925 Recruitment’s Post

Don’t hire people for their potential if you can’t support them in reaching it 👎 There’s nothing more rewarding than spotting potential in someone, hiring them and then seeing them grow over the following years. But there’s nothing worse than someone being hired for a role that they’re not quite ready for and then struggling because they don’t get the support they need. It’s like buying a plant and then not watering it. 🥀 👉 Be honest - do you really have the time and resources to develop someone? 👉 If you can’t provide the coaching or other support that they'll need to grow in the role, hire someone who can do the role today (or get an agency in). 👉 If you can offer the level of support people will need to grow, then don’t just limit yourself to people who can already tick all the boxes on the job spec. Have you seen this? How have you supported people to fulfil their potential? #hiring #design #leadership

Hiring candidates who deliver great results. More times than not the cause of the problem can be found somewhere in the great candidates versus great hires difference. Converting strangers into acquaintances before hiring them is one step. Assessing their past performance doing comparable work is the second step. Offering them a significant career move is the third step. This is how we hire great people. This is how you achieve win-win hiring outcomes. This is performance-based hiring. #performancebasedhiring #leadership #signaturescouting

Hiring candidates who deliver great results. More times than not the cause of the problem can be found somewhere in the great candidates versus great hires difference. Converting strangers into acquaintances before hiring them is one step. Assessing their past performance doing comparable work is the second step. Offering them a significant career move is the third step. This is how we hire great people. This is how you achieve win-win hiring outcomes. This is performance-based hiring. #performancebasedhiring #leadership #signaturescouting

As a leader, I've come to realize that the most critical business decisions are hiring decisions. In fact, they’re the reason I’m paid for. With the fiscal year coming to a close, many of us are preparing for new growth goals or GTM adjustments. Now is the time to remind ourselves of the impact of hiring the right people. Here’s my advice: If you’re in doubt after all the conversations and interviews, ask yourself one simple question: Would you want to work *for* this individual in a parallel world? P.S. Reshare if you believe in hiring beyond the resume. ♻️ #Leadership #Hiring

Embarking on the journey to find your ideal Chief of Staff is not just about filling a role - it's about forging a partnership that elevates your leadership to new heights. The essence of this quest is rooted in asking insightful questions that dive deep to unlock a candidate's fullest potential. If you’re ready to identify the perfect candidate for one of the most pivotal roles in your organization, explore my “Essential Chief of Staff Interview Guide.” 𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗚𝘂𝗶𝗱𝗲? • Engage with carefully crafted interview questions designed to gauge the effectiveness of a potential Chief of Staff. • Discover the attributes, problem-solving abilities, and resilience that set exceptional candidates apart. • Streamline your hiring and evaluate key qualities such as relationship-building, trust, and leadership styles. This guide isn’t just about making a hire; it’s about inviting a game-changer into your team. 🔥 Ready to make the right choice? 📥 𝗖𝗹𝗶𝗰𝗸 𝘁𝗵𝗲 𝗹𝗶𝗻𝗸 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀 𝘁𝗼 𝗱𝗼𝘄𝗻𝗹𝗼𝗮𝗱 𝘆𝗼𝘂𝗿 𝗙𝗥𝗘𝗘 𝗰𝗼𝗽𝘆 𝗻𝗼𝘄! #Leadership #ExecutiveHiring #ChiefOfStaff #BusinessLeaders #DownloadNow

