Ainaa Ilanda’s Post

Making a presentation on HR in digital space on a video based hiring platform aimed at transformung recruitment landscape by making it the process effective and efficient visit @glimnest.com to learn more

"Why should I use a staffing firm to fill my team’s open jobs?" A staffing firm, like The Squires Group, Inc., has access to a larger talent pool and specialized recruitment expertise, which shortens your hiring timeline. We help reduce your team’s costs, provide flexibility with temporary or contract staffing, and mitigate legal risks by handling administrative tasks (you know... the fun stuff—background checks, payroll, benefits, etc.). By outsourcing hiring, your team can focus on core functions while gaining access to qualified candidates and industry-specific talent. Our partnership with your organization enables efficient, cost-effective hiring success! Let The Squires Group, Inc. do the hard work while you stay focused on your deadlines. What do you say? Let’s connect!

“WHAT IS QUIET HIRING? First, let’s clarify what quiet hiring actually refers to. It’s when an organization asks staff to take on new job responsibilities to address urgent needs. Sometimes, companies also hire temporary workers to take on jobs. It could be a temporary or permanent solution to the lack of workforce.”

I know I shared our 2024 salary guide with many of you over the last few months and I'd love to chat again about these 2024 hiring guides! #LHH #FutureofWork #Hiring #LHHhiringguide

The employee hiring and recruitment process can be lengthy and detailed. If you do it right, you'll find and hire high-quality candidates who stick around and represent your business professionally and competently. Jennifer Post | Business News Daily | Adam Uzialko . . . . . . #FoxDenConsults #HumanResourcesFox #HumanResources #OrganizationalChart #OnboardingFunnel #TrainingPrograms #Training #Coaching #Funnel #Management #FunnelVision #ManagedServices #ProductManagement #ManagementConsulting #TeamBuilding #Delegation #HR #FoxDenConsults #StaffingFox #Staffing #StaffingResources #JobPostings #JobDescription #EmployeeHiring #Interviews #StaffingAgency #Contract #TrainingProgram #TrainingDay #TrainingManuals #Job

Discover the value of incorporating more temp-to-hire positions in our latest blog. Ready to make smarter hiring decisions? Read now to see how temp-to-hire positions can be beneficial: https://nsl.ink/djVY

Discover the value of incorporating more temp-to-hire positions in our latest blog. Ready to make smarter hiring decisions? Read now to see how temp-to-hire positions can be beneficial: https://nsl.ink/djVY

⭐ 5 Hiring Rules From Our Founder NEWHR recruiting agency founder, Kira Kuzmenko, shares five principles of her hiring approach that stand out from conventional market practices: «These are the methods I apply across all of my projects (NEWHR, Hello New Job!). I spend between 1 day to 2 weeks on hiring and achieve a 100% probation period pass rate. 1️⃣ Tasks, Not Requirements In the job description, I talk as much as possible about the company and the tasks, and almost nothing about my requirements for the candidate. My goal is to sell the job and attract candidates, not to filter them out at this stage. I’ll do the filtering in the following phases. 2️⃣ Publicity Aids Hiring At NEWHR and Hello New Job! , we strive to offer more than a standard service. We publish a large amount of useful materials, guides, and research, keeping us in the public eye. Therefore, we often attract top candidates to our pool. It allows us to fill positions in 1-2 weeks, sometimes even in a day. 3️⃣ Resumes Are Never Enough Few can effectively showcase their results and achievements in a resume. Hence, I always request something that demonstrates work outcomes: examples of texts, project documentation, or code samples. Essentially, any artifacts that are common in this profession. 4️⃣ I Don’t Ask Questions; I Answer Them Instead of the standard interview format of «tell me about yourself and answer my questions, “ I do the opposite. At the beginning, I thoroughly describe the job. Then I ask the candidate to ask me any questions they have. Based on these questions, their number, and depth, I can easily gauge the candidate’s interest in the job/company, their understanding of the task, and their ability to solve it. 5️⃣ A Real Task Instead of a Test It’s crucial for me to understand how well I will work with someone and whether they can handle real work tasks. Therefore, I often assign a real task in the form of paid project work instead of a test. Pros and Cons of Paid Tests: ✅ I get a tangible result that I can use. ✅ It helps me evaluate how a person interacts with me during the task assignment and the work process: whether they ask additional questions or proceed without clarifying details, resulting in an unaligned outcome. ✅ It’s immediately clear how a person plans their work and their attitude towards deadlines they themselves have stated. ❌ Yes, I have to pay for this. It’s an additional expense. ✅ The need to pay motivates me to select the final candidates better. Typically, I choose 3-4 finalists to whom I offer a paid test. ✅ The candidate can assess whether they are comfortable working with me. P. S. This approach is more suitable for hiring key team members and won’t work for mass hiring. I hope you find my personal experience valuable. Exploring others' hiring strategies inspires me to refine my own. I’m eager to learn about your methods and insights, especially unconventional, atypical ones 🙂 Please share in the comments how you hire!»

Now in English…

I’m interviewing for an open role. Salary usually comes up pretty quick. I’m always honest about salary range. No games to see who spills first. Usually, I find it matches their expectations because I include salary in job descriptions. Being honest about salary is a gamechanger: - Faster time to hire – less negotiation - Better fitting candidates from the start – they know the role is in their salary range - Higher level of trust because of being open This has made hiring way simpler for me and resulted in much happier candidates. ___ P.S. - all the candidates I hire are fully remote and I built a guide to share how to do it. Reply "remote" to have it sent to you!