English articles - HRMixer.cz - HRMixer.cz https://www.hrmixer.cz Thu, 08 Dec 2022 21:24:44 +0100 Joomla! - Open Source Content Management cs-cz HR’s 3 Roles in HR Marketing https://www.hrmixer.cz/english-articles/727-hr-s-3-roles-in-hr-marketing https://www.hrmixer.cz/english-articles/727-hr-s-3-roles-in-hr-marketing HR’s 3 Roles in HR Marketing

Marketing starts with human resources. Previous notions of HR and marketing responsibilities have associated them as separate, albeit still complementary, roles and efforts. However, the relationship between HR and marketing should be thoroughly unified and collaborative for an organization's betterment.

Efforts to support and build organizational culture while recruiting new members that fit into that culture is an extremely important, yet extremely difficult, responsibility. Yet, per a Robert Walters’ Whitepaper, 67% of professionals feel they have been misled about the company culture during the recruitment process. These same professionals attribute marketing and HR as two of the four leading drivers of company culture. 

As HR and business leaders, working together with your marketing teams and having knowledge of marketing operations is instrumental. This transforms a potentially critical business risk around into creating an optimized and stronger company.

3 Primary Aspects:

HR has a unique viewpoint into an organization’s well-being and future potential that is often underutilized in HR marketing. HR, as a department and career, has three primary commitments to HR marketing efforts and campaigns. These aspects help direct, inspire, and facilitate a better company culture and encourages better new matches into organizations.

1 - Vision & Company Culture

No organization exists without some sort of vision for operations, employees, or their future. However, some fail to explicitly state that vision causing HR, marketing, and other departments to only see the partial vision and core goals.

When it pertains to the HR and HR marketing vision, company culture has never been more important. In a Glassdoor survey, 77% of adults would consider a company’s culture before applying, plus 79% would consider mission and purpose before applying. 

Company culture, according to Indeed.com, is a set of both shared core values and practices within an organization, internally and externally. When a culture is well-defined and applied to marketing, it appeals to top applicant prospects who will then go on to uphold and prioritize those values.

What can HR do to uncover and shape company culture:

1) Research Your Company’s Employees

Referred to as a “Culture Audit.
- This may sound strange at first, but your organization’s current members can tell a lot about what your organization prioritizes.
Think of it as a culture-based iceberg!

2) Create Posters With Creative Marketing

- These should contain explicitly stated topics such as a mission statement or company values/vision

3) Bring in a Third-Party to Audit Your Culture

- Research the best-fit before doing this, but a culture consultant company can be extremely helpful in revealing the underlying assumptions you and your HR team may not see!

Further, mission statements can be a helpful framework to guide this vision to help develop and manage human resources programs-such as HR marketing.

TIP: If you, or your organization, is experiencing a lack of strong direction or leadership this could be your chance to show initiative! Learn how!

2 - Strategy

Without a strategy, a vision will never be completed. HR marketing strategies should be an in-depth “how” you plan to achieve the vision. Whether it is a talent pool, career page, or social media campaign; keep in mind that overtime these strategies should adapt to the organization’s needs and culture. Or if the traditional methods of recruiting are not working for your organization, try a new approach and method to get the ball rolling! 

Be as specific, authentic, and consistent as possible, to help both HR and marketing enact the vision. Candidates can sense inauthentic and inconsistent messaging, which will push potential great candidates away from applying.

Benefits to building a cohesive strategy that reflect your brand and culture include:

- Better Engaged Employees
- Positive Company Perceived Opinion
- Higher Employee Retention
- Increased Productivity & Profitability
- Quicker Open-Position Fill Time
- Reduced Hiring & Recruitment Costs
- Right Candidates, the First Time Around

TIP: Confused on how to create a high-quality talent pool? Use these definitions to help you build out your strategy

3 - Delegation & Partnership

A single person cannot man a ship by themselves, the same applies to HR marketing. Clearly, there are a lot of elements to effectively carrying-out HR marketing.

Marketing and HR efforts should always go together and this requires HR to give some responsibility to the marketing team or a third-party. It can be hard to allow others to execute the vision, but sometimes a new perspective can be more helpful and drive better results.

HR in the role of visionaries and strategists are wildly more important to marketing than most know. HR and business leaders may feel lost and unsure how to go about promoting synergy between the departments. 

Here are some helpful tips to get the ball rolling:

  • Schedule Recurring Meetings
    Whether it is daily, weekly, or monthly, HR and marketing meetings regularly can start and enable further conversations about HR marketing.

