Autor: Alexandra Ene

Categorii
Jobs

Team Leader Telesales

We are looking for a Team Leader Telesales for a Romanian dental clinic which has been successfully developing since 2013. The Company currently owns some of the most modern dental spaces in Bucharest, focused on Implantology and Dental Aesthetics. The role is full-time, on-site, in Bucharest, Romania.

 THE ROLE

As a Team Leader Telesales, you will play a pivotal role in driving the performance of a telesales team responsible for converting leads into appointments for the Company’s stomatology and dental implantology services. This is a strategic position that bridges patient interaction and business performance, contributing directly to the clinic’s growth.

Your primary responsibility will be to coordinate, support, and optimize the work of a team of telesales agents, ensuring high-quality patient communication and achievement of conversion goals. You will also be directly involved in lead conversion (10-15%) to maintain alignment with the team and firsthand experience of the telesales process.

Main responsibilities

  • Team Coordination & Performance Monitoring
    • Planning, organizing, and monitoring daily team activities to ensure goals are being met;
    • Setting, tracking, and ensuring the achievement of performance KPIs for each telesales agent;
    • Evaluating team results regularly and identifying performance gaps and improvement areas;
  • Sales Strategy & Process Optimization
    • Developing, implementing, and continuously refining call scripts to improve conversion efficiency;
    • Maintaining a strong focus on both new and existing leads, aiming for high conversion into appointments;
  • Coaching & Development
    • Offering consistent coaching and organizing regular training sessions to improve the team’s communication and sales skills;
    • Supporting agents in managing difficult calls and handling objections effectively;
  • Collaboration & Reporting
    • Working closely with internal departments such as Marketing, Front Desk, and Medical Teams to align strategies and campaigns;
    • Preparing and delivering performance reports and suggesting process improvements.

INTERNAL CONTACTS

She/He will report to the Company’s Operations Manager and will lead a team of four telesales agents.

THE CANDIDATE

Requirements

  • Minimum 2 years of experience in telesales or call center management, preferably in the medical or dental field;
  • Proven track record in implementing and achieving KPIs and sales team targets;
  • Strong knowledge of CRM platforms and reporting tools;
  • Bachelor’s degree (preferred fields: Marketing, Communication, Management);
  • Fluent in Romanian.

Professional Profile

  • Proactive, results-, and solution-oriented, with a hands-on approach and strong sense of ownership;
  • Strong leadership skills, with a proven ability to motivate, support, and grow a team;
  • Flexible, organized, and able to navigate changes and challenges with composure;
  • Excellent communication skills, verbal and written, with the ability to build rapport;
  • Comfortable working autonomously while aligning with broader operational goals;
  • Analytical and data-driven, with a keen eye for identifying performance trends and improvement areas;
  • Creative in optimizing telesales approaches, processes, and scripts;
  • Entrepreneurial mindset, with the ability to thrive in a dynamic environment;
  • Empathetic and patient-focused, with a high standard of professionalism in interactions.

BENEFITS:

  • Performance-based bonuses;
  • Meal tickets and vacation vouchers;
  • Annual preventive dental care package for employees and their families;
  • Discounts on dental services for employees and their families;
  • Transportation reimbursement.
Categorii
Jobs

Team Leader Sales

We are looking for a Team Leader Sales for a Romanian dental clinic which has been successfully developing since 2013. The Company currently owns some of the most modern dental spaces in Bucharest, focused on Implantology and Dental Aesthetics. The role is full-time, on-site, in Bucharest, Romania.

THE ROLE

The Team Leader Sales is responsible for coordinating the activities of the sales (Patient Advisors) team, with a strong focus on optimizing the sales process and increasing the volume of complex medical services provided by the clinic. This includes developing and implementing sales strategies, tracking the conversion of initial consultations into full treatment plans, and closely monitoring the clinic’s financial and sales KPIs.

In addition to leading the team, the Team Leader plays a critical hands-on role, working directly with patients, identifying opportunities for process improvements, and ensuring alignment between patient needs, clinical recommendations, and business objectives. This position requires both strategic oversight and operational involvement to drive sustained growth and a high standard of patient care.

