Martin Firlus

Looking to Attract Top Talent from Abroad? Hire with Confidence with Archer Relocation! Struggling to find the perfect candidate within Germany? Expanding your talent pool globally opens exciting possibilities. But navigating visas, immigration, and relocation hurdles can be a barrier. Archer Relocation is your one-stop solution for a smooth international hiring experience. Here's how we empower HR teams like yours: Effortless Onboarding: We handle all visa applications, immigration processes, and local registration for your new hires. Streamlined Communication: Our bilingual team ensures seamless communication between you and your international talent. Housing We help your recruits find their Berlin home, increasing relocation success rates. School: We navigate the complexities of the Berlin school system, making relocation with families easier. Kita: We secure coveted childcare spots (Kitas) for your new hires' children. Customized Approach: We tailor our services to your specific needs, ensuring a smooth onboarding experience. Transparent Pricing: Our clear package bundles offer flexibility and predictability for your budget. Streamlined Progress Tracking: Our online platform keeps you updated on every step of the relocation process. Expert Support: Our team of relocation specialists provides personalized service and becomes a trusted partner for your new hires. We Speak Their Language: Most of our team relocated to Berlin themselves, so we understand the challenges and can provide exceptional support. By partnering with Archer Relocation, you can attract top talent from around the world and ensure a successful transition for your new hires. Let's build a diverse and thriving team together! Contact Archer Relocation today! #GlobalTalent #InternationalHiring #ArcherRelocation

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💥Some internal recruiters are in denial. But it's true. Some external recruiters do waste your time. But maybe, they've never worked with real pros. For the banking and investment sectors, specialized industry knowledge is the key to successful executive recruitment. What you need is the 360 approach. But what exactly does this entail? ❶ Sector-specific skills Specialized recruiters must have a deep understanding of the specific skills and knowledge required in these sectors. Identifying the right blend of expertise is crucial for success. ❷ Sector-specific strategy As the industry evolves, so does the approach to talent acquisition. A nuanced, sector-specific strategy is critical for navigating unique challenges and opportunities. Make sure you ask for it. ❸ Adaptability to industry changes The financial service, fintech, and banking sectors are continuously changing. Adaptability and staying ahead of industry shifts is essential for recruitment partners. ❹ Extensive networks A vast network of meaningful relationships is crucial to successfully match top-tier investment banking talent with corporations. This in-depth knowledge is vital for seamless and integrated hiring. ❺ Customized recruitment solutions Tailored solutions are necessary to meet the specific needs of clients and candidates in the competitive world of finance. This level of personalization avoids mismatched pipelines. ❻ Expertise in digital innovation The digital revolution has reshaped the competitive dynamics of banking and capital markets. Recruiters must adapt, understand and grow with these digital transformation trends. ❼ Broad industry insight A broad understanding of market trends, regulatory changes, and the competitive landscape is critical for identifying the right talent. ❽ Experience with regulatory compliance Recruiters must be knowledgeable about compliance issues to ensure candidates meet all legal and regulatory requirements in these heavily regulated industries. ❾ Cultural fit and soft skills Beyond technical skills, understanding the importance of cultural fit and soft skills is crucial for long-term success and integration within a firm. ❿ Global talent acquisition For firms operating globally, recruiters must possess a global perspective and the capability to navigate international talent pools and cultural nuances effectively. By combining these elements, executive recruitment firms can deliver high-caliber talent and reduce time-to-hire for financial institutions whilst saving much-needed personal time for internal recruiting partners. The 360 approach. #TalentAcquisition #BankingRecruitment #InvestmentRecruitment #ExecutiveSearch

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According to Recruitee, a staggering 86% of job seekers turn to platforms like LinkedIn in their quest for new opportunities. 📲💼 It's clear: social media has become an indispensable tool for both employers and candidates alike. By harnessing the power of platforms like LinkedIn, businesses can tap into a vast pool of talent while job seekers can explore exciting career prospects with ease. 💡 Whether you're on the hunt for top talent or seeking your next career move, social media recruitment is the ultimate game-changer. Ready to embrace the future of hiring? Let's connect! #SocialMediaRecruitment #LinkedIn #CareerOpportunities #TalentAcquisition