  • Sync with Senior Leadership
    Upper leadership often has been around longer than most organization members, so start with the beginning! Sync up and ask them questions about HR and marketing, explaining why they should be more interconnected. 

  • Suggest Floor Plan Adjustments
    Close proximity between the two departments encourages conversation and collaboration. Though this may seem a logistical nightmare, synergy and interdepartmental friendships would be guaranteed.

  • Interdepartmental Trainings & Seminars
    Schedule recurring training sessions and seminars about current/past/future initiatives, projects, or just a think-tank to show both sides of the coin to the HR and marketing teams.

Connecting with your in-house marketing team about their responsibilities and roles can be a helpful resource. However, they may not fully understand the reasoning behind your inquiry. In that common scenario, reach out to experts,attend webinars, or connect with fellow HR professionals to get insight on how to proceed.

TIP: HR can be a demanding career that can become dull after time. Read these 5 ways to connect with fellow HR professionals to avoid the inevitable burnout!

katerina.bedrnova@goodcall.eu (Kateřina Wendeling) English articles Thu, 13 Oct 2022 00:00:00 +0200
Avoid burnout for HR professionals: 5 ways to help relieve stress and burden https://www.hrmixer.cz/english-articles/717-avoid-burnout-for-hr-professionals-5-ways-to-help-relieve-stress-and-burden https://www.hrmixer.cz/english-articles/717-avoid-burnout-for-hr-professionals-5-ways-to-help-relieve-stress-and-burden Avoid burnout for HR professionals: 5 ways to help relieve stress and burden

HR professionals are often seen as the solution to employee stress and burnout. They are the first resource provided to employees who are feeling exhausted and worn down. But HR professionals are just people too, and they are currently experiencing rapid rates of burnout. According to a survey of 400 HR personnel conducted by AllVoices, 53% of HR leaders are burned out, and 48% are looking for a new job (2022). HR is a stressful role where professionals have many different responsibilities and must deal with a range of problems. So, this epidemic of burnout and exhaustion is no surprise. 


To help combat burnout in the HR community, we have created 5 tips that should help alleviate stress and pressure. 


1. Prioritize balance

One of the leading causes of burnout is working too many hours and doing overtime work. So make sure you are working a schedule that allows time for life outside of work. Utilize vacation days to create breaks for yourself. This will allow you to return to work refreshed and with a positive mindset. Even during the work day make sure to care for yourself and take breaks or change tasks. This will keep your mind alert instead of drained and unproductive. Finally, make sure to establish healthy boundaries between work and personal life. If you are always conjoined to your phone or email then there is no reprieve from work or opportunity to return to work feeling refreshed. The key is to create a balance between work and outside life. This will optimize focus, motivation, and joy when working.


2. Recall your motivation and goals

Think about why you got into HR in the first place. Whether it's the ability to help people, solve problems, be a part of a growing field, or the opportunity to work with a team there are many benefits to a position in HR. What aspects of the job are motivating to you? After analyzing how you believe you are benefiting, evaluate what your future aspirations and goals are. Is there a position you are aiming for, or responsibilities you want to take on? Maybe there is a colleague that could develop into a mentor, a new idea to pitch, or a promotion to work towards. It can be easy to feel stuck in a role, and these feelings can quickly build into burnout, but rediscovering your motivation and drive is a great way to not only combat burnout but propel yourself further in your career

Tip: Check out learning from HR professionals to get inspiration on how to bring your HR career to the next level.

3. Automate what you can

When completing the same tasks day in and day out, one can quickly feel bored or drained. Utilize automation to quickly manage and complete monotonous tasks or to simplify difficult duties. One of the biggest and never-ending undertakings of HR professionals is recruitment. But, there is now Recruitment Application Tracking Software (ATS) that can help simplify each stage of the recruitment process. ATS allows for improved productivity and collaboration for an entire HR team. By learning how to make technology work in your favor, HR professionals can spend more time working on what is valuable to them. This will help prevent the burnout and fatigue that comes from repeating monotonous tasks.

Tip: Visit Datacruit.com to check out intuitive and efficient ATS to help automate your recruitment process.


4. Communicate your needs

When experiencing burnout, it is easy to feel overwhelmed by the problems or pressure you are experiencing, but it is important to remember that others can only help you if you communicate with them. Ask for help when you need it. Communicate how you are doing with the pace of work, and explain what you need from your colleagues. It may seem easier to handle difficulties on your own, but without the support of a team, this isolated attitude will quickly become exhausting and put you on the fast track to burnout. 

