Meenakshi Iyengar’s Post

𝗜𝘁'𝘀 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗳𝗼𝗿 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 🎓 = = = = = = = = = = = = = = = = = = = = = = Look for individuals who are not just capable, but also adaptable and resilient. People who can weather the storms of business and come out stronger 💪 Consider this. One right hire can do the work of two or three mediocre employees. Now imagine if your entire workforce was made up of these 'right hires'. The growth potential is limitless 🚀 So, the next time you're hiring, think beyond the CV. Value soft skills as much as hard skills. Look for potential, not just immediate capability. = = = = = = = = = = = = = = = = = = = = = = What's one change you'll make in your hiring strategy today for a better tomorrow? 🌈 #hiring #startups #business #leadership

The candidate didn’t work out and they quit. What did we do wrong? If you have been trying to hire top talent but have only managed to make hires that ended up leaving, you need to keep reading! Before moving forward with your next hire, you need to dive deeper into what really matters to them. It’s not enough to assume what they want, you need to walk in their shoes and understand the value they place on different aspects of their work environment. The best candidates today aren’t just looking for recognition; they’re seeking purpose. They want to make an impact, not just be an expert. They crave flexibility, thrive with autonomy, and need stimulation, not comfort. If your offer doesn’t align with these values, you’re likely to lose out on top talent. Or even worse, you might hire someone who will end up unhappy and leave you. So, take a moment to ask yourself, are you offering what they actually need to thrive in your company? #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

If you are looking for good hires, BE SURE: 🌱 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐒𝐡𝐨𝐮𝐥𝐝 𝐓𝐨𝐩 𝐘𝐨𝐮𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐂𝐫𝐢𝐭𝐞𝐫𝐢𝐚 🌱 Hiring isn’t just about finding someone with the right skills—it’s about finding someone who’s ready to grow with your business and take ownership of their role. Here’s why emphasizing a candidate’s development potential and ownership mindset leads to high-impact hires: 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐌𝐢𝐧𝐝𝐬𝐞𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 Candidates with a genuine thirst for learning bring more to the table over time. Ask about the latest skills they’ve acquired or challenges they’ve tackled. Their ability to continually adapt and grow adds value beyond their initial role. 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐌𝐢𝐧𝐝𝐬𝐞𝐭 𝐃𝐫𝐢𝐯𝐞𝐬 𝐈𝐦𝐩𝐚𝐜𝐭 Look for candidates who treat their work like it’s their own business. An ownership mindset means they go above and beyond, taking full responsibility for outcomes. These individuals are proactive, resilient, and committed to making a difference. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐆𝐨𝐚𝐥𝐬 𝐒𝐢𝐠𝐧𝐚𝐥 𝐃𝐫𝐢𝐯𝐞 Candidates who actively set and pursue their own professional goals demonstrate a self-driven attitude. They’re often the ones who’ll exceed expectations and help your business stay ahead, even as needs evolve. 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 Those with a high growth potential and ownership mindset tend to outperform in the long run. Their proactive development keeps them—and your organization—at the forefront of industry trends, skills, and innovation. By prioritizing development potential and an ownership mindset, you’re not just hiring for today—you’re investing in tomorrow’s leaders. 🌟 #Recruitment #Hiring #ProfessionalGrowth #DevelopmentPotential #OwnershipMindset #TalentManagement #AI #LLM #startups #RemoteHiring #RemoteTeam

Hiring Managers - It’s Time to Rethink Your Approach Are you losing out on top talent because you’re chasing ‘perfect fit’? Let’s get real - Hiring someone with 100% of the skills on your checklist is like finding a unicorn! ✅ Skills can be taught. ✅ Mindset, drive, and willingness to learn? That’s gold!! A strength-based approach to hiring focuses on potential over perfection. If a candidate has 70% of what you need, don’t dismiss them. It’s a classic case of Skill VS Will 👉🏾Are they eager to learn? 👉🏾Do they align with your culture? 👉🏾Are they bringing passion and fresh perspectives? The best hires aren’t the ones who know everything from day one. They’re the ones who are hungry to grow, adapt, and innovate. Stop looking for what’s missing and start hiring for what’s possible. Be open-minded Invest in potential. You might just find your next rockstar! Ask yourself - When you were hired, did you have all the answers? #hiringtips #talentacquisition #strengthbasedhiring #growthmindset #skillscanbetaught

It might have been the employer... To all the hiring managers and talent teams out there, that have ever glanced at a CV and hesitated for a moment because of the candidate's history of short stints or what seemed like a slow growth trajectory? Pause for a second and consider this: It might have been the employer. Far too often, I see candidates with shorter job durations or lack of progression, being unfairly blamed. - Yet, I've encountered exceptional individuals who were made redundant, then joined a new business only to have four managers within a year, prompting their departure. - I've spoken to professionals who've taken on increased responsibilities and contributed significantly to their roles, yet they never received the corresponding title or recognition. - I've witnessed individuals eagerly joining startups, only to encounter micro management, leading them to swiftly move on. - I've had conversations with exceptional candidates who, regrettably, found themselves trapped in highly toxic work cultures. Understandably, they made the decision to leave. WHY AM I SHARING THIS? Because, in these cases, it's crucial not to rush to judgment. The environment and circumstances within a company can heavily influence an individual's career trajectory. SO NEXT TIME, Take the time to delve deeper, ask questions, and understand the full story before passing judgment. Candidates have you ever been in similar scenarios? #recruitment #hiring #marketing #talent #imhiring #jobsearch #jobseeker #redundency #talent #talentandacquisition #techtalent #headhunter

