Hope Brick’s Post

One of our College Interns Cassidy Gays offered this quote up this morning! It made me smile because this sentiment is so timely ! As we work with Business Founders, CEO's, and Presidents every single day - the one thing we hear is constant : OUR BUSINESS IS SEEKING EMPLOYEES WHO ARE PRODUCT AND CUSTOMER CENTRIC! - Pure and simple . Searching for Executives who genuinely CARE about their work is what we seek. Not the candidate who : Looks to work remotely, cares more about PTO than actual time making a quantifiable contribution , indicates they don't want to roll their sleeves up ...and so on ! We are faced with a "complacency " that has become a "pandemic" in the work force. HOWEVER, change is coming.... Our work force is BEGINNING to care ...again. Clients - if you are seeking a Talent Acquisition outside service who can navigate WHO CARES..let's talk . Candidates - searching for a company who cares that you care... let's talk. hashtag #Care #Executivesearch Hope Brick Terah Ramos Sofia Calderon Cassidy Gays

Ever heard of the September Surge? As summer wraps up, many companies shift gears into hiring mode, a little phenomenon we call the "September Surge." It’s that time when businesses, eager to hit those end-of-year targets, start ramping up their recruitment efforts, filling open roles, and gearing up for a strong Q4 finish. For HR professionals, this season is equal parts exciting and overwhelming. It’s like the hiring version of crunch time! We’re balancing posting new roles, sifting through resumes, interviewing candidates, and onboarding. All while managing the regular demands of the HR world. The pressure is real, but so is the opportunity to make a big impact with every new hire. It’s a time of hustle, strategy, and sometimes, a little bit of chaos! We’d love to hear your experiences! How do you navigate this busy season? Drop your thoughts below, and let’s chat about your tips for staying ahead during the surge! #septembersurge #september #SavvyHRPartner #BeHRSavvy #career #job #HR #humanresources #corporate #internship #worklife #employees #workplace

I've been running my business for 2.5 years and it's not always as glamorous as social media makes it out to be. One of the biggest struggles I've had is hiring the right team. The Gen Z talent pool I've tapped into is all about work-life balance. And I get it - it's a value I deeply respect. But what these young professionals often lack is the sense of ownership and drive that I've come to expect. Too often, I've brought on interns who don't take the opportunity with the seriousness it deserves. Last year, I assigned one of my interns a 20-minute task, only to have the client ask about it days later. When I followed up, the intern's excuse stunned me: "I'm traveling in Himachal. So I couldn't do it." It was a harsh wake-up call. I realized that not all young talent comes with the same level of dedication that I require. Today, I'm much more cautious about expanding my team. I've learned some valuable lessons: [1] Hire slow, fire fast:  I've instituted a strict 3-month probationary period before hiring anyone full-time. I've learned to be patient and thorough in my hiring process. [2] Set clear expectations: I don't assume my team will "figure it out." I now make sure to over-communicate responsibilities, deadlines, and non-negotiables. [3] Invest in the right people: While my budget is limited, I've found that prioritizing quality over quantity pays off. I'd rather have a small, capable team than a larger one that consistently underperforms. I firmly believe that true success comes from a willingness to roll up your sleeves and get to work. What has been your experience in building a team? I'd love to hear your story! #hiring

90% of jobs can be taught! (The skills you need to look for in Gen Z talent) Finding strong Gen Z or early career talent is really difficult. Developing Gen Z/Millennial is a cheaper alternative than paying recruiters for someone with experience. However, it's fruitful if you can do it well! Here are the top skills to look for when hiring Gen Z or early career candidates: Top Skills - Tech-savvy & adaptable: Gen Z grew up around tech, if you wanted someone who struggles to open up Excel you wouldn't be looking to hire here. - Strong communication: Communication comes naturally, excelling in virtual and team settings is a massive skillset that can't be taught easily. - Critical thinkers: Find candidates who see solutions not problems. You know the type. How to Retain and Develop Gen Z Hires: - Mentorship & Development: A generation that grew up around leveling up in video games.. Gen Z craves career growth. Provide mentorship programs, both formal and informal that help them progress. - Purpose & Values Alignment: Emphasize the company's mission, impact, and value system. Highlight how their work contributes to a larger goal. - Flexibility: Appreciate work-life balance and flexibility. Consider options for remote or hybrid work, flexible scheduling, and ample time off. Good luck! #GenZ #HiringGenZ #GenZWork #JobSearch #Internships #HiringTips #WorkDevelopment