5. Connect with others in the HR industry 

Sometimes the best thing you can do is talk to someone who knows how you are feeling. It is important to be connected and engaged with other professionals in the HR industry. They understand your professional life in a way others may not. They can support you in your struggles, celebrate your success, and share an understanding of your professional life that others may not. To begin connecting with the HR community check out the blog post, articles, and even podcasts all created for HR Professionals at HRMixer.

Tip: Join webinars of HR professionals to feel connected, engaged, and learn with other HR professionals. 

HR is a vital aspect of any organization. HR professionals need to be on their best game to ensure a thriving and healthy organization. Hopefully, these tips help to make sure those essential employees are feeling their best and not falling towards burnout.


katerina.bedrnova@goodcall.eu (Kateřina Wendeling) English articles Mon, 25 Jul 2022 00:00:00 +0200
How to Create a Talent Pool https://www.hrmixer.cz/english-articles/713-create-talent-pool https://www.hrmixer.cz/english-articles/713-create-talent-pool How to Create a Talent Pool


A talent pool is a term used to describe a database of candidates, their contact information, skills, experience, and any other information that could be useful for filling future positions within companies. A deep, comprehensive, and up-to-date talent pool is one of the most useful tools in a recruiter’s arsenal. It makes filling future positions significantly faster and more efficient because recruiters can dip into their talent pool immediately, rather than having to seek out entirely new candidates from square one. The longer a recruiter works in the industry, the more advantageous their talent pool becomes


This article will discuss how to incorporate the various sources of candidate information that a recruiter might encounter into a talent pool database


Application Forms

One excellent tactic for streamlining the creation and development of your talent pool is the use of standardized application forms. These application forms, usually linked to an advertisement or career site, make it easy and flexible for candidates to submit their information. Whereas email correspondence over applications requires significantly more time and legwork, not to mention the risk of the candidate forgetting to review the email altogether, these application forms make sourcing information as efficient as possible. 


You can easily transfer this information directly into your talent pool database because the information fields will be largely uniform in terms of format and order. This saves time when transcribing the information manually, and many databases even have functions that can automate the process completely. Even candidates who aren’t qualified for the role they applied for can be stored within your talent pool for future reference


Even if application forms are being utilized, it’s inevitable that some candidates will still send their resumes via email, especially if the candidate was referenced directly rather than finding the position online. You can still use the information from these resumes to fill out your talent pool database, even if the process may be slightly more laborious. Those resumes still contain valuable candidate data, and if you set up the sufficient Applicant Tracking System (ATS), it should still be able to automatically import relevant data into your talent pool. Whether the information is transferred manually or through an ATS, it is crucial that the email contains processing consent from the candidate.


TIP! Don’t forget to check out our latest blog on how to improve your HR leading skills!

Career Page

Regardless of whether you are currently recruiting for a position, an intuitive career page that incorporates an invitation to automatically send speculative job applications to interested candidates is crucial. In fact, the career page should ideally have a separate form-focused purely on this function and the candidates applying through it. Often, these candidates will be of the highest quality because they have taken the time and initiative to research the web pages of companies and recruiters they feel would be a good fit. 


The applicant information within these responses can, once again, be incorporated into your talent pool. You could even include a field that distinguishes these candidates, because they may have more specific skillsets or fits.  

TIP! Don't forget to learn more about 2022 HR Trends to Watch Out For and Incorporate.

Social Networks

Social networks, especially LinkedIn, are an excellent environment for recruiting candidates, even those who haven’t yet applied for a position. You can search LinkedIn based on candidate education, work experience, skills, goals, and more, making it very easy to find candidates that would be suitable for any number of positions. 


The standardized and comprehensive format of a LinkedIn profile makes it ideal for incorporating into a talent pool database. Additionally, because LinkedIn is updated by the candidate, information sourced from the platform will actually keep your talent pool database up-to-date as well. From here, you can easily contact candidates when relevant positions become available. 

Alternative Information Sources

While the previously discussed sources might be the crux of your talent pool database, you will certainly encounter forms of candidate information that aren’t as easy to incorporate. Virtually any digital resume can be added to a talent pool database using various digital parsing programs that detect relevant fields and format connected information according to your needs. When it comes to non-digital information like paper resumes or business cards, you will just have to add the information manually to your talent pool database. 