What if I told you that hiring isn't about filling a position, but investing in your company's future? It’s time to rethink our approach towards hiring. Rather than focusing on immediate needs, we should consider long-term impacts. Here are three emerging trends in the field: • Skills over credentials - More and more companies are prioritizing skills and potential over formal qualifications. • Emphasis on soft skills - Emotional intelligence, adaptability, and problem-solving abilities have become just as important, if not more so, than technical prowess. • Culture fit - A candidate who aligns with your company culture is likely to be more productive and stay longer. The right hire can be an asset beyond their role; they can bring new perspectives to your business strategy or even foster a positive work culture. Hiring should never be about finding someone who can do the job today. It’s about finding someone who will continue to grow with us tomorrow. #Startups

"I cannot seem to find the right person for the job." Any startup founder will tell you that this is the number one problem they are facing. There is this ongoing irony of people stating that there are no jobs while on the other hand, the businesses struggle to find appropriate talent. Truth is, that there are two basic traits someone must have for a job to click: 1) Willingness (also called dedication or involvement) and 2) Competence (also called capability or skills). Often one of the two is missing, and hence the irony. When both are present, this is when it's an investible hire - if a company spends on training such a hire, they can get results. Retaining such hires is not easy, because there are multiple seekers. To deal with this, businesses can either deploy retention schemes, or they can accept the inevitable and create succession planning. If they are really smart, they can do both. Retention depends more on psychological factors than on monetary. The right hire will think about how they are feeling, does it lead to their personal growth (does it involve a challenge) and are their efforts rewarded. This is why milestone-based ESOPs work like a charm. The clear feeling of being a stakeholder, the challenge of hitting the target and the reward of a higher stake on the achievement of the milestone hits all three notes. If implemented properly, this can revamp the manner in which people work. Instead of the traditional time-based vesting, in this case, the vesting is based on milestone achievement. How to structure milestone-based ESOPs? Well, that's a discussion for another day. #ESOPs #employeeretention

Two kinds of Hiring mindsets out there 1/ Look for the best person for the job 2/ Look for the best job for the person None is inherently wrong, but they yield very different results Mindset 1 - You look for someone who ticks every box on the job description, what the hiring manager asked for. Chances are you’re not going to find them. And even if you do, they’re probably not looking for YOU. 5, 10, 50 other orgs are looking for the same person. Its a sellers market. Top bidder wins. Midset 2 - You shoot your shot around the person. You find someone with the right attitude, potential, and willingness to grow. You carve a role for them. You mould a role around them, focussing on their strengths and passion. Progressive thinking. Its a buyers market. Candidates who buy into your vision, and role you crafted for them, buy into you. Mindset 1 might close a role but it’s a bandaid solution Mindset 2 creates loyalty from the get go Mindset 1 is hard. Mindset 2 is harder. There is a 3rd mindset as well - Which is - "Who cares. I just need to be paid" So now, which one are you? #linkedin #recruiting #recruitment #talentacquisition #recruiters #hiringmanagers #jobseekers #employers #founders #startups

A great company allows you to disagree with your boss without getting fired. Here are 7 reasons why: 1. When you're surrounded by vulnerable, truthful peers, you get to: • Improve your ideas • Learn from your mistakes • Understand how to communicate better • Have your thoughts challenged and sharpened 2. You don’t have to hide behind masks of perfection, fear, or ego. You don’t have to worry about office politics, whether your idea will offend someone, or collective bias. You can exchange truth without judgment. 3. Smart people can do dumb things in group decisions. Healthy debate removes this possibility. When people debate, they are forced to articulate their thoughts and ideas clearly. Other people can then refine their ideas, point out flaws, or make it better. 4. Healthy debate brings up fresh perspectives that can lead to unique solutions. It can help you to listen and empathize, even with disagreement. It’s a natural way for people to grow together. 5. Debate fosters a culture of listening, asking questions, and understanding. It's a game-changer for success because: 1. You will be surrounded by excellence 2. You will be encouraged to ask the tough questions 3. Your ideas will be sharpened 4. You will avoid group-think 5. You will gain diversity of thought 6. A top-tier company understands that employees spend more time at work than outside. So they make sure they have an environment that fosters personal and intellectual growth. When these two factors meet, great things happen. 7. To be part of a top-tier company does not mean always being comfortable. It means feeling safe enough to challenge your peers, knowing that they will listen, debate, and challenge back. It’s a place where you will grow and thrive. ------------------------------------------------- Follow me Nitish Pal 🧠 for more on habits and leadership. #leadership #corporate #startups #business #officeculture #trending #viral #office #jobs #hiring #HRcommunity #founders #sales #freshers

🚨 𝐇𝐢𝐫𝐢𝐧𝐠 𝐒𝐡𝐨𝐮𝐥𝐝𝐧’𝐭 𝐁𝐞 𝐚 𝐆𝐚𝐦𝐛𝐥𝐞! 🚨 A company opens a position, hires someone, and then realizes, “Oh wait, we don’t actually need this role!” What happens next? The employee is asked to leave! For the organization, it’s just a restructuring decision. But for the employee? It’s a blow to their career, finances, and mental well-being. Here’s the thing: Recruitment is a responsibility, not just a process. Companies, especially startups, must carefully evaluate their needs before creating a role. Hiring should be about long-term growth, not short-term convenience. If you’re a decision-maker, here’s how you can do better: ✅ Thoroughly assess whether the role aligns with your company’s strategy. ✅ Understand the cost of hiring, not just financially, but in terms of someone’s livelihood. ✅ Communicate transparently with candidates throughout the process. A role is not just a job title; it’s someone’s future. Let’s respect that. Have you seen this happen? Share your thoughts below! Repost if you agree! #Recruitment #StartupCulture #HiringPractices