As a member of Gen Z, in-person experiences are everything. The beginning of my freshman year at the University of Florida, Fall 2020, consisted of completely virtual courses. Although I had the ability to take these courses in both synchronous and asynchronous formats, one semester of this setup was all it took for myself and my peers to compete for physical classroom seats starting in Spring 2021 and beyond. As an example, I enrolled in a Spring 2021 section of the course SPC 2608: Introduction to Public Speaking that met in-person at 8:30 AM every Monday, Wednesday, and Friday. While I could have enrolled in an alternate section of the course that met virtually on Tuesday and Thursday afternoons, I declined the latter and enrolled in the former. I made this decision and took this specific action because I was eager to meet fellow first year students and learn face-to-face from an accredited professor, especially since this course taught us about the intricacies of public speaking. This type of communication is a powerful skill that I pride myself in and continuously strive to improve on. Additionally, I favored how this section of the course began earlier in the day, met more frequently throughout the week, was inherently more interactive in nature, and did not require me to be on Zoom for hours at a time. "The Zoom days" was a tedious experience that a large number of students would rather not repeat. My older brother, Jake Genova, can attest to this sentiment based on his individual experiences while attending the Florida Institute of Technology. In regard to the working world, I most recently completed a fantastic copywriting internship with BrandStar, a fully and vertically integrated production and marketing agency located in Deerfield Beach, Florida. Throughout my 10 weeks of creating original written content for BrandStar, I received key training, guidance, and feedback as well as learned a plethora of practical information from Claire McCabe, Guisell Gómez, and many more members of the marketing team. This experience was my first time working in a hybrid setting, and I appreciated the change of scenery once a week (Fridays). However, the 75% of my four day work week that occurred in the office (Tuesdays, Wednesdays, and Thursdays) provided me with valuable learning experiences and memorable social interactions that would have been difficult to recreate in a remote setting. As I described to my father, Matt Genova, I learned that it was important to make an investment into the work that I completed for my internship. However, I learned that it was equally as important to make a "social investment" into building strong relationships with my team members. As a result of my academic and professional experiences, I am a Gen Z proponent of in-person and hybrid work environments! Thank you for providing firsthand insights on this topic from your perspective as a Gartner Senior University Recruiter, Kiersten Post.

90% of jobs can be taught! (The skills you need to look for in Gen Z talent) Finding strong Gen Z or early career talent is really difficult. Developing Gen Z/Millennial is a cheaper alternative than paying recruiters for someone with experience. However, it's fruitful if you can do it well! Here are the top skills to look for when hiring Gen Z or early career candidates: Top Skills - Tech-savvy & adaptable: Gen Z grew up around tech, if you wanted someone who struggles to open up Excel you wouldn't be looking to hire here. - Strong communication: Communication comes naturally, excelling in virtual and team settings is a massive skillset that can't be taught easily. - Critical thinkers: Find candidates who see solutions not problems. You know the type. How to Retain and Develop Gen Z Hires: - Mentorship & Development: A generation that grew up around leveling up in video games.. Gen Z craves career growth. Provide mentorship programs, both formal and informal that help them progress. - Purpose & Values Alignment: Emphasize the company's mission, impact, and value system. Highlight how their work contributes to a larger goal. - Flexibility: Appreciate work-life balance and flexibility. Consider options for remote or hybrid work, flexible scheduling, and ample time off. Want really strong Gen Z hires? See if your company is a good fit. 👇 https://lnkd.in/eqTdremB Good luck! #GenZ #HiringGenZ #GenZWork #JobSearch #Internships #HiringTips #WorkDevelopment

