BOxD | Better Organizations by Design’s Post

I Used to Think Hiring Was Hard, Now I See It as an Opportunity Hiring can be daunting, but it’s also a chance to build a strong, dynamic team. Here are three tips to turn hiring challenges into opportunities: 1. Focus on Cultural Fit: Ensure candidates align with your organization's values and culture. This creates a cohesive team that works well together and shares common goals. 2. Leverage Behavioral Data: Use assessments to understand candidates' strengths and how they complement your existing team. This helps place the right people in the right roles. 3. Prioritize Continuous Development: Invest in training and development for new hires. This not only boosts their skills but also fosters loyalty and long-term growth within your company. Embrace these strategies to transform your hiring process and build a team poised for success. Click here https://bit.ly/3KaVT0w to read the full article. #HiringStrategy #TeamBuilding #LeadershipDevelopment

I Used to Think Hiring Was Hard, Now I See It as an Opportunity Hiring can be daunting, but it’s also a chance to build a strong, dynamic team. Here are three tips to turn hiring challenges into opportunities: 1. Focus on Cultural Fit: Ensure candidates align with your organization's values and culture. This creates a cohesive team that works well together and shares common goals. 2. Leverage Behavioral Data: Use assessments to understand candidates' strengths and how they complement your existing team. This helps place the right people in the right roles. 3. Prioritize Continuous Development: Invest in training and development for new hires. This not only boosts their skills but also fosters loyalty and long-term growth within your company. Embrace these strategies to transform your hiring process and build a team poised for success. Click here https://bit.ly/3KaVT0w to read the full article. #HiringStrategy #TeamBuilding #LeadershipDevelopment

🎯 Hiring Managers, this one's for you: The hidden formula behind teams that don't just perform, but dominate. In my 10+ years of building top-tier teams, I've seen the same pattern emerge time and time again. It's not about hiring superstars. It's about mastering the 4 C's: 1️⃣ Context: Is your organization truly primed for collaborative success? 2️⃣ Composition: Have you cracked the code on the perfect skill mix? 3️⃣ Competencies: Can your team translate individual brilliance into collective excellence? 4️⃣ Change: Is your team agile enough to pivot when the market demands it? Here's the kicker: Most recruiters obsess over #2. But neglect any single C, and you're setting your new hires up for failure before they even start. Real talk: I've seen a Fortune 500 company boost productivity by 37% in 6 months just by realigning these 4 C's. No new hires. No fancy tech. Just smart team structure. Your mission, should you choose to accept it: Identify which C is your team's secret weapon Pinpoint which C needs an urgent overhaul Drop your insights below. Let's elevate the hiring game together. #RecruitmentRevolution #TeamPerformance #HiringStrategy P.S. Struggling with a specific C? Reply 'SOS' and your biggest team challenge. I'll personally share a battle-tested strategy in my next post.

#TipTuesday - Navigating Hiring for Potential In the dynamic world of business, the decision to hire isn't one-size-fits-all. People often say you should hire for potential and it has it’s merits, but BEFORE you simply do that, make sure it’s the right TIME to hire for potential. Here are a few tips on when to hire for potential and when to meet immediate operational demands: 1. Hiring for Potential: The ideal time to do this is when your teams feel stable, and you already have good plans in place. You can build hiring for potential into your long-term strategic planning. This will enable you to identify and nurture talent that aligns with long-term goals. Invest in tomorrow's leaders today. Doing this will cultivate a great growth culture. Also, you can plan for specific skill sets that you need in future, and you can ensure you meet the needs of your diversity strategy. Hiring for potential is not always what’s needed. Sometimes you can’t afford the time to train. 2. Hiring for Immediate Needs: This is required when your business is faced with sudden spikes in workload or urgent projects. You simply have to have people with the exact skill set that matches your requirement, in order to reduce pressure and address challenges. Do this when you find yourself in times of overwhelming workload that affects productivity, e.g. when you have tight deadlines or operations that needs urgent remedy. You might also need this in times of rapid growth when you simply must meet new clients’ needs. The benefit of hiring for immediate needs is that it will address short term challenges, keep your operations running smoothly and allow your team to focus on their core responsibilities. Striking the right balance is crucial. A strategic mix of potential-driven hires and immediate needs fulfilment ensures your team is both forward-thinking and agile in tackling current demands. 💬 Remember: Every hiring decision should align with your business strategy. Whether nurturing potential or meeting immediate demands, the key is to adapt and thrive. When in doubt, listen to your team's pulse and let your business goals guide the way. 🌐📈 #HiringStrategy #BusinessSuccess #TalentManagement #TalentPipeline #NewHires #CollageRecruitment https://lnkd.in/d3mrNCYJ

Hiring is Hard, But Retention is Harder. We often obsess over attracting top talent, but let's not forget the equally crucial task: setting new hires up for success. Failing to provide the right support, guidance, and resources can turn that exciting new hire into a quick departure. It's like creating an open funnel, where talent flows in and right back out. Remember, the real challenge isn't just filling the role, it's ensuring the person thrives in it. Invest in your new hires, and they'll invest in your organization's future. #hiring #onboarding #retention #talentmanagement #leadership