An effective talent pool can automate and streamline many of the most laborious aspects of recruiting work, allowing the recruiter to focus their attention on the more creative and interactive side of their work. We hope you can apply some of these methods of forming the ideal talent pool to elevate your recruiting process! Get inspired by our tips for recruiting and retaining a diverse and inclusive workforce. 

petra.vrbova@goodcall.eu (Petra Vrbová) English articles Mon, 06 Jun 2022 00:00:00 +0200
2022 HR Trends to Watch Out For and Incorporate https://www.hrmixer.cz/english-articles/704-2022-hr-trends-to-watch-out-for-and-incorporate https://www.hrmixer.cz/english-articles/704-2022-hr-trends-to-watch-out-for-and-incorporate 2022 HR Trends to Watch Out For and Incorporate

As we enter the year 2022, uncertainties are still on the rise with new COVID-19 variants and other viruses continuing to prolong the pandemic. Throughout 2020 and 2021, industries have learned to adapt to the need of the hour and make the most for our businesses. In the year 2022, however, the focus of emerging HR trends is shifting from fast-paced adaptations to effective transformations, which have a high probability of providing efficient solutions

Upskilling employees

Equipping employees with the right skills is crucial to helping your employees and your organization face the challenges created by the COVID-19 pandemic. This training will also help your teams seize opportunities that are arising as certain economies begin to rebuild. Organizations should make it a point to conduct skill gap analyses regularly to organize meaningful training programs.

TIP! Don’t forget to check out our latest blog on how to improve your HR leading skills!


HR Automation

With hybrid and remote work models becoming increasingly prominent, automating HR operations will truly become the need of the hour. The use of HR tech tools will increase in order to automate routine HR operations from onboarding all the way to offboarding.

The Great Resignation of 2021

Employees are quitting their jobs at record rates, especially from employers that make them work at the cost of their mental health and peace of mind. In order to come out of this revolution strong, we’ll see organizations prioritizing the interests of their employees and introducing people-centric policies that help employees get ahead in their careers in a healthy way.

People Analytics

As employees are increasingly scattered in different locations, organizations will find it super difficult to understand how employees perceive their organization, management, and responsibilities. A tool like People Analytics can help organizations understand why employees behave the way they do by analyzing their performance and satisfaction data.

Employee well-being

While employees are struggling to balance their professional and personal responsibilities amidst the pandemic, it’s crucial for organizations to prioritize and strengthen their workforce’s physical, mental, and emotional well-being. Compassionate leadership needs to extend all the way to the top of organizational hierarchies, and support initiatives to aid employees during times of stress will be highly valued.


These trends reiterate the importance of adopting a people-centric culture in improving employee efficiency and scaling up your organizational success. It’s essential to integrate these trends into your HR strategies to balance employee productivity and happiness.

English articles Mon, 11 Apr 2022 00:00:00 +0200
Tips for Recruiting and Retaining a Diverse and Inclusive Workforce https://www.hrmixer.cz/english-articles/697-diverse-recruitment https://www.hrmixer.cz/english-articles/697-diverse-recruitment Tips for Recruiting and Retaining a Diverse and Inclusive Workforce


Diversity in recruitment and employment is important in an organization because it encourages creative and innovative thinking within the workplace. Recruiting professionals from diverse backgrounds at all seniority levels enables a business to gain access to varied perspectives and viewpoints. Organizations with a diverse workforce from different backgrounds have been found to perform better than firms with a less diverse staff. 

Advantages and benefits of diversity

The advantages of having a diverse staff are increasingly being recognized; however, developing and implementing strategies and policies to build a diverse workforce remains a challenge for business executives. Studies have indicated that having a diverse staff can help a firm to improve the bottom line, drive innovation, and increase productivity among employees. To realize the benefits of a diverse staff, employers must actively seek to engage candidates regardless of their ethnicity, gender, sexual orientation, or social background.

TIP! Don't forget to check out our latest interview with Erikjan Lantink about how to be a better HR leader in 2022.

Five Top Tips to Improve Diversity in Your Organization

1. Modernize Corporate Policies

Modernize your company policies to suit the needs of a diverse workforce. This will enable you to tap into a diverse talent pool and strengthen your employer brand. Have a religious and cultural observance policy. These allow employees to take time off based on their religious or cultural situation. Implement policies for disabled workers, workers with mental healthissues, women, parents or caretakers, for example.


2. Keep Diversity in your Job Descriptions

Think carefully about the skills you are looking for and articulate them appropriately. Be careful not to use language that will immediately alienate a group of people. For example, using excessive business jargon puts off young people from underprivileged backgrounds. Use software programs that highlight stereotypically gendered words and alternate between ‘he’ and ‘she’ in your job descriptions to strike the right balance.


3. Automate the Recruitment Process

Use software to remove identifying information from CVs, such as age, race, gender, religion, or address. Algorithms can help select candidates with the right skills and attributes for the job regardless of their background, ethnicity, social mobility or gender.

TIP! Have you heard about ATS - software for recruiters? That is an intuitive recruitment software for easy communication with candidates and managers. Learn more about Datacruit ATS!