Main responsibilities

  • Leading and coaching the sales agents (Patient Advisors) to achieve sales and conversion targets, namely conversion of consults into active patients;
  • Ensuring efficient task distribution between team members;
  • Monitoring team performance against individual and collective KPIs;
  • Identifying and implementing process improvements across the sales cycle, to increase the volume of treatments;
  • Identifying opportunities for upsell and cross-sell with existing patients;
  • Collaborating with medical staff to clarify patient inquiries and resolve concerns;
  • Identifying and proposing organizational and financial solutions to support patients in their decision-making process;
  • Handling direct patient consultations and guiding them through treatment plans;
  • Monitoring that Patient Advisors maintain consistent and effective communication with patients throughout their treatment journey;
  • Ensuring the team accurately coordinates future appointments in line with each patient’s treatment plan;
  • Overseeing that all patient interactions are logged correctly and promptly in the CRM system, supporting continuity and follow-up;
  • Participating in the recruitment, onboarding, and performance development of team members;
  • Organizing training and re-training sessions for the team;
  • Creating and maintaining an organized, engaging, and high-performing work environment that fosters open communication and effective team collaboration;
  • Reporting on performance data, sales forecasts, and process efficiency.

INTERNAL CONTACTS

She/He will report to the Company’s management team and will lead a team of four sales agents.

THE CANDIDATE

 Requirements

  • Minimum 3 years of experience in a sales management role in B2C or customer service environments, ideally in the medical field;
  • Proven track record of meeting / exceeding sales KPIs;
  • Experience in a dynamic, fast-paced setting; background in an entrepreneurial environment is preferred;
  • Strong organizational, communication, and interpersonal skills;
  • Advanced knowledge of CRM tools and MS Office Suite;
  • Willingness to work flexible hours;
  • Fluent in Romanian.

Professional Profile

  • Proactive, solutions-oriented, and hands-on approach to challenges;
  • Confident and empathetic communicator, able to build trust with patients and team members;
  • Autonomous, accountable, and able to lead by example;
  • Focused on continuous improvement and identifying opportunities for growth;
  • Strong time management and organizational abilities;
  • Analytical and results-driven mindset, able to interpret performance metrics;
  • Adaptable and mature, with the capacity to work under pressure and manage difficult situations with professionalism.

BENEFITS:

  • Performance-based bonuses;
  • Meal tickets and vacation vouchers;
  • Annual preventive dental care package for employees and their families;
  • Discounts on dental services for employees and their families;
  • Transportation reimbursement.
Categorii
Corporate

The 4-Day workweek: How to tell if it suits your organization

The 4-day workweek has transitioned from a fringe idea to a mainstream conversation. As the competition for top talent intensifies, many leaders are asking: Can we make it work? Could this model enhance employee satisfaction? Will productivity be affected or on the contrary?

At first glance, the concept is simple: employees work fewer hours but maintain the same level of productivity and compensation. But implementing a 4-day workweek isn’t just about scheduling, it’s a strategic decision that touches culture, operations, and leadership philosophy.

If you’re considering this shift, here’s how to assess whether your organization is ready and if a shorter workweek truly aligns with your workflows as well as business goals.

  1. Understand why you’re really exploring it

Start with the “why.” Are you trying to:

  • Attract and retain top talent? In a competitive job market, offering a 4-day workweek can differentiate your organization and attract top candidates.
  • Improve employee well-being and engagement? Reducing workdays can enhance work-life balance, leading to increased job satisfaction.
  • Drive productivity and innovation? Some organizations have reported increased productivity with a reduced workweek.
  • Reinvent your organizational culture?

Clarity on your objectives will shape how the 4-day workweek is implemented and whether it’s sustainable. For example, if burnout and turnover are rising, a shorter week might help, but only if workloads are also restructured.

  1. Evaluate the nature of your work 

Some industries and functions adapt more naturally to a compressed schedule. Knowledge-based and project-driven roles tend to see the most success—marketing, software development, finance, and design, for instance.

However, client-facing, support, and operational roles may require continuous coverage. In these cases, staggered shifts or rotating schedules can work—but they demand thoughtful planning and communication.

Ask yourself:

  • Can core responsibilities be completed in fewer hours without reducing quality?
  • Are there peak times when you absolutely need full staff coverage?
  • Will customers be impacted?