Hire fast, fire faster is the quickest way to kill your company. A while ago, someone asked me, “What do you think makes or breaks a business?” My answer was simple: Team > Product > Market. It’s a universal truth in business. “And, if you had to choose, which one is the most important?”  My answer is always the same: The Team. While a great product and a large market are crucial, they mean nothing if your team isn’t aligned, skilled, and committed to your vision. Every hire shapes your culture, growth, and future.  Yes, there’s pressure to fill roles quickly, especially in hyper-growth stages. But hiring too fast without ensuring the right fit comes with significant hidden costs. Here's why: 📍 Hidden costs add up A bad hire can cost 1.3x their salary. Beyond that, think of the onboarding expenses, delays, and the ripple effect on your existing team. Avoid this by using structured interviews and tools like game-based assessments (e.g., Codility or HireVue) to evaluate both technical and cultural fit.  📍 Morale takes a hit Frequent turnover creates a toxic environment. People will question their place and your leadership. Prioritize team sustainability and culture. A solid, cohesive team will help you scale successfully. 📍 Performance suffers When your team keeps changing, it’s hard to stay on track. A steady, aligned team ensures focus, productivity, and long-term growth. So, how do you balance hiring quickly without compromising on quality?  #Hiring #Teamwork #Leadership #Growth  

Why would you let a business you have spent years building collapse within a few months? Many business owners and execs do. Here’s how. 💥 As a business owner or executive, one of the most critical decisions you’ll make is hiring. 🏢 The right hires bring innovation, drive, and a fresh perspective to your company, directly impacting your growth and success. 🚀 However, finding the perfect fit requires a strategic approach. 🧠 I recently attended an enlightening event in Paris, that focused on the right way to hire. We have the insights of heads of talents and investors. Here are a few key takeaways: - Define Clear Roles: Ensure you have well-defined job descriptions that match the skills and values you're seeking not only for today but also for the future. 📋✨ - Cultural Fit: Look beyond qualifications; hire individuals who align with your company culture and values. 🤝💼. If after 10 or 15 minutes in the interview, you feel bored, it could be a sign. - Structured Interviews: Use consistent, structured interviews to objectively assess candidates' competencies and potential. 🎯🔍. Take notes so you can compare them with the other person with you. - Onboarding: Invest in a robust onboarding process to integrate new hires smoothly and set them up for success. 🚪📈. It is recommended that assign them with a go-to person in case they have questions or feel unsure about something. - Offboarding: Your employer brand is important when attracting talent. Ensure that even those who leave your company for personal reasons still recommend you as an employer. 🌟🔗 By refining your hiring process, you can build a team that not only performs but thrives. 🌱💪 P.S: I recently helped the amazing architect D'isiaty PIMBI, the CEO of Koléndisa Architecture, who was struggling with setting out HR standards and guidelines. Through leadership values and goals, I assisted her in questioning her hiring objectives and processes, to increase the likelihood of successful recruitment in just four sessions of training and coaching. This also helped establish strong foundations thanks to effective recruitment and social integration strategies. 🌐🔧 #Hiring #BusinessGrowth #Leadership #TeamBuilding DM me if you need similar help😉

Here’s the key to attracting Top Talent... It’s all about positioning. When speaking to candidates, how you present your vision matters. This means: - Articulating your company’s growth and success clearly - Connecting on an emotional level with high performers - Demonstrating genuine care for their aspirations - Ensuring your team member or recruiting partner can convey this effectively When candidates feel your passion and commitment, they’re far more likely to choose your company. Imagine you are leveraging an authentic dialogue that resonates EVERY single time. Organically, your success will increase with hiring high-performers and inherently, your brand in the marketplace will be looked at differently. The key is the right positioning EVERY single time. -- Ready to secure high-performing talent faster?  Schedule a time to connect with me directly. Link is in the comments.  -- #recruiting #management #strategy #hiring 

✨ Tuesday Tips for Hiring Managers & Employees! ✨ Hiring Managers: Want a team that’s ready for tomorrow’s challenges? Look for candidates who demonstrate a willingness to learn and evolve. Hiring for potential and adaptability often leads to more resilient and innovative teams. 🔍 Employees: Showcase your potential by sharing examples of growth, new skills, or challenges you’ve overcome. Adaptability is an asset in today’s fast-paced workplace! 🌱 Let’s build teams that are ready to grow and thrive. 🚀 #TuesdayTips #HiringForPotential #TeamGrowth #FutureReady

Building a high-performing team requires careful talent selection. But one bad hire can disrupt your workflow and put a damper on team morale. This blog unveils the hidden costs of bad hires and offers practical tips to mitigate these risks and ensure you're attracting top talent who will contribute to your success. https://buff.ly/44e4Ak4 #Hiring #TalentManagement