4. Standardize Job Interviews

Adopt a structured, rigorous, and scientific recruitment process using psychometric testing. Ask all candidates the same questions and use a scorecard system to rank their skills, experience and attributes against the position’s requirements. You can include likeability, but the score system should apply to this too. By treating each candidate equally, you mitigate the risk of unconscious bias impacting your hiring process. 


5. Offer New Ways of Working

Having a flexible working policy will attract workers who find it difficult to commit to a nine to five job such as parents, those with disabilities and mental health issues, and millennials who are looking for a better work-life balance.

TIP! Check out some tips about how to become a leader instead of a boss!

Recruitment requires a strategic approach to make sure businesses and teams are selecting the right employees who can support them in building a stronger company. A great way of doing this is to ensure the talent pool is diverse in culture, skill sets, abilities and experiences–by applying these five tips you will be able to do just that!




petra.vrbova@goodcall.eu (Petra Vrbová) English articles Thu, 03 Mar 2022 00:00:00 +0100
Interview with Erikjan Lantink - Interim leader, TEDx Speaker, Leadership Coach https://www.hrmixer.cz/english-articles/694-erijkan-lantink-interview https://www.hrmixer.cz/english-articles/694-erijkan-lantink-interview Interview with Erikjan Lantink - Interim leader, TEDx Speaker, Leadership Coach


Have you ever gone to a job interview where they asked you the dreaded “Where do you see yourself in 1, 5 or 10 years” question and you had no idea what to say? It might have been just a cliché question from a recruiter who didn’t care about the answer. But if it did matter, what does your answer say about you? Yes, we try to live in the present, but can we really do that right if we have no vision of what we are heading towards? As Erikjan Lantink says: ‘Better starts with who’. Whether you are an executive, manager or a fresh graduate, knowing yourself, your goals, needs and passions is the key to growth, development and overall, a happy work and personal life.


Erikjan was a food retail executive for 17 years, living and working in the Netherlands, Belgium, the United States and across CEE. He spent those years in executive roles in general management, retail operations, HR and organizational development. Nowadays, he is self-employed, living in Prague and dedicates his time to helping people, most often leaders, to become the best version of themselves. He does that through projects, coaching and his regular newsletter where he shares his insights on growth, leadership, motivation, goals, mindset and much more.




‘Better starts with who’ is a phrase you commonly use. Can you explain what's behind it?


If you’re looking for more and better, begin by asking yourself a few questions. Who am I? You will be surprised how few people can give a good answer to that question (I’m not talking about your name here). What drives you? What are your values? What do you love to do? What makes you creative? The foundation to growth - and that’s what it’s all about - is to understand who you are. When you truly know who you are and what drives you, you’ll find it easy to discover a purpose for yourself. Once you know all that, your growth is happening. Therefore, better starts with who.


How did you come up with the phrase? Was there a point in your career when you needed to take a step back and figure out what you want?


By nature, I’m a very reflective person. A quote that I live by is your life is too short to let it go to waste. I think when you start a new job, and this is something I’ve always done quite well in my career, you need to have a rough idea where you want to be 3 years from now. You need to understand what you are trying to accomplish, how do you want to grow, and what options are you creating for yourself. Too many people step into a job and leave their growth possibilities with the manager and that’s where I always said that you actually need to turn it around. You need to think through what you want yourself and then have a conversation.


How do you help people become better leaders?


By asking them a lot of questions so I understand what truly drives them. But they will have to let me in. I see right through fake people, so it will need to become authentic quickly, otherwise we’re wasting our time. Then I help them to understand that by asking great questions, they in fact become better leaders. A good leader is curious. If you have somebody in front of you who talks more in statements and asks less questions, you’re not dealing with a great leader. Just watch it. Great leaders are curious and ask questions. Managers talk in statements.  All I really do is to facilitate a good conversation. If that happens, people will grow. And then I help them work with their teams by understanding each other and learning how to work together.


What is the most common issue or problem preventing people from becoming better leaders?


Fear. Insecurity. People often behave the way they behave because they’re afraid of something. The biggest bosses often have a lot of insecurity deep inside. They’ve built a successful business and a reputation for themselves, and they don’t want to see that change. They learned that command and control work and that’s how they manage. They lead with fear. Fear builds fear. In my opinion. What I’d like to see is companies where fear is absent, people can be themselves, and people feel safe.


What would convince a manager to become a leader?


