KTTC News’ Post

I've interviewed thousands of people and here are the top 5 things candidates say are most important (in no particular order): • Fair and competitive pay • Benefits • Growth • Flexibility • Culture As a business leader, you probably wouldn't hire someone who only had 2 out of the 5 top skills required for a job. It's the same with candidates. They probably don't want to join or stay at a company that is only providing 2 of the 5 things above.

Thanks for sharing these key points. Meeting candidate expectations is essential for a successful hire.

🌟 Excited to share insights inspired by the below post! One of the most remarkable aspects of Employbridge's VOICE OF THE AMERICAN WORKFORCE, the nation's largest annual survey of the hourly workforce, is its depth and breadth. It delves into the experiences, preferences, and sentiments of hourly workers across diverse industries and regions. By conducting such a comprehensive survey, Employbridge captures a wide spectrum of perspectives and trends, empowering businesses, policymakers, and stakeholders to grasp the pulse of this vital segment of the workforce. Dive into the insights that are shaping the future of work! #EmployeeEngagement #WorkforceTrends #InsightsThatMatter 🚀📊 #employbridge U.S. Supply Chain hourly employees ranked the following: Pay #1 66% say "most important aspect when job searching.” Job Security #2 29% “ “ Shift/Schedule #3 27% “ “ Location #4 24% “ “ Enjoy the work #5 22% “ “ Stable Schedule #6 21% 

Every job I've ever applied for had specific requirements for the role to be filled. It makes perfect sense that organizations would need to ensure they are hiring individuals that can accomplish the responsibilities they are given. But what about the vision and mission? Many organizations miss the mark in this regard. South Carolina football coach Frank Martin said in an interview that he believed players with the proper attitude come before those with proper technique. What should that tell us about hiring? We need individuals who are going to believe in the mission and where the organization is going. Once they believe, we can teach skill and technique. Hire for your vision, mission, and values. Equip for the role.

Do you need to believe in the company culture to be good at your job? It’s a resounding ‘yes’ from Sophie Willmott as we discuss the importance of alignment. She also shares her thoughts on how ‘picking up the phone’ to candidates can have a resounding impact on building trust with early career applicants, especially if you have a temporary snag in your hiring process. #TATalks #CompanyCulture #EarlyCareers #TalentAcquisition https://lnkd.in/eBwMr3EF

𝐄𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐃𝐚𝐲 𝐓𝐡𝐨𝐮𝐠𝐡𝐭 💡: 𝐖𝐡𝐚𝐭 𝐢𝐟 𝐰𝐞 𝐜𝐨𝐮𝐥𝐝 𝐡𝐢𝐫𝐞 𝐩𝐫𝐞𝐬𝐢𝐝𝐞𝐧𝐭𝐬 𝐥𝐢𝐤𝐞 𝐰𝐞 𝐡𝐢𝐫𝐞 𝐭𝐨𝐩 𝐭𝐚𝐥𝐞𝐧𝐭? Please don’t take this post too seriously.... Still, while watching the US election coverage just now, I can’t help but wonder… what if every presidential candidate had to go through an assessment center or at least a round of leadership potential assessments before making it to the ballot? 🤔 Imagine a presidential screening process beyond campaign speeches and debates—a process where candidates’ leadership styles, stress tolerance, and decision-making skills are measured just like any other job applicant! And who wouldn’t love to see a candidate scorecard on resilience, empathy, and adaptability? Rather than campaign promises, we’d have insights into how each candidate would work under pressure, their true ability to compromise, and their approach to solving complex issues (maybe even throw in some cognitive tests 🧠). Best of luck to everyone casting their vote today—let’s hope the right “fit” for the role emerges! 🗳️ 💡Foto only for attention💡

In this segment of our conversation with Nina Johnson, she walks us through her strategy for hiring and filling positions. Are you looking for ways to improve your hiring? Relax and take notes…. 📝 https://lnkd.in/ebSamQqf

I love being a father. It’s work but a privilege 😅. One of the things that I enjoy most about being a father of 4 (Joy is my oldest pictured here) is being a guide. The ability to use my moral compass and life experience to help direct their little life. It’s wild that we can have an impact on lives as parents with our children with all of our failings and inadequacies but it works by design. In the same way, it’s a privilege to be a guide and help to candidates and companies in helping them form talent strategies that have an impact both now and in the future. It’s a privilege. In talent acquisition we get to provide life changing opportunities to candidates and we get to work with companies to craft candidate experiences to help have career and business impact. I mean, is there a better job? I love what what we do in talent acquisition. Here in Kenosha, Wisconsin a distinguishing feature of this cool city is this big red lighthouse. In the same way that a lighthouse was a guide for ships 🚢 to warn them of danger on the waters and help guide them into safe harbors… we get to be this beacon of light for candidates and clients helping them find their next opportunity and helping companies build cultures that help attract the best and brightest. What work… as I reflect on what has been a very busy week, I do so with thankfulness that… I get to do this… we get to do this! 👊😎

I took this opportunity with Frederick Fox because I wanted to use more of my talents and do it my way versus the old corporate model. For me, the team is the dream. These 9 recruiters are the tops and we are co-creating big things individually and collectively. Raj Gill Izabella Rybczynska (Howard) Alec Vargus Jennifer Telfer Jason Blum Nick Mathews Dylon Adames Ryan VanOrden Kevin Graf #executivesearch #executivesearchfirm

Have you ever benefited from someone being kind to you in your career? In this insightful blog, Louise explores how kindness can boost your career, and elevate your employee experience, and is particularly beneficial within your Early Careers Programmes! 🚀