You also need to analyze the market and competition: is there a risk of falling behind?

  1. Assess team readiness and culture

A 4-day week requires high levels of autonomy, trust, and accountability. If your team already thrives on clear goals, minimal micromanagement, and results-focused performance, you’re in a strong position. The organization must be flexible and open to adjusting workflows to accommodate the new schedule.

However, if productivity is closely tied to presence—or if collaboration depends heavily on synchronous communication—this shift could create friction.

Leadership Tip: Run an anonymous internal survey or pilot the model with one team before rolling it out company-wide.

  1. Rework performance metrics

One of the biggest mistakes companies make is expecting the same (or higher) output without changing how they measure success. A 4-day week won’t work if your KPIs are still rooted in time-on-task or availability.

Instead, focus on outcomes:

  • Are goals clearly defined and achievable within the new schedule?
  • Are you rewarding efficiency and effectiveness, not just hours worked?
  • Do your managers feel confident managing by results?

Shifting from time-based to output-based performance requires a culture change, but it’s essential to making a 4-day week stick.

  1. Start small, measure, and iterate

There’s no one-size-fits-all. Some companies adopt a “Friday-off” model; others prefer four 10-hour days or team schedules.

What matters is starting deliberately:

  • Pilot with one department or function
  • Set clear goals and success criteria
  • Gather feedback regularly
  • Make adjustments as needed

The best leaders treat it like any strategic initiative: test, learn, adapt. Use the data to assess the impact on productivity, employee satisfaction, and business outcomes.

A talent magnet, but not a silver bullet

A 4-day workweek can be a compelling differentiator in a competitive talent market. But it’s not a magic fix and it’s definetely not for everyone.

For some organizations, the benefits are transformational. For others, the risks outweigh the rewards. Maybe, rather than simply reducing the length of the traditional full-time workweek, organizations might achieve more by addressing the potential causes of burnout, like minimizing unnecessary meetings and optimizing how time is spent. The key is understanding your people, your workflows, and your long-term goals.

At PFP Advisory, we help leaders make smart talent decisions rooted in strategy, culture, and business performance. If you’re considering new ways of working to attract and retain the best, we’d love to help you explore the right path forward.

Categorii
Jobs

Chief Accountant

We are looking for a Chief Accountant for an international FMCG company. The position is based in Bucharest.

THE ROLE

The Company is seeking a Chief Accountant who will coordinate the accounting activity within the Romanian office.

Main responsibilities

Preparation of monthly / annual / quarterly declarations to the fiscal authorities (ANAF), BNR, National Institute of Statistics, etc.

  • Prepares monthly fiscal declarations according to the legislation in force and other declarations requested by other competent bodies such as BNR and INS. Submits and signs the declarations to Fiscal authorities and other bodies.
  • Ensures the timely fulfilment of the company’s obligations towards the state budget and third parties in accordance with the legal provisions in force;

Verification and registration of financial-accounting operations and in the financial system

  • Registration of all operations specific to each month: salaries, VAT, etc;
  • Controls and is responsible for the efficient development of the financial-accounting activity of the company in accordance with the legal provisions in force;
  • Checks monthly the calculation of excise duties, other related taxes, value added tax, profit tax, etc.;
  • Ensures, organizes, and efficiently manages the integrity of the entire patrimony of the company by the legal provisions in force and the internal norms or regulations of the company;
  • Organizes and coordinates the accounting of capital operations, fixed assets, stocks, third parties, treasury, expenses, income and other patrimonial elements, management accounting in accordance with the legislation in force;
  • Follows the observance of the accounting principles and the patrimony evaluation (prudence, permanence of the methods, continuity of the activity, independence of the exercise, intangibility of the opening balance sheet, non-compensation);
  • Supervises the implementation of accounting procedures;
  • Ensures and is responsible for the elaboration of the verification balance at the terms established by the group and by the legislation in force;
  • Performs the financial accounting analysis based on the balance sheet, profit and loss account, which is presented for annual verification to auditors and for validation to the administrator and associates;
  • Ensures the continuity of the financial department in case of holidays or vacancies by registering marketing invoices, on trade, or issuing discount invoices (client);
  • Prepares the situation of expenses in advance (ct. 471/409);

The internal monthly closure plan

  • Ensures the correctness of the monthly preparation of the estimated situation for the amounts that will be invoiced later to distributors and international retailers;
  • Ensures that all team tasks are performed in order to report financial statements to the group;

Price lists and special prices

  • Ensures implementation in the financial system of price lists and special prices according to the company’s internal procedures;

Coordination

  • Leads a team of 3 people;
  • Establishes goals, assesses performance, and contributes to their development and motivation;

Other tasks

  • Ensures tax compliance and manages tax strategies, like transfer pricing, handles financial audits and the relation with auditors, as well as the relationship with banks.