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Are you struggling to find the right candidates for your job openings? Unlocking efficiency in hiring practices can make the process simpler and faster for you. By streamlining recruitment efforts, you can easily find skilled professionals, especially for short-term projects. This not only saves time but also makes it easier for employers to make the right hiring decisions. Say goodbye to the stress of searching for the perfect candidate and start implementing efficient hiring practices today! #EfficientHiring #RecruitmentTips #StreamlinedProcess #UpGig #GigEconomy #FreelanceLife #HiringSimplified #InstantJobs #RemoteWork #FreelancerJobs #efficienthiring #jobopportunity #futureofjobs #jobapplications #workfromhomejobs #lookingforjobs #timemanagementtips #newjob #recruitmentlife #findajob #jobapplication #smartjobs #job #hiringtips #employmentadvice #jobsearch #jobseekers #jobsearching

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💡Power BI [Governance] question of the day ➡️How do you handle Measures in Reports with Live Connections? ❓Do you tag them with a (R) or do you add them simply to your existing KPI table without thinking of tagging? ❗And how do you mark Reports in which you use Visual calculations? I guess this is even a bigger challange ❓ 😁Let me know in the comments below! #PowerBI #Governance #sharingiscaring #shareyourpassion

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Delve into Rebecca Wettemann's insights on AI's impact on recruitment, learning, and talent management. Many organizations are already utilizing generative AI for recruitment, with more planning to adopt it soon. Discover the opportunities and challenges that lie ahead in the shift towards AI-driven HR strategies. https://lnkd.in/dTuvvEbR Valoir Incorporated #hrtechnology #humanresources #generativeai #learninganddevelopment #talentmanagement #artificialintelligence #recruitment

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Generic posts are the WRONG place to find the RIGHT talent. Generic posts often lack the details necessary for candidates to determine if you are in a place they can see themselves thrive. These posts have limited employer branding, face intense competition and risk missed opportunities. It's challenging to showcase your unique appeal and target the right talent using a generic post, so there's a higher rate of responses from candidates of lower quality to sift through, consuming more of your valuable time. Here's a quick tip. Talk about the why - who are you and why someone would want to work for you! Ring the bell on our profile for more tips on finding your perfect match! #canadarecruitment #gottabeabetterway #nonprofitrecruiting #recruitmentfirm #recruitmentspecialists #professionalrecruitment #calgary #saskatchewan #yyc #yxe #yqr

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💾Which skills and roles are companies looking for in 2024? We thought we’d share some bite-sized insights from our experience in the last year (as a recruitment agency we interact with many companies looking for talent) and also industry reports on the matter. 🖱️ AI and ML continue their reign as the most sought-after skills (same as last year); 🖱️ Java remains the most in-demand language; 🖱️ Python follows suit (especially given its association with AI and the fact that it’s often recommended for beginners in programming); 🖱️ Most of the open roles are Back-end focused and there are only a few Front-End roles available at the moment; 🖱️ There is a surge in Data adjacent opportunities - Data Analyst, Data Engineer, Data Scientist etc. 🖱️ Followed closely by infrastructure roles - DevOps, Cloud Security, SRE; 🖱️ In the end of last year and the beginning of 2024 there were a lot of QA Automation opportunities (most often with Java or C#) but as we approach Q3 the demand has lowered; 🖱️ Internships have also taken a hit, the number or opportunities for people at the beginning of their career in IT decreasing significantly. #itrecruitment