That’s the million-dollar question. To me, there are three groups. There is one-third of people that get it, one-third of people that will never get it, and a third group that is a little bit on the fence and that might get it. I’m trying to influence the people that are curious and a little bit on the fence who are wondering: Should I change my management style? Should I do things a little differently? I believe in planting seeds and I think over time people will start to believe that a certain kind of leadership can work. I’m still amazed that so few people understand that if you show good leadership practices and engage the people more, you can create a workplace that people will love.


Can you tell in advance what a company’s management is like when you’re applying for a new job?


First of all, do you get a chance to ask questions about the company at the interview – and are the answers provided thorough and relevant? Am I able to demonstrate my curiosity and are people actually listening to me? Is it a dialogue or a monologue once you talk to the hiring manager or your potential manager? Watch out for the questions to statements ratio. When people talk in statements all the time then I get a little bit suspicious in terms of what that means. Even if you do all your homework, the culture can turn out differently than you expected. You need to really believe in what you can contribute and whether you see appreciation for that on the other side. It’s not just about hiring somebody, it’s about starting a relationship.


During your 25-year career, have you experienced the business shift from “focus on revenue” to “focus on people”?


It’s evolving, but we still have a long way to go. I think revenue and people go very well hand in hand. It’s not one or the other. When leaders help people grow, those people will want to do what’s right for customers, and those customers will enjoy the company and return. That’s how you drive revenue. It’s a simple equation and it actually works. Great leaders understand this. Managers continue to squeeze people and focus on revenue alone.


Do you see some significant differences between leadership styles in the Czech Republic and the Netherlands?


In general, I think there are good and bad leaders in both countries. One could argue that modern leadership is still under development in the Czech Republic, but I’ve seen good and bad examples everywhere. A good leader is curious, asks questions, allows dialogue, does not lead with fear, and helps people grow. If you would press me, I would say that in the Netherlands people could show a little more humility and interest in other people, and in the Czech Republic, people could rely a little less on hierarchy.


What gave you the idea to start your own newsletter?


I love to write, and I have an opinion. I’m also curious, which is why I always end with a question. It’s a fun way to be connected to people.


What do you enjoy about writing the newsletter? Does it give you something?


Firstly, I love to write. Secondly, it helps me to be creative and organize my own thoughts. There is learning for me inside of it. Third, I hope that I can influence some people and potentially work with them.


Is there some final advice you'd like to share?


For every leader: Listen a little more to your people. They have great things to share.

For everybody: If growing yourself is what you’re looking for, start by looking in the mirror.



Here’s a challenge for you: Try to dedicate more self-reflection time for yourself this year to realize your goals, passions and what drives you and see how it helps you to move forward. If you would like to get more insights from Erikjan, you can subscribe to his newsletter and get weekly tips and stories about leadership, motivation, growth and being a better you.


katerina.bedrnova@goodcall.eu (Kateřina Wendeling) English articles Thu, 20 Jan 2022 00:00:00 +0100
How to be a better HR leader in 2022 https://www.hrmixer.cz/english-articles/692-how-to-be-a-better-hr-leader-in-2022 https://www.hrmixer.cz/english-articles/692-how-to-be-a-better-hr-leader-in-2022 How to be a better HR leader in 2022

At some point in our career, all of us probably experience ineffective leadership. A boss who makes you afraid to make a mistake, has no interest in development or his main focus is numbers, not people. Those who are lucky get to work with leaders who listen, reflect, inspire, and focus on growth and cultivate a work environment where people can thrive. On top of that, as a leader in HR, the focus on people and setting an example has an even bigger meaning. So how do you become a great leader and not just a boss?

Prior to being self-employed, Erikjan Lantink spent his 25-year career in executive roles in general management, retail operations, HR, and organizational learning and developed an understanding of human resources from many perspectives. Now he works daily to help and inspire both aspiring and experienced leaders to become better so they can have a positive impact on their teams and business. ‘You need good managers to run a business, but ideally, you’d like those managers to become good leaders’, says Erikjan.

Off the top of your head, what does it take to become an HR leader?

As a first step, I think you need to love working with people and believe that (good) people are indeed a critical asset to any organization. Then you need to have some understanding of the HR profession and what’s needed to lead a successful HR function. I personally also believe it helps to have a good understanding of the business. That’s why I balanced my HR roles with operational roles during my career.

Is there a difference between an HR leader and HR manager?

Leaders empower their people. Managers control their people. With leaders there’s usually more autonomy and engagement. With managers there’s more control. You need good managers to run a business, but ideally, you’d like those managers become good leaders. Because that means they’re growing their people. Works the same way in HR.

Kazdy recruiter by se mel umet ke kazde situaci flexibilne postavit a nelpet na zabehnutych systemech 1

Can you be a little bit of both?