REPORTING AND INTERNAL RELATIONS

The Chief Accountant will report to the Finance Director within the company and will lead a team of five. She/He will closely cooperate with colleagues in finance, commercial, marketing, IT, and operations/logistics departments. 

THE CANDIDATE

Requirements

  • University Studies in Economics, Accounting;
  • Experience of minimum 5 years in accounting and relevant experience as a Senior or Chief Accountant;
  • Solid knowledge in accounting and accounting systems (JDE is a plus), as well as tax;
  • Strong leadership abilities;
  • Very good analytical and planning skills;
  • MS Office skills (Excel, Word);

Professional Profile

  • Growth mindset, adaptability in an agile environment, and aptitude to learn new things at a high pace;
  • Logical thinking, good memory, capacity for analysis and synthesis;
  • Ability to organize and lead people;
  • Capacity to process information, interpret it, and capitalize on it by making the right decisions or by providing processed and relevant data to other decision-makers;
  • Ability to thrive in a fast-paced environment;
  • Correctness, tenacity, seriousness, principled/objective attitude in relations with people;
  • Objectivity in assessing and analysing economic, financial, and social situations;
  • Team spirit and collaboration.
Categorii
Candidates

POV: Te irită întrebarea “De ce ai plecat / De ce vrei să pleci de la locul de muncă?”

Context: ești un candidat în căutare activă de noi oportunități, ai aplicat la un job și ești invitat la interviu. Ajungi la detestată întrebare de mai sus și nu pricepi de ce recrutorii se mai obosesc. Pe de o parte, mai toți candidații înfrumusețează adevărul sau mint de-a dreptul, iar pe de altă parte și un răspuns onest este inutil – e evident că ai plecat sau vrei să pleci de neîmplinire / nefericire. Ce rost are?

Sigur că nu vorbesc în numele tuturor recrutorilor, dar pot să îți spun de ce întreb eu. În primul rând, sper la un răspuns onest. Uneori e degeaba oricât aș insista, uneori citesc printre rânduri, alteori chiar îmi iau informații valoroase. Ce înseamnă asta?

Nefericirea la locul de muncă poate veni din multe lucruri și eu încerc să înțeleg ce e important pentru TINE. Nu ai ownership, libertate de decizie, spațiu să îți conduci echipa așa cum consideri? Ai parte de un mediu toxic, obiective de performanță nerealizabile sau un manager care nu îți acordă suficientă atenție / validare / direcție? Programul este inflexibil, prea multe călătorii? Managementul se axează pe political corectness mai mult decât pe performanță, nu ai spațiu să îți spui opiniile, există o lipsă de etică în companie cu care nu te aliniezi? Lipsă de resurse și instrumente de lucru sau lipsă de profesionalism?

Le-am auzit pe toate și încă pe atât, iar fiecare dintre aceste motive spune ceva despre omul din fața mea. Cu informațiile pe care le am de la clientul pentru care recrutez și cu cele pe care le primesc pot analiza dacă nu cumva îl duc pe om într-o situație similară cu cea din care a plecat. Oamenii diferiți au niveluri diferite de toleranță, iar ceea ce pe unii îi dărâmă, pe alții îi lasă indiferenți. Dar dacă eu nu știu cu ce poți trăi și cu ce nu la un loc de muncă, dacă nu înțeleg ce îți dorești, care sunt sursele majore de nefericire / neîmplinire, nici nu pot evalua dacă ce îți propun s-ar putea alinia cu perspectivele tale.

