Hopeful Empowered Youth’s Post

Focusing only on skills when hiring is outdated. 𝗖𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝘁𝗵𝗶𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗶𝗻𝘀𝘁𝗲𝗮𝗱: 1)Prioritize attitude, then train the necessary skills. 2)Seek out those who align with your company's vision. 3)Hiring for attitude means choosing team players and problem solvers. 4)Skills can be learned, but a positive attitude comes naturally. 5)If someone's resume is perfect but their attitude isn't, reconsider. 6)Shift focus from merely skilled individuals to eager learners. 7)This strategy leads to a dynamic and cohesive team. That's the future of successful hiring—let's start this transformation. ------------------------------------------------ Amerify is hiring talented individuals. Apply now and be a part of something amazing! Link in the Comments

The Northeastern University co-op program allows industry partners to hire students for flexible 4-8 month timeframes. Want to learn more? Watch this 3 min video (even shorter when watched in 1.5X speed!). I can answer any of your questions and get you started - email he.carpenter@northeastern.edu! Know someone who could benefit from hiring a co-op? Please tag them or share this post!

UAGC advisors are knowledgeable, resourceful, passionate, caring, and incredible student advocates. If these words describe you or someone in your network, check out the postings below. Becoming part of the Wildcat community may be in your future! Questions? Let me know and I will connect you with Nichole to learn more! #StudentSuccess #UAGC #AcademicAdvising

My current goal for the Sternberg Science Camps+ programs is to build systems infrastructure to allow $500k+ gross revenue in 2025. (We're on track to hit ~$280k in 2024.) Nice big number that allows hiring multiple part-time remote program assistants on 9-month contracts and easily cover students scholarship requests. But it would also require finding ways to cut myself out of directly managing >50% current processes, and how to recruit 30-40 highly qualified instructor and TA staffers without university HR wanting to murder me. So this summer's biggest challenge will be figuring out simple successful scaling strategies. Open to any suggestions from folks experienced with scaling up processes for managing multiple teams at once. Also, if you/your institution is interested in running a collaborative summer program focused on paleo-science for high schoolers, please let me know! Scaling up will mean offering more programs in more locations around the US. (International is on the table as well.)

Some thoughts I felt were good to share… We’ve all been there: staring at a resume and thinking, “Not enough experience.” But maybe we’re looking at it the wrong way. What we often label as a “lack of experience” is really an opportunity—an opportunity to shape and build the next generation of tech professionals from the ground up. These graduates may not have years of industry experience, but what they do have is untapped potential, fresh perspectives, and the eagerness to learn and grow. It’s important for us to try and not miss the chance to be a part of their journey. By hiring right out of school, we’re not just filling a position—we’re investing in the future of our digital workforce.

Hey Wisconsin School of Business Alumni, interested in getting involved with your alma mater in a volunteer capacity? We have open spots for the upcoming board seats. Whether it’s helping foster business connections around the country or providing a point of view on upcoming content and events, apply today! I’ve been serving for a year now and it’s exciting to see our plans take shape. DM me for more information or click the links below. #onwisconsin #wisconsinschoolofbusiness #badgersinbusiness #businessbadgers

"Employers are Firing Gen Z Graduates and Don't Plan on Hiring More" This is a couple of weeks old but nonetheless an interesting lunchtime read. My take is that it is a 2-way street. Grad-level hires often require a different style of leadership compared to older colleagues - less directive and more empathetic. At the same time, when entering the workforce Gen-Z grads have to be open to a life more difficult than they perhaps have experienced so far. This life comes with challenges of a new kind where gratification isn't instantly available but has to be fought for, and isn't always won. We all have to make Gen-Z a success - otherwise we face a huge talent shortfall years down the line, on top of the existing demographic challenge many countries face already. What is your experience with onboarding Gen-Z grads? #talent #genz #graduates #gradcareers #PeoplePerformacePlanet

Where have all the junior hires gone? In our fast-paced tech landscape, and a market very much focused on ROI, and profitability, we're seeing a trend leaning towards hiring that focuses on Senior IC talent. But what about junior hires—the future product managers and software engineers? They bring fresh energy, new perspectives, and the adaptability that teams need to stay innovative. By investing in junior talent, we not only fill current gaps but also cultivate a pipeline of future leaders who understand the latest tools, technologies, and trends. What’s your take on the importance of hiring and developing junior product and engineering talent? Are we doing enough? #JuniorHires #Curated #MarketUpdate

🚀 Skills over experience🌟 Did you know that 65% of hiring managers prioritize relevant skills over work experience or academic credentials? It’s a powerful reminder that potential often outweighs experience within STEM industries. For more insights, get in touch directly! #HiringTrends #SkillsFirst #technology

🚀 Skills over experience🌟 Did you know that 65% of hiring managers prioritize relevant skills over work experience or academic credentials? It’s a powerful reminder that potential often outweighs experience within STEM industries. For more insights, get in touch directly! #HiringTrends #SkillsFirst #technology