I spent 20 years in retail, so I know controls are necessary. I also believe in trust. It’s not about blindly trusting people so that’s why you also need to have good talent in your organization. When I talk about brand culture pipeline, one of the important aspects is you need to hire the right people and if you don’t, then trust and empowerment will not work, and you will need to have more controls. That is the role that HR needs to take on. Somewhere in my newsletters I wrote that leaders lead and HR enables. I’ve seen too many leaders that stepped away from the responsibility of being a leader and tried to rely on HR to do the hard part: whether to fire somebody, do performance reviews and so on. I think an HR leader has a role to facilitate in the organization, but leaders should also take their ownership.

Should HR stand as an example for the rest of the company?

Yes and no. Leaders have their own responsibility in building a people-focused team and they need to take more ownership of their own people practices and not always point at HR and let HR do the hard work. It’s still amazing to see how few leaders can have a decent growth (performance) conversation. It’s actually a disaster. That’s where HR can help and enable the circumstances for people to grow and develop. So yes, HR does have to set an example in terms of having a vision what a people-centric company looks like and then help building it.

Did the HR leader position change during the pandemic? If so, how?

Overall, yes. But not everywhere. The pandemic has made companies realize how important the people factor is in doing good business. Many companies have also realized that people can be productive from home and still get done what needs to get done. In many cases HR has demonstrated the ability to quickly adapt and change and build a hybrid working model that worked for many people and companies. Many companies have seen that trust and empowerment (forced by circumstances) work. Or otherwise said, that people don’t just sit at home and do nothing, but that they are productive. And then there are the managers (not leaders) who can’t wait to see all their people back in the office as quickly as possible. Those are the managers that are dealing with trust issues.

What is the most common issue preventing people from becoming better leaders?

Fear. Insecurity. People often behave the way they behave because they’re afraid of something. The biggest bosses often have a lot of insecurity deep inside. They’ve built a successful business and a reputation for themselves, and they don’t want to see that change. They learned that command and control work and that’s how they manage. They lead with fear. Fear builds fear. What I’d like to see is companies where fear is absent, people can be themselves and feel safe.

Kazdy recruiter by se mel umet ke kazde situaci flexibilne postavit a nelpet na zabehnutych systemech 2

What should a junior HR specialist focus on if they want to become a leader one day?

Anybody can be a leader. It’s not related to a function. That’s a big misconception. Leaders are not those who are higher up on the ladder. Leaders are those who influence, drive change, and help other people grow. My advice for a junior HR specialist would be to first of all be curious. Understand why things work the way they work. Ask great questions of your leaders. Don’t take no for an answer. Ask why or why not? And have a plan for yourself. Know what you want for yourself. Know what your next role could look like. Talk about it. Don’t wait for a manager to come to you and hand you your next job. Good leaders expect their people to be ambitious and ask for the next assignment.

What can an HR leader do to make sure that HR has an important part in business strategy?

Here are 6 steps you can take to create a more strategic role for HR in your company:

  • - Have a clear vision how HR can help drive the business (Employer Brand. Engaged Culture. Talent Pipeline).
  • - Demonstrate that vision with concrete initiatives.
  • - Influence other leaders by being curious and engage in dialogue.
  • - Be present in the business.
  • - Build a strong talent pipeline.
  • - Rotate talent also through HR.

What HR trends do you see for 2022?

The future of work will continue to be a hot topic with hybrid working models. An increased focus on Brand > Culture > Talent Pipeline will continue to become more important - the war for talent has just begun. Other trends I see coming are the individualization of the employee, skill development for the future (i.e. digital, IT, human leadership) and growing leaders who understand the above and are willing to invest in it.

Is there some final advice you'd like to share?

For every leader: Listen a little more to your people. They have great things to share.
For HR leaders: Now is the time.
For everybody: If growing your business is what you’re looking for, start by looking in the mirror.

Thank you to Erikjan for an interview with great insights. If you would like to continue your personal and/or professional development, feel free to subscribe to his weekly newsletter with insights on growth, leadership, motivation and mindset that will help you keep your focus on throughout the year.

katerina.bedrnova@goodcall.eu (Kateřina Wendeling) English articles Wed, 12 Jan 2022 00:00:00 +0100
How To Make Your LinkedIn Stand Out https://www.hrmixer.cz/english-articles/666-linkedin-stand-out https://www.hrmixer.cz/english-articles/666-linkedin-stand-out How To Make Your LinkedIn Stand Out


LinkedIn - the professional networking website that everyone knows but barely uses. With 3 million of 690 million users posting weekly, there is a lot of potential to stand out and make LinkedIn work for you. Navigating LinkedIn can be complicated as there are millions of users trying to stand out while maintaining a professional image. 