🌟 𝗦𝗲𝗽𝘁𝗲𝗺𝗯𝗲𝗿: 𝗔 𝗖𝗿𝘂𝗰𝗶𝗮𝗹 𝗠𝗼𝗻𝘁𝗵 𝗳𝗼𝗿 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 & 𝗛𝗶𝗿𝗶𝗻𝗴  🌟 As the summer fades, September emerges as a pivotal month in the recruitment landscape. Here's why: 𝐁𝐚𝐜𝐤-𝐭𝐨-𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐌𝐢𝐧𝐝𝐬𝐞𝐭: After summer vacations, professionals return refreshed and ready to tackle new challenges. Companies ramp up hiring efforts, aligning with strategic goals for the year's final quarter. (I personally can't wait to have a reduced number of OOO replies 😉) 𝐄𝐧𝐝-𝐨𝐟-𝐘𝐞𝐚𝐫 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠: Businesses are focused on wrapping up the year strong. This means filling critical roles, expanding teams, and onboarding talent that can drive Q4 success. 𝐁𝐮𝐝𝐠𝐞𝐭 𝐀𝐯𝐚𝐢𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲: With the fiscal year-end approaching, many organizations assess their budgets and realize they have funds available for additional hires, making September a high-opportunity month for candidates. 𝐍𝐞𝐰 𝐆𝐫𝐚𝐝𝐮𝐚𝐭𝐞𝐬 𝐄𝐧𝐭𝐞𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞: September sees an influx of recent graduates, bringing fresh perspectives and energy. It's the perfect time for companies to secure top young talent. 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐉𝐨𝐛 𝐌𝐚𝐫𝐤𝐞𝐭 𝐀𝐜𝐭𝐢𝐯𝐢𝐭𝐲: With job seekers more active post-summer, the competition heats up. For recruiters, this is prime time to connect with candidates who are eager to make their next career move. If you want to expand your team or find your next career opportunity, now is the time to act. Let's make the most of this dynamic month! 🚀 Please don't hesitate to reach out to me on LinkedIn, by email, or by phone. 📩: luke.fines@adaptivelifescience.com 📞 +49 30 1663 4514 #Recruitment #Hiring #TalentAcquisition #SeptemberSuccess

We are back with our Part 2 series of questions that will ensure you stand out in a market where talented professionals are many and opportunities are few. Employers gauge the questions you ask to ascertain your thought process, your genuine interest in the role, and your career aspirations. So we decided to add 6 more and share our favourite 16 strategic questions: 1. Where do you think the company is headed in the next five years? 2. Can you describe the working culture of the organisation? 3. Can you tell me more about the team I would be working in? 4 Is this a new role, or will I be taking over for an employee who’s leaving? 5 How does this position contribute to the company overall? 6. Do you expect the main responsibilities for this position to change in the next six months to a year? 7 What learning and professional development opportunities are available to your employees? 8. Will there be opportunities for stretch assignments where I can learn and use new skills? 9. What are the performance expectations of this position over the first 12 months? 10. What is the performance review process like here? 11. How often would I be formally reviewed? 12. What metrics or goals will my performance be evaluated against? 13. I’ve read about the company’s founding, but can you tell me more about [another significant company development] ? 14. What direction do you see this company heading in over the next few years? 15. What can you tell me about your new products or plans for growth? 16. What are the current goals that the company is focused on, and how does this team work to support hitting those goals? #work #job #jobs #career #interview #jobsearch #recruitment #hr #jobopportunity #nowhiring #remotejobs #careerdevelopment #worklife #careergrowth #internship #expert #cv #onlinejobs #careeropportunities #hiringnow #officelife #careergoals #opportunities #resume #careeradvice

Is it just me, or has the definition of 'entry-level' shifted? More often, I'm seeing roles labeled as 'entry-level' asking for 5+ years of experience. But what about recent grads or those looking to switch professions? We all deserve a fair shot to bring fresh perspectives and grow in a new field. Companies that truly invest in mentorship and training create stronger teams and more diverse work environments. Let’s redefine entry-level and give people the opportunity to start their careers without unrealistic barriers. #EntryLevel #CareerOpportunities #FairHiring

Dear hiring managers, consider this: entry-level positions are just that - entry-level. Please give younger Millennials and Gen Z the opportunity to demonstrate their potential. Remember, you didn't know everything when you started your career. You had to be trained, and every career move you made after that required additional training. How can you expect them to have experience right out of college if they're not given the chance to gain it? Reflect on your own journey and the chances you were given along the way.