𝗜𝗻 𝗮 𝘁𝗶𝗴𝗵𝘁 𝗹𝗮𝗯𝗼𝗿 𝗺𝗮𝗿𝗸𝗲𝘁, 𝗮𝗺𝗶𝗱𝘀𝘁 𝗮 𝘀𝗼-𝗰𝗮𝗹𝗹𝗲𝗱 𝗪𝗮𝗿 𝗳𝗼𝗿 𝗧𝗮𝗹𝗲𝗻𝘁, 𝗶𝘁 𝗰𝗮𝗻 𝗯𝗲 𝘁𝗲𝗺𝗽𝘁𝗶𝗻𝗴 𝘁𝗼 𝘀𝘁𝗿𝗲𝗮𝗺𝗹𝗶𝗻𝗲 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗼𝗿 𝘀𝗲𝘁𝘁𝗹𝗲 𝗼𝗻 𝗮 𝘀𝘂𝗯𝗽𝗮𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗳𝗼𝗿 𝘁𝗵𝗲 𝘀𝗮𝗸𝗲 𝗼𝗳 𝗳𝗶𝗹𝗹𝗶𝗻𝗴 𝗮 𝗿𝗼𝗹𝗲. 𝗕𝘂𝘁 𝗜 𝘄𝗼𝘂𝗹𝗱 𝗮𝗱𝘃𝗶𝘀𝗲 𝗮𝗴𝗮𝗶𝗻𝘀𝘁 𝗶𝘁. 𝗜𝗳 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝗺𝗶𝘀𝗴𝗶𝘃𝗶𝗻𝗴𝘀 𝗼𝗿 𝘀𝗽𝗼𝘁 𝗿𝗲𝗱 𝗳𝗹𝗮𝗴𝘀 𝗱𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀, 𝘁𝗵𝗲𝘆 𝗮𝗿𝗲 𝗮𝗹𝗺𝗼𝘀𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝗰𝗼𝗺𝗲 𝗯𝗮𝗰𝗸 𝘁𝗼 𝗵𝗮𝘂𝗻𝘁 𝘆𝗼𝘂. You’ll end up spending more time fixing the problem than capitalizing on your hire, and eventually, you may end up having to start from scratch. At the same time, a big mistake I’ve seen plenty of hiring managers make in my time spent as a recruiter firm CEO is such a conservative approach to hiring that they don’t take risks at all. Remember, you’re hiring for where you want to go as a company — not where you already are. Look for people who can lead you there. 𝗟𝗶𝗸𝗲 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗶𝗻 𝗹𝗶𝗳𝗲, 𝗵𝗶𝗿𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗯𝗮𝗹𝗮𝗻𝗰𝗶𝗻𝗴 𝗮𝗰𝘁: 𝗽𝗹𝗮𝘆𝗶𝗻𝗴 𝗶𝘁 𝘀𝗮𝗳𝗲, 𝗯𝘂𝘁 𝗻𝗼𝘁 𝘁𝗼𝗼 𝘀𝗮𝗳𝗲. #spotredflag #hiringadvice #coaching #leadership

I’m impressed with organizational leaders who measure - by department - the time between application and decision notification to job candidates. “Decision notification” is different than “decision” and it’s an important distinction. It’s a rare month when I don’t hear someone tell their story about applying for a position and never hearing back from anyone at the organization. The applicant who never heard back may be your patient in the future, and rate you more harshly on your patient experience survey. The applicant’s experience may influence an ideal candidate not to apply for a position with you. Pat Wadors, Senior Vice President at LinkedIn said: “Imagine if, when you are interviewing for a new job, whether you get an offer or not, you were better served by having had a beautiful interaction. Imagine that you gained insight into your values, your marketability – and that the company where you interviewed helped you progress on your personal and professional journey.” Have you seen examples of organizations treating job candidates with care? Please share in the comments! #patientexperience. #jobcandidate. #leadership. #humanresources

👉 References for former employees 👀 The way I see it, there are three situations: 💚 You know they're great and you're happy to sing their praises; 🚨 They're bad and you're comfortable sharing honest feedback about them. 🕊 You know why they shouldn't be hired but you don't want to disclose it. It's a well established practice to ask for references. Usually people provide a list of folks they want the hiring company to contact and ask about their work and performance, however, sometimes recruiters reach out to their leaders directly (if they're not working directly anymore). What do you do? 🧐 Providing references is a professional courtesy. If you were hiring someone, wouldn't you like an honest opinion to validate your candidate? 📌 They don't need to be super fun, work besties or kind-hearted folks to get good reviews from you - remember, this is about their work performance and not your personal relationship. PS: The best reference I've given was "I'd hire them if I had the money to" lol. #clientservices #leadership #hiring #relationshipbuilding #workculture

In today’s competitive job market, candidates aren’t just researching companies—they’re also researching the people behind the hiring process. Did you know.... A strong professional brand will help you - ☑️ Attract Top Talent ☑️ Build Trust ☑️ Showcase Company Culture ☑️ Stand Out in the Market Want to learn how to do this? Comment "Glow-Up" below. #hiring #leadership #manager #corporate #company #team #business

One thing team Thrive have learned over years of successful hiring: finding the right talent truly starts with a well-crafted job description. A precise and thoughtfully honed brief is essential. It attracts the right candidates, sets clear expectations, and aligns everyone from the get-go. ✉️ Drop us a line on hello@thr-v.com for more information on how we can help with your search needs and talent strategy. #executivesearch #leadership #media #entertainment