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In Qlik, logical operators are used to filter data based on conditions. Some common logical operators include: 1. Equal to (=): Used to compare if two values are equal. Example: ``` IF(Product = 'Phone', Sales, 0) ``` 2. Not equal to (<>): Used to compare if two values are not equal. Example: ``` IF(Country <> 'USA', Sales, 0) ``` 3. Greater than (>): Used to compare if one value is greater than another. Example: ``` IF(Sales > 1000, 'High', 'Low') ``` 4. Less than (<): Used to compare if one value is less than another. Example: ``` IF(Age < 18, 'Minor', 'Adult') ``` 5. Greater than or equal to (>=): Used to compare if one value is greater than or equal to another. Example: ``` IF(Amount >= 500, 'Above Threshold', 'Below Threshold') ``` 6. Less than or equal to (<=): Used to compare if one value is less than or equal to another. Example: ``` IF(Temperature <= 0, 'Freezing', 'Not Freezing')

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What does a remote recruitment process actually look like? 🤔 Many of us have a certain image of a traditional job interview stuck in our heads: Two recruiters sitting behind a table in an office with the candidate right in front of them. The latter one is stressed out and nervous, trying to answer the recruiters' questions in the best way possible. Most people cringe immediately when they think about their first job interview. Do you remember yours? 😟 While remote work may not be able to take the stress out of the equation completely, it can certainly streamline and simplify many aspects of recruitment. Obviously, only if you do it the right way. Where does a remote recruitment process come from? It isn’t by any means a completely new thing. Online recruitment forms to be filled out by candidates, sending CVs by e-mail, or conducting first rounds of interviews by phone were and still are standard practice. Being invited to the meeting in the office usually means that we are nearing the end of the recruitment process. Of course, it varies depending on the type of position we are applying for, but at least one interview conducted face-to-face is usually necessary. 👨‍👩‍👧‍👦 Anyway, what about all those remote-first companies out there? In this case, it’s obvious that there will be no in-office meeting as such a place simply doesn’t exist. That is exactly where remote recruitment steps in. Recruiting candidates without physical contact or face-to-face meetings has become quite common within the past few years. Consequently, we can implement a plethora of tools and tricks to make the process significantly easier.⚒️ Read about the tools to hire remotely in my informative blog. https://lnkd.in/diF66RUc #remotework #hybridwork #futureofwork #remoteworking

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🌟 The Hunt for Purple Squirrels: Sourcing Passive Candidates 🐿️ 🌟 Let's face it, sourcing passive candidates is no easy feat. The best candidates are happily employed and not actively job hunting. Capturing their attention requires a different approach. To find your perfect purple squirrels, you need a platform that can handle a multi-faceted approach: ✨ Build Brand Love: Showcase your unique culture and values. 🎯 Targeted Marketing: Personalized campaigns that resonate. 📊 Data Insights: Refine your strategies with analytics. 🤖 AI Magic: Predict when top talent is ready for a change. READ MORE HERE: https://lnkd.in/gQNvTEbr #TalentAcquisition #Recruitment #AI #EmployerBranding #PurpleSquirrel

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Recruiters, steal our ENTIRE content calendar for June 😱 (We usually only share this with paying clients!!) Week 1 ✅ - Monday: Share a step-by-step guide on what information to provide a recruiter so they can either find you the most suitable candidate (guide for clients) or find you the most suitable role (guide for candidates). - Tuesday: Discuss the underestimation of a particular skill in the industry you recruit within and argue for their increased recognition in hiring processes. Encourage engagement. - Wednesday: Narrate your first major career challenge and how overcoming it built you into the person you are today. Talk through the process, the outcome and your realisations. Add a photo of you. - Thursday: Explore the implications of remote work on career progression, from an angle that is uncommon, or perhaps your audience has not considered. Ask your audience their thoughts. - Friday: Share a humorous take on interview fails, and how it didn’t affect someone getting the role. If you have a relatable meme, post it. Week 2 ✅ - Monday: Share “how-to” information on how a hiring manager can create an attractive opportunity to attract high-quality talent / or how a candidate can present well to find attractive opportunities. - Tuesday: Rant about a misalignment between what employers want, and what candidates want. Ask for others opinions. - Wednesday: Share the story of a mentor/leader who impacted your career and the journey you went through. Describe the positive outcome. - Thursday: Analyse the trend of the four-day work week and its potential benefits and challenges. Add a poll. - Friday: Post a light-hearted poll related to your industry to engage your audience. Week 3 ✅ - Monday: How a candidate can effectively get hired in a position that is a step up from their current role. - Tuesday: Express opinions on the necessity of continuous learning in today's job market. - Wednesday: Tell a story about a pivotal moment when you decided to take a risk in your career that paid off. Add a photo of you. - Thursday: Offer insights on the rise of AI in your vertical, discussing opportunities and considerations. Ask your audience to comment on their thoughts. - Friday: Share a fun, industry-related meme about workplace preferences. Week 4 ✅ - Monday: Provide a tutorial on how to work with recruiters (aimed at either clients or candidates, depending on who you are trying to attract). - Tuesday: Rant about the importance of work-life balance, sharing your opinions on the impact. Add a poll to find out your audience's thoughts. - Wednesday: Narrate the process of transitioning to a new career path (include challenges/learnings.) Thursday: Discuss the impact of social media on job searching, offering a new perspective. - Friday: End the month with a funny throwback photo from your early career days. Ask others to share theirs in the comments. Don't forget to tag us! 🤗

