillar: Every member of our diverse community deserves support, empowerment, the chance to thrive, and for their voices to be heard. I highly recommend you check out Robin Strup's (🙏) fantastic blog post on DEI and well-being here: https://lnkd.in/epQ7s7WQ Share your best wellness and well-being strategies in the comments below.  #EmployeeWellness #DEI #Inclusion #Thrive

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It's easy to get caught up in day to day operations... Here's your reminder to pause and make time for recognizing and celebrating the incredible people who power your company! 🎉 Today, on National High Five day, I want to shine the spotlight on my favorite company-wide Slack channel at Drata - our High Fives channel! Why do I love this channel? This isn't your typical digital pat on the back. It’s where we spotlight Dratanauts who go above and beyond, living out our core values in vibrant, inspiring ways. It's the beaming corner of our rocket ship where accolades echo and positivity shines. From innovative problem-solving to extraordinary teamwork, every shoutout is a story of someone making our remote-first workplace not just a place to work, but a place to thrive and grow. 🚀 But it's more than just a channel. It's a reflection of our culture where every success, every effort, and every contribution is acknowledged and celebrated. It’s a reminder that we're not just co-workers; we're a community. 🌎 Drop a comment below with a virtual High Five to someone who has inspired or helped you recently...let's spread the positivity and appreciation! ⬇

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Calling all Lattice power users!! I'm putting together some resources for our team at Bubble and want to help everyone take better advantage of the tools we have access to. What advice do you have? How do you use Lattice in your day-to-day? Any tips/tricks? My goal is that we are all consistently sharing feedback with each other, aligned on goals, and have productive 1:1s. While a tool isn't going to make all that happen, I think I can do a better job enabling employees with great tools can help!

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Weekly updates in Lattice are great! 1:1s and Updates in Lattice help our teams at Tekion Corp! #management #linkedin

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Have you seen videos of workers recording themselves being laid off? You’re not alone. Over the past several years, workers have demanded more transparency. When we shifted to virtual and hybrid, this trend kicked into hyperdrive. Employers often find themselves having unhealthy reactions: > Why do they have to ask WHY all the time—can’t they just do what I tell them? > We can’t let this get out in front of us. > If we tell them, it will just be a distraction. > We’ve worked hard to get this candidate to the table, so don’t blow it. For their part, if employees can’t get the visibility they want, they’ll create it. It’s a brave new world. Transparency was on full display on the recent episode of Perspectives powered by The Predictive Index. Our panelists included Adam Ryan, Gwenevere Crary, SPHR, MSHR, SHRM-SCP, and Jamy Conrad. These experts shared their views, and I captured a summary in a handy recap post. You can even download a shiny new tipsheet and watch the replay. Check out my recap of “Smile! You’re on Camera” at https://bit.ly/3Uk454x 🔎 #Leadership #Transparency #Culture #Webinar #TalentOptimization

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People have been asking what's next for Poetry - the self-serve recruiter workspace for TA teams on Workday (and other ATSs) directionally, so here goes. The most important things for H2 are: 1) Hiring manager enablement - making it easier every day for recruiters to enable hiring managers and where appropriate, to deliver hiring manager self-serve enablement 2) More and better assessment solutions 3) More and better retrieval augmented generation, delivered through a conversational "Hi. What do you want to achieve today?" interface. We're already using certain RAG principles but reading your #TalentAcquisition manuals, careers site and more, before creating your job ads, social media posts, interview questions and other assets for you will be just excellent #RecruiterEnablement

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We've officially developed our new #Interview Training! In the spirit of celebrating this win, here are a few of my favorite less traditional #interviewer tips: 🌟 If you catch yourself determining in advance of – or even early on in – the interview whether someone is qualified or not, become more curious. Actively seek how a candidate's future answers actually disprove your initial conclusion. 🌟 When a candidate hasn't yet given you the information you need, don't just move on. Provide encouragement and guidance, thanking them for – and repeating back – the portion of the question they answered. Then explain where you'd appreciate more clarity. 🌟 Not all qualified candidates present or interview the same way. For instance, taking longer to answer a question or avoiding eye-contact are common traits for some neurodiverse individuals. Remember: neurodiverse folks uniquely excel in many varieties of roles. 🌟 Asking a candidate to 'tell me about yourself' usually veers the interview in an unintended direction. To sum up oneself can take 1 minute for some and 20 minutes for others, and it's impossible to determine what about oneself the audience seeks to know. Just avoid the question altogether. ❓ Did any of these surprise you ❓ Which ones❓ And any to add ❓ #hiring #interviewing #talentacquisition

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