Trifecta Talent

Diwali 🎇 and Halloween 🎃 : two festivals that celebrate very different things but are united in one thing - sweets overload 🍡 🍬 🍯 Something we at Trifecta Talent can get behind! So whatever it is that you are celebrating today, wishing you the best of it all ❤️ #EmbeddedRecruiter #FractionalHiring

Companies who hire fast and consistently superstar candidates have one thing in common - they have their talent operations nailed down. "Having a stable Talent Infrastructure & Operation that involves the entire leadership organisation feeling informed and empowered by the metrics and data coming from the operations will show the successes and the weak points." To find out how to build robust talent operations, read the below article, it's a good one! https://lnkd.in/epAbTmsJ #TalentOperations #RecruitmentMetrics #Hiring

"As a start-up, you can face many challenges in attracting top talent, but a poor candidate experience should not be one of them because there are so many cost-effective or free ways to do this." In an article, we share some simple ideas that can be used by start-ups who are starting to hire a founding team. But are there any other ways an early-stage business can ensure a great experience for candidates as they make their first hires?

Hiring your first #ProductManager as a start up can be game changer. As a partner to early stage businesses in finding the perfect #PM, here are the top 3 questions we will ask the CEO / CPO / Hiring Manager as we kick off the PM search. ➡ Do they need a Technical PM or more of a commercially focussed PM who can also work with Dev teams? ➡ What is the background needed - if SaaS, then B2B or B2C, Fintech, compliance or a mix of a few different backgrounds? ➡ Should they have led a team or is this role completely hands on?

Our team member Neha Pandit demystifying "candidate experience" and how you can have clarity on what it's objectives should be ✌ #CandidateExperience

Are you an early stage business owner and debating which approach to take for hiring? As we are beginning to see the 'proverbial green shoots' 🌿 across the economy and definitely an upwards trend when it comes to new open roles and positions. It is important to be pragmatic about hiring especially if you are an early stage founder / talent leader trying to protect your runway. ❓ What is Embedded Hiring? If there are long-term cost concerns or you might not be sure how you can justify a hire on the talent team at the moment - an embedded recruiter model might just be the thing for you. If this post has intrigued you and you would like to know more, reach out to us at Trifecta Talent or me! #EmbeddedModel #EmbeddedRecruiter #StartupHiring #Recruitment

🔋 *Interview tips* 🗒 rambling in interview happens when there is lack of prep, let's see how we can avoid that. Whether you are interviewing at a start up, early stage, late stage business or a big corporate organisation, here are some of the questions / discussion topics you should have answers and anecdotes prepared for. While you might not be asked these questions exactly - these topics will inevitably be touched upon so read on and we hope this helps! 🏁 The classic introduction:  “Introduce yourself” / “tell me something about you” How the interview likely will begin - have a 2 min elevator pitch where you snapshot your career so far  and end with this “...and this is why I think I could be a good fit for the role that we are talking about today” The idea is to showcase how all the things in your career have led to where you are today positioned to take on the role you are now discussing with the interviewer. 🧠 Mindset: “Give an example of a time you failed” Don’t fall into the trap and try to masquerade a win as a failure, like “I worked long hours…” - No. Interviewers can read through this BS. This is a perfect opportunity to show growth after a genuine misstep or a period of struggle and how you learned from it. 🔊 Communication: “Talk about a time where you disagreed with your manager or someone in the team and how did you resolve the situation?” This is a great way to display tact and communication skill and how you can communicate effectively and put forward your points of view but with an overall outcome of working towards the team goal - moving the needle on things. 💪 Strengths & weaknesses: “What do you consider to be your biggest strength / weakness, could you give an example?” This is an opportunity to show self-awareness and how you use your personal strengths / weakness / personality traits to your team’s advantage. ❓ Expressing your interest / curiosity for the org and the role “Do you have any questions for me?” This is a point where your research on the company, product or the team comes into play. It’s really bad form to not ask any questions - as it is a chance to showcase your interest for the org and the role. Something along the line of -”how do you currently handle this and this…? OR “what is the best thing about your role?” OR “what do you most enjoy about working here?” We hope the above help you prep for any upcoming interviews, share this with someone who might find this useful! 🤝 #InterviewTips #InterviewQuestions #Interviewing

‘Scrappy’. This is how a lot of start-ups define themselves. Or, they use the term when hiring individuals for the business as a trait they should have. Being ‘scrappy’ is old school and granted, it’s needed at times, but not when it comes to hiring forecasts and talent acquisition. How has being ‘scrappy’ today played out: 📽 💰 A new start-up secures a round of funding! Cue the hiring spree.  🚦 🏁 🚸 Hiring managers across the business go and hire large teams. Sometimes, bigger than what's needed most likely. 🏤 They summon a lot of external agency support. As it's a competitive market, these companies want to land the best candidates by any means. 📈 😥 Hiring Spree leads to more management of processes and operations. Resulting in a lot of burnt candidates due to poor experiences and sometimes a business overshooting its budget. 🌡 The market has had its boom and now it is cooling down. What have we learned, markets are cyclical! 💀 Now, the leadership runs an assessment and realises budgets are tight and to operate efficiently, they don’t need such large teams and need to make the business lean. Cue: 🚩 Layoffs 🚩 Can this be avoided? 100%. Talent leaders, heads of departments and founders need to look at hiring as a ‘means to an end’ and get specialists in when needed, fractionally. This has never been easier than it is now, especially when you have fractional resources available from talent leadership to individual talent partners. Trifecta Talent can help you assess where you are today and where you want to be in regards to the teams you can look to steadily develop. We can help you forecast future hires to avoid over-hiring and ensure a lean successful team that aligns with your overarching strategy.  Reach out to any one of us if you have any questions or want some insights. Our DMs are open or you can reach us via our contact page: https://lnkd.in/gzUqndUU #FractionalHiring #FractionalRecruiter #EmbeddedRecruiter

As a early stage business if you are still debating whether to get an embedded talent leader to own the recruitment piece, we will just leave the below statistic from one of the clients we recently wrapped up with! It's not just about filling the roles, but getting KPIs like "Time to Hire" down, so you have great talent working and delivering for your businesses sooner. We not only find these candidates but nurture them through the process so clients like the one below see fewer drop outs and increased engagement. Still unsure if embedded model of Hiring is for you? Then get in touch with Neha Pandit #EmbeddedRecruitment #RecruitmentAsAService #Startups #HiringforStartups #TechHiring

We are hiring! Reach out to Nathaniel Benissan to know more about the roles! #hiring #gotomarket #fractionalhr #EmbeddedRecruiter