Parts Life, Inc.’s Post

🌟 Seeking Top Talent? Look No Further! 🌟 Discover the power of a vast network. Dealerships across the UK, we're your golden key! With an extensive pool of professionals in service, parts, sales, and vehicle technicians at your disposal, Ascend Talent bridges the gap between exceptional candidates and your business needs. Our bespoke approach pairs cutting-edge industry expertise with a deep understanding of your unique demands. Whether you're scaling up your team or hunting for that perfect fit, we're here to catapult your workforce to new heights. Curious about crafting your team with elite talent? 🚗💼 👉 Drop us a message! #AutomotiveCareers #DealershipHiring #AscendTalent

Here's how Melanie Smith (the one with the mic 🎤) is thinking about hiring 👇 When should you hire Junior vs. Senior SDRs? 𝗝𝘂𝗻𝗶𝗼𝗿 𝗿𝗲𝗽𝘀: • They'll spend a longer time in the role • They’re hungry, eager and “moldable clay” [IYKYK] • You can find “Diamonds in the rough” vs. 𝗦𝗲𝗻𝗶𝗼𝗿 𝗿𝗲𝗽𝘀: • Significantly reduced ramp time • Elevated opportunity for you as a leader • Less Risk Read the full article to learn more: https://lnkd.in/gV9hXjDB Should new teams target experienced reps or train new reps from the ground up, what do you think? 👇 cc: Sam Nelson

Job interviews are tricky and awkward for everyone, but for neurodiverse people, they’re an active obstacle to gaining employment. I would even say that job interviews expose the innate bias that many neurotypical people are born with against neurodiversity. Think “body language” — one of the many pieces of advice given to people before an interview is to make strong eye contact, a firm handshake, and to sit straight and still. These are all things most autistic people struggle with. One thing autistic people are told time and time again when they reveal their diagnosis is, “Oh, but it’s a superpower! Autism is a superpower!” So why not hire a superhero, then? I would love to bring together a team of neurodiverse individuals to discuss what the solution to this system is.

Becoming an elite hiring manager is less about a checklist of skills and more about a mindset shift. It's about embracing data while enhancing human interaction, seeking continuous improvement, and viewing every hire as a step toward building not just a team but a legacy. In this talent gladiator arena, only those who adapt, empathize, and strategize will lead their troops to victory. So, strap on your armor, sharpen your wits, and prepare to become the Zeus of hiring. Your Olympus awaits.

𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘁𝗼 𝗴𝗿𝗼𝘄? 𝗬𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗵𝗶𝗿𝗲 𝗺𝗶𝗴𝗵𝘁 𝗯𝗲 𝘁𝗵𝗲 𝗸𝗲𝘆 𝘁𝗼 𝘂𝗻𝗹𝗼𝗰𝗸𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘀𝘂𝗰𝗰𝗲𝘀𝘀! The 𝗿𝗶𝗴𝗵𝘁 𝘁𝗮𝗹𝗲𝗻𝘁 isn’t just filling a seat, it’s 𝗳𝘂𝗲𝗹𝗶𝗻𝗴 𝗴𝗿𝗼𝘄𝘁𝗵. Behind every thriving business? 𝗕𝗿𝗶𝗹𝗹𝗶𝗮𝗻𝘁 𝗺𝗶𝗻𝗱𝘀 𝗽𝘂𝘀𝗵𝗶𝗻𝗴 𝗯𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀. Talented hires don’t “𝗱𝗼 𝗮 𝗷𝗼𝗯” they 𝗱𝗿𝗶𝘃𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 and 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗲. Think 𝗰𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗽𝗮𝘆 doesn’t matter? Top talent knows their worth. Valued employees bring their best. And that’s where the 𝗺𝗮𝗴𝗶𝗰 happens. Long-term success? It starts with investing in 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 Are you ready to attract and retain the talent that will transform your business? 𝗣𝗦: Want a team that delivers results, not just tasks? Start by valuing and compensating them for what they’re truly worth. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗽𝗲𝗼𝗽𝗹𝗲, 𝗮𝗻𝗱 𝘁𝗵𝗲𝘆’𝗹𝗹 𝗶𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘀𝘂𝗰𝗰𝗲𝘀𝘀.

When you start hiring like this. You will have the best performers.

It’s not about finding the perfect candidate, it’s about recognizing potential. Hire someone who’s ready to learn, and help them grow into the perfect team member. #HireForPotential #TalentDevelopment #TrainingAndGrowth #EmployeeDevelopment #GrowthMindset

I’m meticulous about hiring for my team because I’m committed to building the best team in NAM—one that operates with integrity for our clients, the business, and themselves. Here’s what I look for: 1. Curiosity - Asking the right questions and listening well to uncover insights and understand client needs. 2. Creativity - Finding innovative ways to overcome objections and add value, helping us stand out in the market. 3. Work Ethic - Proactively pursuing our mission with energy, consistency, and commitment to achieving team goals. 4. Passion - Bringing enthusiasm and resilience, not only for the role but also for personal growth and interests. 5. Coachability - Being open to feedback and adaptable, which drives continuous improvement in our fast-paced environment What are some of things you look for when hiring for a team?

Hey!.. Are you a hiring manager? 👨💻 Elevate Your Success: The Power of Talent Solutions 💡 In this quick video, I'll show you why talent solutions are the game-changer your business needs. Watch now to streamline your hiring, boost retention, and land top talent faster! Let's make this your best year yet! 🚀💼 #TalentSolutions #Success2024 #HiringTips #LinkedInLearning

Your Perfect Hire... 👼 Should you hire a Generalist or a Specialist In an ever-changing tech landscape, the skills your company needs today might not be what it needs tomorrow. So, should you build a team of Swiss army knives—generalists who can adapt to various roles—or focus on specialists who excel in specific areas? 👷♂️ Generalists shine early on, wearing multiple hats and tackling a range of challenges. 🧑🔬 But as your company scales, specialists become crucial, bringing deep expertise that can take your operations, sales, or technology to the next level. 🗝️ The key is finding the right balance. If you’re early-stage or pivoting, 👷♂️generalists and high-potential hires offer the flexibility you need. As you mature, 🧑🔬specialists provide the focus to refine and grow. By blending these approaches, you build a team ready for today’s challenges and tomorrow’s opportunities. 📨 Contact us if you would like help building your dream team: Gary Taylor / Skale #hiring #scaling #team #recruit #grow