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🌟 Enhancing Data Security with Power BI: Row Level Security (RLS) 🌟 In today's data-driven world, ensuring that sensitive information is only accessible to authorized users is crucial. That's where Power BI's Row Level Security (RLS) comes into play. 🔐 What is RLS? Row Level Security (RLS) allows you to control access to data at the row level in Power BI. By implementing RLS, you can ensure that users only see the data that is relevant to them, based on their roles and permissions. 🚀 Why Use RLS? ✅️Data Confidentiality: Protect sensitive information by restricting access to specific rows of data. ✅️Improved Performance: By filtering data at the source, you can enhance report performance. ✅️User-Specific Insights: Deliver personalized reports and dashboards tailored to individual users or groups. 🔍 Example Use Case: Imagine a sales dashboard where you want regional managers to see only their respective region's data. By setting up RLS, you can restrict each manager’s access to only their region's sales data, ensuring confidentiality and relevance. 💬 Have you implemented RLS in your Power BI reports? Share your experiences and tips in the comments! #powerbi #DataSecurity #BusinessIntelligence #RowLevelSecurity #DataAnalytics

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Where does your company rank? 👀 We’re honing in on the Staffing & Recruiting industry… We wanted to know: - Which companies have the most active employees on social media? - What impact is this activity having? - How does this compare to the industry standard? We carried out research on 315 Staffing & Recruiting companies with 500+ employees, crunched the numbers, and analyzed the data to see who had the most active employees on social. …and then ranked them for good measure 😉 The companies who topped the bill did so because their engaged employees consistently shared content with their networks. Helping to increase brand awareness, share of voice and showcase industry expertise. So, we want to say a big congratulations to Le Mercato de l'Emploi, Morgan Philips Group, Oliver James, PageGroup, Mercuri Urval, Gi Group Holding, Net2Source Inc., Michael Page, Hudson RPO, & Randstad Canada. The link to download the full report can be found in the comment section below #EmployeeAdvocacy #DigitalMarketing #EmployeeEngagement #EmployerBranding #Staffing #Recruiting

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The talent from other companies can be another factor in your hiring strategy. At least, this is what #Hiring is talking about. How exactly? Lateral hiring not only injects new energy and perspectives into your team but also brings experience and honed skills. Some advantages are: - Instant access to experienced talent: Reduces training time and cost. - Diversification of skills: Enriches your team with new ideas and approaches. - Reinforcement of innovation culture: Stimulates your existing teams. - Improvement in employee retention: Offering new opportunities and challenges can increase satisfaction and loyalty. And there's much more to discover about how lateral hiring can be a key driver for sustainable growth in your organization. We tell you all about it in our latest article. Find the link in the first comment of this post!👇 #LateralHiring #HumanResources #Talent #OrganizationalGrowth #Innovation