Nu spun să îți bârfești angajatorii sau să îi vorbești de rău, ci doar să povestești experiența ta și cu auto-evaluare să îți definești limitele. Un răspuns politic și clișeistic de tipul “caut alte provocări” este o pierdere de timp și de fapt tot pe tine de dezavantajează pe termen lung.

Repet ce spun de fiecare dată – dacă toți ne mințim frumos în interviuri, să nu ne mai mirăm de demisiile sau concedierile rapide. Nu ați avut nicio șansă să vă dați seama cu adevărat dacă vă potriviți.

 

Postare publicată pe LinkedIn Alexandra Ene

Categorii
Jobs

Sales Account Manager, IT&C

We are looking for a Sales Account Manager for a leading provider and integrator of IT solutions in Romania. The position is based in Bucharest, Romania. 

THE ROLE

The Company is seeking a Sales Account Manager to join the team dedicated to the retail segment. He/She will be accountable for growing either the fashion & beauty retail OR pharma retail vertical, identifying and capitalizing on new business opportunities in one of these sectors, developing the existing portfolio, understanding potential clients’ needs, and establishing and developing relationships with new and long-term key clients.

The ideal candidate will have a track record of strategically targeting new customers, developing opportunities, winning contracts in a challenging environment, and maintaining and developing the Company’s business with the existing clients from his/her assigned segment.

Main responsibilities

  • Exploring and developing new business opportunities within his/her allocated sector;
  • Strategically researching and prospecting mid-size and large accounts;
  • Engaging with existing and potential customers to identify and evaluate their specific needs and ways of collaboration, growing and nurturing relationships with them;
  • Developing trusted advisor relationships with key customer stakeholders and executive sponsors, having the ability to understand the organizational culture and specificities of each client;
  • Growing the relationships with existing customers by regularly proposing solutions that align with their strategy and/or meet their immediate objectives;
  • Building an in-depth knowledge of the assigned market sector and developing trends;
  • Analysing the market and competition in terms of product range, services, and sales strategy;
  • Ensuring successful follow-through of the sales cycle by maintaining accurate activity and lead qualification information in CRM application for leads, opportunities, offers, contracts, tasks;
  • Collaborating with colleagues in pre-sales and project management;
  • Drawing up and negotiating non-disclosure agreements and contracts, with the support of the legal team, understanding the importance of contractual agreements for both parties;
  • Analysing weekly activity / sales / profitability / solution / business line reports.

INTERNAL CONTACTS

He/She will report to the Sales Manager Retail Vertical and will collaborate closely with other departments (e.g., pre-sales, project managers, etc.).

THE CANDIDATE

Requirements

  • Demonstrated experience of minimum 3 years either as a Key Account Manager, Sales, Business Development or related roles;
  • Ability to professionally communicate, present, and influence key stakeholders at all levels of an organization, including executive and C-level;
  • Proven knowledge and execution of successful business development strategies;
  • Background in negotiating contracts;
  • Strong technical acumen, with the ability to comprehend intricate solutions and integrations, and how these solutions address client challenges;
  • Experience in forecasting and tracking account metrics (e.g. monthly and quarterly sales results and annual forecasts);
  • Fluent English.

Professional Profile

  • Excellent listening, communication, and presentation abilities;
  • Strong interpersonal skills, capable of building relationships with professionals at all levels;
  • Drive and enthusiasm for sales, with a high customer orientation;
  • Excellent organizational skills;
  • Team player, with strong collaboration and influencing abilities.
Categorii
Candidates Corporate

2025: Uncertainty. Anxiety. Instability. How to thrive in the storm

This year, the topics regarding the global changes and generally THE UNKNOWN will probably dominate conversations in boardrooms, social gatherings, and personal reflections. Leaders, in particular, face heightened challenges—managing not only their own uncertainties but also guiding their teams through a world that feels increasingly unpredictable.

While it’s tempting to lament the turbulence, the truth is stark: we can’t control the chaos around us. But what we can control is how we respond.

For leaders, this response begins with adopting habits and mindsets that cultivate resilience, adaptability, and focus. Here’s how:

  1. Work with purpose, not panic

The concept of work as a stabilizing force is not new, but in uncertain times, it takes on a deeper significance. Leaders who focus on purpose rather than productivity alone and maintain transparent communication are the ones who inspire confidence in their teams.

