DastN GmbH | Resources Relocation & Offshoring | Custom Software Development

Have you thought about the key functions of human resources and how they affect organizational success? Let's get into it: Talent Acquisition and Recruitment: 🎯 Effective recruitment is the bedrock of a skilled workforce. HR pros employ strategic methods to identify and attract top talent, aligning with company values and goals. Employee Onboarding and Training: 📚 Smooth onboarding and robust training are crucial for new hires. HR ensures seamless integration into company culture and equips employees with essential skills to excel. Performance Management and Development: 📈 HR oversees systems that evaluate employee contributions and foster growth. By nurturing a culture of improvement and accountability, HR drives success. Employee Relations and Welfare: ❤️ Maintaining positive relations and addressing workplace issues is vital. HR acts as a mediator, ensuring fairness and fostering a supportive environment. Strategic Planning and Compliance: 📊 HR aligns human capital strategies with organizational goals while ensuring compliance with regulations. By forecasting needs and mitigating risks, HR secures long-term sustainability. How do you see HR's impact on the success of your organization? 💭  #Humanresources #hrcommunity #DASTN

Gallup research indicates that organizations with high levels of employee engagement outperform those with low levels by 202%. Recognition of employees' contributions is a significant driver of engagement. A survey showed that 83% of HR leaders believe recognition programs are directly linked to employee engagement. #DastN #HumanResources #Careers #Startups #HR

"Hiring globally isn't easy � It’s not just about finding talent, it’s about understanding the legislations, requirements, and being able to handle the bureaucratic hurdles. From work visas to employment laws, this complex process requires patience and expertise. To hire from abroad for your team, follow these steps: ➡ Know the types of work visas: Different visas are available for non-EU/EEA citizens, such as the EU Blue Card, General Employment Visa, and Specialist Professional Visa. The type depends on the job and qualifications. ➡ Meet eligibility requirements: Applicants must have the right qualifications and experience. Proficiency in German may be necessary for certain roles. ➡ Show no local availability: Prove that no German or EU citizen can fill the position by documenting local recruitment efforts. ➡ Understand visa duration and renewal: Work visas are typically granted for one to three years and can be renewed if requirements are met. Contact us today to learn more about hiring international candidates for your team! #GlobalHiring #TalentRelocation #WorkVisas #DastN #Germany #HR” 

The human resources department usually faces challenges to find the perfect fit talent. They can spend most of their time reviewing their budget, and revising the hiring process, but the real problem to find a skilled individual hides in the job description itself. Capturing the attention of top talents begins with a compelling job description. Well-written description helps candidates see if they're a good fit, reducing unqualified applications and saving time. Your job description is your first impression on potential candidates. Make it count with these expert tips. 1. Clarity is Key: Ensure your job description is clear and concise, outlining the role, responsibilities, and expectations in simple language. Avoid using jargon or overly technical terms.  2. Showcase Your Company: Use your job description as an opportunity to showcase your company's values, culture, and mission. Highlight what makes your organization unique and why candidates would want to work for you. This can help attract candidates who align with your company's ethos.  3. Specify Requirements: Clearly outline the required skills, qualifications, and experience for the role. Be specific about what you're looking for in a candidate to ensure you attract the right talent. Consider listing "must-have" and "nice-to-have" qualifications to provide clarity.  4. Sell the Position: Beyond listing responsibilities, highlight the benefits and perks of the role. This could include opportunities for career growth, professional development initiatives, flexible work arrangements, or a positive work environment. Make the position sound enticing to potential candidates.  5. Boost Visibility: Use strategic keywords and phrases relevant to the role and industry to optimize your job listing for search engines. This will improve the visibility of your job posting and attract more qualified candidates. Research commonly used keywords in your industry and incorporate them naturally into your job description.  #JobDescription #Recruitment #DastN  

🔒 The Strategic Cybersecurity Talent Framework 🔒 According to the World Economic Forum, there is a global shortfall in cybersecurity talent that must be tackled rapidly to safeguard our digital world. That’s why it has featured 4 actionable approaches for a more comprehensive cybersecurity talent management approach. 🎯 Attracting talent into cybersecurity: Attracting more talents into cybersecurity by improving the understanding of what cybersecurity professionals do, removing unnecessary entry requirements and improving diversity in the workforce. 🎓 Educating and training cybersecurity professionals: Tailoring educational and training programs to arm talents with the essential skills and knowledge demanded for a career in the field. 🔍 Recruiting the right cybersecurity talent: Reviewing job descriptions to be realistic, and ensuring alignment between hiring managers and HR teams. 💼 Retaining cybersecurity professionals: Retaining cybersecurity professionals by acknowledging their contributions, and promoting a healthy work-life balance is crucial. Prioritizing cybersecurity talent is a strategic necessity, and these 4 areas are interconnected and need to be incorporated as a whole strategy. #Cybersecurity #TalentManagement #SkillsGap

The number of workers in ICT jobs in Arab countries has been experiencing constant growth. For example, in Egypt, the proportion of workers in ICT jobs increased from 28% in 2009 to 37% in 2021. #ICT #ictstudent #DastN #recruitment

Hiring global IT talents is the ultimate way to build diverse and competitive teams. It allows companies to scale their teams to meet changing business needs and demands in innovative ways. However, try to avoid these mistakes when hiring global IT talents: 🏢 Failing to consider legal and regulatory issues: Relocating Talents involves complex regulatory requirements, such as work visas and employment laws. Failing to consider these issues can lead to legal problems. 📝 Not assessing technical skills properly: Not implementing appropriate and different assessment methods like technical interviews and coding tests, won’t allow the company to get a comprehensive evaluation of candidates' technical abilities. 💼 Slow Hiring Process: The IT talent market is competitive globally. A slow hiring process can lead to losing the best candidates. 🤝 Underestimating other markets: By hiring only from just a market, companies miss out on potentially skilled and qualified candidates. 💡 Not considering outsourcing: Outsourcing offers a wider pool of talents at a lower cost and reduces the complexities of hiring. In conclusion, hiring global talents can be a valuable addition to any company. However, if the hiring process is not optimized, and mistakes are not considered, companies may miss out on the full potential of their global IT team. #Dastn #humanresources #IT #cybersecurity #