KeyMatch Group

The STAR (Situation, Task, Action, Result) method could make the difference between landing an offer or continuing your job search. The technique can be broken down into four steps: - ?????????????????? describes the circumstance or challenge you faced. - ???????? explains the objective you were responsible for achieving. - ???????????? details the hard and soft skills you used to accomplish the task and resolve the situation. - ???????????? is the outcome and impact your actions had on the situation. This HBR guide covers everything you need to know about the STAR method—including when to use it, how to use it, and the do’s and don’ts—so you can ace your next interview.

It's all about articulating the organization’s need and putting yourself in that spot with a relevant story.

Your first try might be bad. Your first workout, podcast, speech, video, or project might not be perfect. But here’s the thing: ?? You can’t create your 100th without making your 1st. Perfection isn’t the goal! Progress is! Every expert, every success story, every masterpiece began with a first attempt. So, put your ego aside and START. ?? What’s one thing you’ve been hesitating to begin? Let’s talk below ?? ?? Share this to inspire someone who needs a little nudge to get started. And follow Hacking HR for more insights on growth, resilience, and taking that first step. Subscribe to our newsletter here: https://lnkd.in/gUAR9rgn ?? P.S. Remember: The first step might not be perfect, but it’s the one that matters most."

Skills-based Talent Practices, Talent Reviews, Untapped Talent, 2025 Work Trends, and Board of Directors and Talent? These topics are covered in issue 271 of Talent Edge Weekly. ??) ????????????-?????????? ???????????? ?????????????????? ? Business Roundtable shares lessons from companies fostering a culture that supports skills-based practices. ??) ???????????????? ???????????? (???????? ??????????) ? My infographic with a few examples of talent segments that might get overlooked despite having in-demand skills. ??) ???????????? ?????????????? ? My template to help practitioners identify opportunities to enhance the impact of their talent review practices. ??) ???????? ???????? ???????????? ? Glassdoor highlights 5 trends, including employees having greater access to mental health and well-being benefits. ??) ?????????? ???? ?????????????????? ?????? ???????????? ? Directors & Boards share perspectives on the talent and workplace topics in which Boards are most interested.? A new issue of Talent Edge Weekly drops today (Sun, 12/1, 6 PM EST). Join 43,000+ who will receive new insights. What topics would you like me to cover? ?? Repost this to help your network For more content, follow Brian Heger Issue 271 is in comment-box below. #hr

12-24 months? Is this even real? Yes. It is. The role of HR was already evolving at lightning speed. And AI will only accelerate the trend. The impact of AI on HR and people operations will be profound and unavoidable. From predictive analytics to AI-powered chatbots, we’re about to witness a complete reshaping of how HR professionals approach talent acquisition, onboarding, performance management, and even employee wellness. Are we ready to fully embrace this change? ?? Here are some of the key areas where AI will make a difference and how you can prepare your teams and organizations to stay ahead of the curve: Talent Acquisition & Recruitment: ?? AI-driven chatbots will handle initial candidate inquiries and screening, improving both response times and the candidate experience. ?? Predictive analytics will help identify top talent before they even apply! ?? Resume analysis and AI-driven profiling will streamline the selection process, ensuring you make informed decisions. Onboarding & Employee Integration: ?? AI-powered onboarding plans will personalize the experience for each new hire, based on their role, experience, and learning style. ?? Chatbots will guide employees through paperwork and training, ensuring consistency and compliance. ?? Sentiment analysis will monitor engagement during onboarding, allowing timely interventions when necessary. Learning & Development: ?? AI will create personalized learning paths for employees based on skills gaps and career goals. ??? Natural language processing will generate real-time transcripts and summaries of training sessions for easy reference. ?? AI-powered recommendation systems will suggest relevant learning content based on employee roles and interests. Performance Management: ? AI will provide real-time performance feedback, enabling continuous improvement. ?? AI-driven analysis of performance reviews will help identify and eliminate bias, ensuring fairness. ?? Predictive analytics will flag employees at risk of underperformance, allowing for proactive support and development. Employee Wellness & Work-Life Integration: ?? AI will monitor work patterns and suggest breaks or time management improvements to maintain employee well-being. ?? Machine learning algorithms will optimize work schedules, balancing productivity with employee well-being. ?? AI-powered chatbots will provide 24/7 mental health support, ensuring employees have access to help whenever they need it. ---- The time to act is now. AI isn’t the future of HR, but its present. Embracing the power of AI technologies will enable HR to streamline operations and create a more personalized and effective employee experience. Is your team ready to adapt and thrive in this AI-driven landscape? Start with our crash course: "AI HR - Fundamentals of Artificial Intelligence in HR. https://lnkd.in/gZmtPUy6

Always send a thank you note (or email) after a job interview. But keep it short and sweet.

During the hiring process, swift and clear communication is critical. It provides for a respectful and positive candidate experience. Read more at https://hubs.li/Q02HxcY70 from Jason Elkin of EQUALS TRUE, Kshitij Jain of Joveo, Janet Vardeman of Avanade, Robyn Arville of Natural Resources Defense Council (NRDC), Laurie Chamberlin of LHH, Heather Smith of Flimp Communications, John Pierce of John Pierce Consulting, Jon Lowe of DailyPay, Niki Jorgensen of Insperity, Nakisha Griffin Bello of Vercara, Jane Binzak of BAXIMUS Enterprises LLC, Monica Lloyd of People Forward, Nicky Hancock of AMS, Amee Desjourdy of Hitachi Vantara, Debra Corey of DebCo HR, Divya Divakaran of EVS, Inc., Dieneria Brown of PushBlack, Corey Berkey of Garnet Bridge Consulting, Jake Zabkowicz of Hudson RPO, and Shiran Danoch of Informed Decisions

When used together, these five behaviors can create culture shifts you need to increase change agility.

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Discover the game-changing power of 'Competencies Over Credentials' in recruitment. From ballet dancers becoming tech sales stars to military veterans excelling in banking, it's time to recognize potential beyond traditional qualifications. Embrace a more inclusive and efficient hiring landscape. https://hubs.li/Q02DQmfp0