  • Revisit your mission: Reconnect with the “why” behind your work. Clarify the vision for your organization and ensure your actions align with it. A clear sense of purpose fosters stability, even in the face of turmoil.
  • Empower others: Use this time to delegate effectively, empowering your team to take ownership of projects. This not only alleviates your own stress but also fosters a culture of trust and collaboration.
  1. Invest in continuous learning

The ability to learn and adapt is now more critical than ever. For leaders, learning isn’t just about acquiring new skills—it’s about staying relevant, innovative, and prepared for what’s next.

  • Formal education: Consider enrolling in executive programs, certifications, or workshops focused on emerging trends in your industry.
  • Peer learning: Join forums, masterminds, or networking groups where you can learn from fellow leaders facing similar challenges.
  • Scenario planning: Study past disruptions and prepare for potential future scenarios by building flexible strategies that accommodate multiple outcomes. Diana Stafie shares very intersting insights on this topic.
  1. Cultivate resilience through reflection

Resilience isn’t just a trait—it’s a skill that leaders can actively develop. Reflection plays a key role in building this capability.

  • Daily reflection practices: Dedicate time each day to journaling, meditating, or simply reviewing the day’s events. This helps leaders gain clarity, identify patterns, and make informed decisions.
  • Learn from failure: View setbacks as opportunities for growth. Conduct regular post-mortems on projects or decisions that didn’t go as planned and use those lessons to refine your approach.
  • Focus on wellness: Physical health and mental well-being are foundational to resilience. Prioritize exercise, sleep, and stress management as non-negotiable components of your routine.
  1. Build a reading habit to broaden your perspective

Reading is a powerful tool for leaders seeking to navigate uncertainty. It provides both actionable insights and moments of reflection.

  • Expand your horizons: Read beyond your industry to understand trends in other fields. Cross-pollination of ideas often sparks innovation. For example, Steve Jobs credited much of his innovative thinking to his exploration of diverse subjects, from calligraphy to Buddhism, which influenced Apple’s minimalist design ethos.
  • Deep dives into leadership: Books like The Infinite Game by Simon Sinek or Anti-Fragile by Nassim Nicholas Taleb offer frameworks for thriving in volatile environments.
  • Leverage audiobooks and podcasts: For busy executives, audiobooks and podcasts offer a convenient way to absorb new ideas on the go.
  1. Foster an open mindset

The leaders of tomorrow are those who embrace change with curiosity and courage.

  • Encourage feedback: Create an environment where your team feels comfortable offering constructive criticism. This helps you identify blind spots and adapt your leadership style.
  • Experiment and iterate: View your strategies as hypotheses to be tested. Be willing to pivot when something isn’t working.
  • Stay curious: Seek out new experiences and viewpoints. Attend conferences, engage with thought leaders, or simply ask more questions.
  1. Strengthen emotional intelligence

As a leader, your ability to understand and manage emotions—both your own and others’—can set the tone for your organization.

  • Empathy as a superpower: Recognize the fears and uncertainties your team may be experiencing. Empathetic leaders inspire loyalty and trust.
  • Communication is key: In uncertain times, over-communication is better than silence. Regular updates, even if they’re brief, can reassure your team and stakeholders.
  • Self-awareness: Monitor your emotional state and triggers. By staying grounded, you’ll be better equipped to lead with clarity and composure.
  1. Leverage technology wisely

Technology is both a disruptor and an enabler. Leaders must embrace it to stay ahead while remaining mindful of its ethical and human implications.

  • Digital transformation: Identify tools that can streamline operations, improve decision-making, and enhance customer experiences.
  • Balance tech and humanity: While AI and automation can improve efficiency, human connection remains irreplaceable in leadership. Focus on blending the two seamlessly.
  • Stay informed: Make it a priority to understand how technological trends could impact your industry.
  1. Lead with vision and optimism

Uncertainty doesn’t diminish the need for vision—it amplifies it. A clear and optimistic outlook can inspire your team and create a sense of direction.

  • Articulate your vision: Share a compelling picture of the future, even if the path to get there isn’t entirely clear yet.
  • Celebrate small wins: Recognize progress, no matter how minor. Celebrating achievements boosts morale and reinforces momentum.
  • Stay transparent: Be honest about challenges while expressing confidence in your team’s ability to overcome them.