Prepare Your Strategy

LinkedIn is a tool that can aid in your career development when it is used correctly. The first thing to do before creating your LinkedIn profile is to define your goals. What is your reason for creating a LinkedIn? Ask yourself what is your purpose, who do you want to connect with, and what kind of content do you want to present. All of these things are critical to helping you create a profile that complements your image and brand. 

Create a LinkedIn Profile

After you have developed your strategy, it's time to create the profile. Getting started is easy. Sign up for a LinkedIn account using your email and creating a password, and then start designing your profile. 

Profile and Background Photos

After you have signed up for a profile, it's time to start building your brand and image. The first look anyone gets of you and your profile is your profile picture and background picture. Your profile picture should be a picture of you that is dressed professionally, well lit, and your face should take up about 60% of the frame. For your background photo, using a background for your current company will make it simple and easy if you have one or find one that matches your personal brand. 

Build Your Network

After you have put in your pictures and information, it is time to build your network. Start connecting with co-workers, former classmates, and people in your industry that would be helpful to your career. If you are trying to connect with someone you do not know or have not spoken to in a long time, send a message with your invitation to connect. Building your network will continue throughout your entire career and should be managed regularly.

Create Relevant Content

Finally, create content that is relevant to your personal brand and image. Share information like articles, statements, and case studies that are relevant to your expertise. Your credibility means everything in the professional setting, so make sure you are creating content that is meaningful, that adds value, and that is reliable. 

LinkedIn is a great tool to use to boost your career and stand out from the masses. Ensuring that your profile stands out and relates to your personal brand can boost your career. For more tips and tools on how to make your LinkedIn profile stand out, watch Recruitment Academy’s Webinar The Perfect LinkedIn Profile presented by Aneta Korinkova. Register here.



Aneta Kořínková has been connecting the right people with the right jobs for more than 10 years. She recently launched a Job Podcast, in which she not only advises how and where to look for work, but also talks to guests about how to combine work, family and personal development.

Recruitment Academy is a unique certification and training authority in the field of recruitment. It currently offers its services in 12 countries in Central and Eastern Europe. In addition to training, the Recruitment Academy certifies experts in the field of recruitment. 



petra.vrbova@goodcall.eu (Petra Vrbová) English articles Wed, 25 Aug 2021 00:00:00 +0200
Top 5 Foreign HR Podcasts of 2021 https://www.hrmixer.cz/english-articles/663-top-5-foreign-hr-podcasts-of-2021 https://www.hrmixer.cz/english-articles/663-top-5-foreign-hr-podcasts-of-2021 Top 5 Foreign HR Podcasts of 2021

The workplace, like many other things in this day in age, is changing at a rapid pace. Technology has allowed telecommuting from all over the world, and new generations are entering the workforce who value different things than the last. Podcasts allow people to easily access new information and learning through their smart devices. Below are the top 5 podcasts that will help HR professionals keep up to date on best practices for a wide array of HR topics.

1. HR Works

This podcast sources the best in the industry, from authors to talent influencers and beyond, to give HR professionals insights that will impact all areas of the HR function. 


2. HR Happy Hour

HR Happy Hour is the original of all HR podcasts. With 250 episodes on a range of HR topics, it is the longest running of all the HR podcasts out there. In current episodes, hosts Steve Boese and Trish McFarlane dive into how the pandemic has changed the workplace and the unexpected outcomes of these changes.


3. That HR Podcast

This podcast is run by the U.K.’s leading HR magazine People Management. This podcast is great for early HR professionals as it gives real-world insight into the future of the HR industry.


4. HR Break Room 

HR Break Room is a podcast that is true to its name. Hosted by HR professionals, it feels like more of a conversation you would have with your colleagues in the break room when listening to it. Discussing current industry trends and how to empower employees and the organization with the power of HR Technology, this is a great podcast to keep up with. 


5. The McKinsey Podcast

This podcast is brought to you by leading global consultancy firm McKinsey bringing you a wide variety of topics. With leading global experts leading the way in this podcast and the added benefit of being able to download the podcast’s transcript, the potential to learn and grow is infinite. 


Staying up to date is a key component to the successful HR professional. It is important to be on top of current trends and best practices as the world changes at a rapid pace. These 5 podcasts will keep you up to date with ease and convenience by delivering the information right to your fingertips. 





katerina.bedrnova@goodcall.eu (Kateřina Wendeling) English articles Wed, 11 Aug 2021 00:00:00 +0200