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🎯 𝐌𝐢𝐧𝐢𝐦𝐢𝐳𝐞 𝐎𝐟𝐟𝐞𝐫 𝐃𝐫𝐨𝐩-𝐎𝐮𝐭𝐬 𝐢𝐧 𝐈𝐓 𝐒𝐭𝐚𝐟𝐟𝐢𝐧𝐠! 🎯 Securing top IT talent and ensuring they stay onboard is crucial. Here are 10 𝘨𝘢𝘮𝘦-𝘤𝘩𝘢𝘯𝘨𝘪𝘯𝘨 𝘵𝘪𝘱𝘴 to keep your recruitment process smooth and effective: 𝐁𝐨𝐨𝐬𝐭 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 📞 Regular Communication: Keep candidates in the loop with constant updates and feedback. 💬 Personalized Interaction: Tailor your communication to each candidate’s needs and interests. 𝐒𝐭𝐫𝐞𝐚𝐦𝐥𝐢𝐧𝐞 𝐭𝐡𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 ⏳ Speed Up: Shorten the time between interviews and decisions to keep candidates interested. 📅 Clear Timelines: Provide a clear hiring timeline so candidates know what to expect. 𝐒𝐞𝐭 𝐑𝐞𝐚𝐥𝐢𝐬𝐭𝐢𝐜 𝐄𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 📝 Transparent Job Descriptions: Ensure job descriptions accurately reflect the role. 🗣️ Honest Conversations: Discuss challenges and growth opportunities openly. 𝐎𝐟𝐟𝐞𝐫 𝐂𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐏𝐚𝐜𝐤𝐚𝐠𝐞𝐬 💵 Market Research: Regularly review and adjust compensation to stay competitive. 🎁 Comprehensive Benefits: Offer attractive benefits like health insurance, flexible work arrangements, and professional development. 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐒𝐭𝐫𝐨𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐁𝐫𝐚𝐧𝐝 🌟 Company Culture: Highlight your organization’s values, mission, and work environment. 📢 Employee Testimonials: Share testimonials from current employees to showcase your workplace. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐂𝐨𝐮𝐧𝐭𝐞𝐫𝐨𝐟𝐟𝐞𝐫𝐬 𝐏𝐫𝐨𝐚𝐜𝐭𝐢𝐯𝐞𝐥𝐲 🗨️ Discuss Early: Talk about potential counteroffers and understand candidate motivations early in the process. 📈 Reinforce Commitment: Reinforce the candidate’s decision by aligning the role with their career goals. 𝐏𝐫𝐞-𝐎𝐟𝐟𝐞𝐫 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 🤝 Meet the Team: Arrange meetings with potential team members and key stakeholders. 🏢 Office Tours: If possible, give candidates a tour of the office to help them visualize their new workplace. 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐎𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠 🚀 Smooth Transition: Ensure a seamless onboarding process for new hires. 🛠️ Ongoing Support: Provide support during the initial weeks to address any concerns. 𝐆𝐚𝐭𝐡𝐞𝐫 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 🔄 Exit Interviews: Conduct exit interviews to understand why candidates drop out. 🔍 Continuous Improvement: Use feedback to refine your recruitment and onboarding processes. 𝐅𝐨𝐬𝐭𝐞𝐫 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐰𝐢𝐭𝐡 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬 🤝 Partnerships: Build strong relationships with staffing agencies and recruiters for valuable insights and top talent sourcing. Implement these strategies to significantly reduce offer drop-outs and ensure top IT talent joins and stays with your organization. Let's build a stronger team together! 💪🚀 #ITRecruitment #TalentAcquisition #HiringTips #EmployerBranding #Onboarding #CandidateExperience #RecruitmentStrategy #Candidate #ITRecruitAcademy 🌟 For more updates/information/insights, you may follow - ITRecruit Academy

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Is Your Hiring Process Stuck in the Past? 🕰️ Step into the future with gamified assessments and see how they're reshaping talent acquisition. 🏃‍♂️ From increased diversity to better candidate engagement, find out all the reasons to make the switch. 🙇‍♀️ More details 👇  #recruitment #News #tech #hr #Germany

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