Food52’s Post

Overheard at a coffee shop today: "I'm exhausted from hiring." Sometimes the reason you've heard only crickets is as simple as that. The hiring manager is tired from the process and has other stuff to work on. Is hiring important? Yes. Can it become a slog that goes down the priority list? Absolutely. Companies that approach building a team as a marathon-- not a sprint--have the competitive advantage.

Why Managers Don’t Hire You Sometimes, the reasons managers don’t hire you are clear: racism, bias, or fear that you’ll excel beyond them. They may feel they can’t control you or think you’re unqualified, even when you’ve clearly handled the role before. They might see your tenure, reason for leaving, or salary expectations as red flags. Being vocal or not fitting their agenda can also be held against you, especially in a toxic work environment. But if they don’t hire you—don’t worry. Take this time to relax. The right job with the right manager will come at the right time.

Feeling frustrated by 𝘶𝘯𝘧𝘢𝘪𝘳 hiring? You're not alone. The ugly reality is that: 😱 Managers may have 𝘩𝘪𝘥𝘥𝘦𝘯 agendas. 😱 Like getting 𝘧𝘳𝘦𝘦 work 😱 or 𝘤𝘰𝘯𝘵𝘳𝘰𝘭𝘭𝘪𝘯𝘨 employees. Even when fully 𝘲𝘶𝘢𝘭𝘪𝘧𝘪𝘦𝘥, some of us never hear back. It stings, I know. But 𝘥𝘰𝘯'𝘵 let it get you down. Keep your head up. Keep pushing forward. Because the 𝘳𝘪𝘨𝘩𝘵 opportunity is out there. --- Want more bite-sized insights? Get my exclusive updates here: 👉 https://shorturl.at/yIL38

⭐ Do you want a great hiring tactic, to help change your culture? ⭐ One interesting hiring tactic when you want to change the culture in particular, and some of the old guard of #employees are fighting against it is to hire en-mass. What I mean is that instead of hiring one excellent new employee a month, you batch them up and hire 3 every quarter. Normally one employee joins and they have to integrate into the larger group, and the larger group typically can mould anyone to their culture within a few weeks. So perhaps your greatest hire and one who is bringing a culture you want has their beliefs extinguished pretty quickly - and they either stay and have become absorbed or leave because they don't like it. But if you #hire in groups, in blocks, in chunks, or in cohorts they have each other. Much like an MBA class, they always stay in touch, they are there to support one another, they help each other, and they stick together. This way a new culture or a change is more likely to happen - the old guard will find it harder to bend everyone to their will all at the same time. It may help you make a profound impact to your #culture if you hire in cohorts the next time.

Evaluating executives to ensure they align with the company culture is crucial for making successful hiring decisions.

This is why nobody is HIRING you. It is simple. Because you are good. Because you are good, they see you as a threat to their own position. Plus they don't want to pay you what you deserve. You don't want to work there anyway. Good news : there are managers out there who don't see talent as a threat. They know - hire the best, and everyone wins. Your time will come soon ! #technology #humanresources #management

🎈This is why nobody is HIRING you. It is simple. Because you are good. Because you are good, they see you as a threat to their own position. Plus they don't want to pay you what you deserve. You don't want to work there anyway. Good news : there are managers out there who don't see talent as a threat. They know - hire the best, and everyone wins. Your time will come soon ! #technology #humanresources #management

"The best leaders are explicit about the kind of culture they want to instill" This is something I heard Steven Bartlett say at an amazing event hosted by Leo Harrison MBA with Annabel Spring They spoke about the importance of company culture and how to hire for it And it's something we're thinking a lot about at Silent Break. Here's what Steven said to think about: - What is your mission? - What are the values and behaviours needed to achieve it? - How do these values show up in people and processes? - What values do you need to be instilling and hiring for? - How can you make the culture so clear that it attracts the right people? And most importantly when hiring, ask yourself: "If everyone in the organisation showed up like them in terms of the values they bring, would the average be raised, would it be maintained or would it be lowered?" Because we all know the success of a business isn't just due to the founder It's their ability to find the right people & create a culture people want to be part of ✨ (Thank you FFinc & Chapter 2 for an amazing evening) ♻️ Repost this if it's helpful ➕ Follow Ellie Turner Coughlin to follow our journey building Silent Break

Frustrated with "difficult" employees? Imagine building a team of motivated, engaged individuals who drive success. The secret lies in a proven formula that starts at the recruitment stage and culminates with effective management. Recruitment Revolution Forget just filling positions. Invest time in finding the right fit - individuals who align with your values and thrive with clear communication. This reduces onboarding challenges and sets the stage for long-term success. Management Matters Great employees need great leaders. Effective managers become active listeners, mentors, and champions. They foster a culture of trust, growth, and support, leading to happier, more productive team members. When you prioritize recruitment and management excellence, you create a ripple effect throughout your organization. Reduced conflict, increased engagement, and fewer "worst" employee scenarios become the norm. ----------------------------------------- Want to hire the best talents who won't be a headache later? DM Now! Sheena D

Confidence and well established culture are important to make sure nobody jeopardizes organizational success