Leadership in 2025 requires more than strategic thinking—it demands adaptability, resilience, and humanity. By focusing on what you can control—your actions, mindset, and growth—you not only navigate uncertainty but also set an example for others.

The storm isn’t likely to go away soon, but by embracing this outlook, you can thrive within it. Remember: leadership is not about having all the answers; it’s about being willing to learn, evolve, and inspire through action.

Categorii
Candidates

POV: Cum ar fi dacă…?

Gânduri random la început de 2025. Cum ar fi dacă…?

  • Ne-am ține de promisiunile făcute către noi la fel cum respectăm promisiunile făcute către ceilalți;
  • Am citi toate cărțile din bibliotecă, până să mai facem achiziții noi;
  • Am rămâne înscriși doar la newsletter-ele care chiar ne interesează, în loc să ne amăgim că o să ne facem timp să le revizuim pe toate;
  • Ne-am uita întâi la noi și apoi la alții;
  • Am zice DA mai des la provocări & experiențe noi și NU la lucrurile pe care le facem doar din obligație;
  • Ne-am da voie să greșim fără procese de conștiință, văzând eșecul ca pe o oportunitate de a învăța, nu un capăt de drum;
  • Am transforma “nu am timp” în “nu este o prioritate” și am vedea cum ni se schimbă perspectiva;
  • Ne-am bucura (și) de progres, nu doar de rezultat;
  • Am asculta cu adevărat, nu doar ca să avem replică de răspuns.

Postare publicată pe LinkedIn, vă invit să ne conectăm aici

Categorii
Candidates

POV: Aspecte practice care îi ajută pe candidați în procesele de recrutare

Fiecare dintre noi avem nevoie în viața profesională de anumite competențe specifice poziției deținute, atât hard cât și soft. Acestea din urmă se pot sau nu suprapune cu capabilitățile de care este nevoie în procesele de recrutare. Din acest motiv, recomand candidaților care își doresc rezultate bune și când vine vorba de interviuri să se axeze pe dezvoltarea următoarelor elemente:

✅ Storytelling-ul – Un discurs bine construit captează atenția, rămâne memorabil și oferă context real pentru abilitățile tale. Fii autentic, nu te teme să evidențiezi provocările întâlnite și cum le-ai depășit și include emoție și energie, pentru a evita o poveste plată.

✅ Citirea audienței (”reading the room”) – Gândește-te la ce se caută pentru rol și observă la ce reacționează intervievatorii. Dacă simți că își pierd interesul (se foiesc, se uită la ceas, trag aer în piept căutând ocazii să te întrerupă), scurtează și adaptează. Dacă îi vezi interesați de un anumit subiect, dezvoltă. Conectează-te cu oamenii cu care discuți.

✅ Structura – Prezentarea clară, concisă și logică a ideilor este esențială. Poți folosi metoda STAR (Situație, Task, Acțiune, Rezultat) pentru a detalia experiențele relevante. Rămâi la subiect, evită divagațiile și detaliile inutile, prin care pierzi audiența.

✅ Keeping it simple – Dezvoltă ideile, fii onest, însă nu te îngropa singur povestind niște lucruri care te dezavantajează, te fac să pierzi credibilitate, îți aduc prejudiciu.

✅ Pregătirea – Documentează-te despre companie, rol și persoanele cu care discuți. Gândește-te la întrebări cu sens, nu întreba orice poți găsi în 3 minute de search.

✅ Ascultarea activă – Fii atent la întrebările adresate și oferă răspunsuri coerente, relevante și bine gândite. Ajustează-ți abordarea și discursul, fii adaptabil.

✅ Evidențierea impactului concret – Concentrează-te pe rezultate, nu doar pe sarcini. Spre exemplu, „Am crescut vânzările cu 20% în șase luni” are mai multă greutate decât „Am fost responsabil de vânzări”.

✅ Gestionarea emoțiilor – Păstrează-ți autenticitatea, menține un nivel ridicat de energie în discuție, însă evită să mergi într-o extremă de vulnerabilitate. Am avut un candidat care s-a simțit atât de confortabil în interviu cu mine încât a început să plângă povestind o anumită situație. Nu e de dorit să se întâmple asta.

