FirstCry.com (BrainBees Solutions Ltd.)’s Post

It's disheartening to see the glorification of overwork and potential disregard for the well-being of young employees within this post. While it's important to give young people opportunities to prove themselves, it should not come at the cost of their mental and physical health. The idea that young employees should work long hours, including weekends and early mornings, without being asked, can perpetuate a harmful work culture that values productivity over well-being. Fintech, as mentioned, is indeed a challenging field to break into, and young individuals should be given a fair opportunity to showcase their skills and potential. However, hiring decisions should not be solely based on age or willingness to work long hours. It's crucial to prioritize hiring the best candidates for the job, regardless of their age or level of experience. Creating a supportive work environment that values work-life balance and mental health is essential for the long-term success and well-being of employees. It's important for employers to recognize and appreciate the dedication and hard work of their team members, while also ensuring that they are not sacrificing their well-being in the process.

Great opportunities

We have recently been made aware of a hiring SCAM that involves a third party posing as Inflow and offering fraudulent employment opportunities via messaging apps like Telegram. Inflow is NOT hiring outside of the United States. Inflow is NOT hiring contractors. Inflow will NEVER ask you to transmit your banking information as part of an application process. Inflow hiring managers will never send you correspondence from anything other than a @goinflow.com email address. If you receive an invitation to speak on an app, this is a scammer not associated with our company. If you are approached about this hiring scam, please report the individual to the platform on which they're operating. #remotejobs #marketingjobs #hiring

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My thoughts: Firing employees after they’ve been hired can often be more costly for a company than for the employee. Once an employee has joined and started working, the company has invested a significant amount of time—the most valuable resource—into onboarding and training them. The employee has learned about the company’s culture, work style, management, and future strategy. There are two main issues with firing at this stage: The invested time is wasted, as the employee was just about to start contributing meaningfully. After spending months learning their role and the company's expectations, their departure means the company has to start the hiring and training process all over again. The company’s confidential information has already been shared with the employee. Once disclosed, it can't be taken back, and the employee might share it with their next employer. Therefore, companies should invest in their HR functions to minimize employee turnover and firing rates. #HRmanagement #EmployeeRetention.

I was on a team once that hired a "backup candidate." They got denied for the role and then a few days later got hired. Here's how: It was a pretty competitive finance role and there were a ton of good applicants. Good pay, good company, solid benefits, room for growth. The whole sha-bang. Well, we identified two top candidates, did full rounds of interviews, assessed thoroughly and went with one candidate over the other. However, the top candidate got a huuuge counteroffer from their current employer and couldn't turn it down. It was a bummer, but hey, good for them. So, we turned to the *other* candidate and called to explain the whole situation. No games or "corporate speak," we were just transparent and still said we were excited about hiring them. Here's the kicker: They said yes and it was BECAUSE OF THEIR EXPERIENCE AS A CANDIDATE! Music to our ears 🎵 Does treating candidates well and valuing their experience matter? Yes. It matters a lot. And it can often be the difference when making your next great hire.

Gears are in motion…

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