În concluzie, este important să te pui în valoare în conversație, însă ce NU recomand candidaților este să încerce să se vândă excesiv, să exagereze, să se laude, să mintă. La fel cum și clienților mei le recomand transparență în recrutare. E ca într-o relație – dacă ne păcălim unii pe alții la început că suntem altfel decât suntem de fapt, nu avem nicio șansă de reușită împreună.

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Candidates

POV: Ai rămas fără job? Care sunt primii pași pe care să îi faci

Fie că ți s-a restructurat poziția sau ai ajuns într-un punct maxim de frustrare și ți-ai dat demisia fără să ai alte oportunități pe masă, să rămâi fără job poate fi cel puțin o provocare, dacă nu chiar o situație foarte neplacută. Cu atât mai mult dacă ești obișnuit să fii în priză și să ai stabilitate. În același timp însă, un astfel de context poate deveni o oportunitate de recalibrare și de dezvoltare personală și profesională. Iată câteva recomandări care te ajute în a identifica ce ai de făcut pe mai departe:

 

Analizează-ți competențele, abilitățile și realizările. Identifică punctele  tale forte și ariile de îmbunătățit, ca să înțelegi mai bine ce plus valoare poți aduce și ce avantaje competitive ai în piață.

În același timp, fă un inventar al lucrurilor care ți-au plăcut și care nu ți-au plăcut în joburile anterioare, evaluează în ce arii te-ai putea dezvolta și clarifică-ți ce ți-ai dori ca pas următor. O astfel de introspecție previne capcana de a accepta orice rol apare și te ajută să te poziționezi corect în procesele de recrutare viitoare.

Actualizează-ți CV-ul și profilul LinkedIn. Evidențiază proiectele importante, responsabilitățile și rezultatele, punând accent pe impactul pe care l-ai avut în rolurile anterioare.

Activează-ți rețeaua de contacte. Poate ai senzația ca “lumea” știe că îți cauți și ce tip de rol ar putea fi potrivit pentru experiența ta, dar realitatea e că fiecare le are pe ale lui. Sună oamenii, întâlnește-te cu ei, comunică cu cunoștințele relevante și spune-le concret ce cauți.

Participă la evenimente de business, industrie sau networking și contactează-te cu oameni diverși. Ține cont însă că networking-ul nu înseamnă doar să ceri ajutor, ci și să oferi sprijin și resurse.

Identifică competențele cerute pe piața muncii pentru rolurile vizate. Completează-ți cunoștințele prin cursuri și certificări relevante.

Fă voluntariat sau mentoring. E important să îți ocupi timpul cu activități constructive, care dau sens perioadei de tranziție.

Explorează consultanța, proiectele temporare, management interim sau fractional în domeniul tău de activitate. Acestea oferă flexibilitate și îți pot completa CV-ul cu realizări recente.

Dezvoltă sau îmbunătățește brandul personal. Profită de platformele sociale, în special LinkedIn, și postează conținut relevant, articole sau opinii și discută subiecte din industrie pentru a atrage atenția asupra profilului tău și a te poziționa ca expert în domeniul tău.

Contactează-te cu consultanți din agenții de recrutare / executive search, care să te aibă în vedere când apar oportunități potrivite.

Consultă-te cu un coach de carieră, care te poate ajuta să-ți definești mai clar obiectivele, să identifici potențiale blocaje și să-ți construiești un plan de acțiune structurat. Acesta poate oferi, de asemenea, sfaturi personalizate pentru piața muncii actuală.

 

E important să nu disperi și să nu te descurajezi, mai ales că o astfel de atitudine se simte imediat în interviuri și te va dezavantaja. Refuzurile sunt o componentă de neevitat în procesele de recrutare, însă recomand să nu le iei personal și să încerci să obții din fiecare experiență feedbackuri constructive. De la un nivel încolo durează puțin mai mult să găsești un nou rol potrivit, însă perioada de tranziție poate fi transformată într-o reală oportunitate de a-ți recalibra cariera, extinde rețeaua de contacte și dezvolta noi competențe.

 

Postare publicată pe LinkedIn https://www.linkedin.com/in/alexandraene1/