Sarah Francis’ Post

Avoid These Hiring Pitfalls! 1️⃣ Skipping Role Clarity: When roles aren’t clearly defined, both the hiring team and candidates feel lost. This misstep leads to mismatched expectations and wasted time. Always craft well-detailed job descriptions that outline essential skills, responsibilities, and growth opportunities. 2️⃣ Ignoring Employer Branding: In today’s competitive market, employer branding is non-negotiable. Candidates want to see your culture, values, and impact. Showcasing these will attract top-tier talent who align with your mission. 3️⃣ Rushing the Process: It’s tempting to fill roles quickly, but rushing can backfire. Poorly vetted hires may not meet your standards, causing setbacks. Be patient and meticulous in your evaluations. 4️⃣ Overlooking Candidate Experience: Your recruitment process speaks volumes about your company. Slow responses, confusing steps, or lack of communication can alienate great candidates. Streamline the experience to make it seamless and professional. 5️⃣ Neglecting Diversity: Diversity isn’t just a buzzword; it’s a business advantage. A mix of backgrounds and experiences fosters creativity and problem-solving. Focus on inclusive hiring practices to build robust teams. 6️⃣ Failure to Follow-Up: Candidates invest time and effort into the hiring process. Leaving them in the dark post-interview damages your reputation. Timely, thoughtful feedback builds trust and keeps relationships strong.

Winning over your Hiring Manager isn't about flattery (though it would be funny if it were like that!) A lot of applicants often believe that hiring managers are biased, and if they could just win over their hiring managers, they would be hired immediately. This perception is fuelled by experiences where candidates feel they were judged not on their merits but on factors like gender, age, background, etc. Their feelings of bias are exacerbated by the inherent power dynamics in the hiring process, where candidates may see themselves as vulnerable to the whims of those making decisions. The concern is not just that biases exist but that hiring managers might be unaware of their own biases, making it difficult to address or counteract them. However, the reality within many organizations today is quite different. Hiring managers are increasingly being trained to recognize and mitigate unconscious biases during the recruitment process. These training programs aim to make hiring managers more self-aware and equip them with tools and strategies to ensure that every candidate is assessed fairly based on their qualifications, skills, and potential. Techniques such as structured interviews, standardized evaluation criteria, and blind recruitment practices are implemented to minimize the influence of personal biases. Organizations today are committed to fostering diversity and inclusion, recognizing that a diverse workforce brings in a wealth of perspectives and ideas, ultimately driving innovation and success. As a result, hiring managers are not only trained to be conscious of biases but are also held accountable for their decisions, ensuring that fairness and objectivity are maintained throughout the hiring process. This shift reflects a broader cultural change within organizations, where fairness and equity are prioritized, and the focus is on hiring the best talent based on merit rather than preconceived notions. What are some unique hiring experiences that you have had? #Hiring #Biases #Recruitment #Culture #CandidateExperience

When you’re building a leadership team, it’s not just about skills and experience; it’s about fit. One of the most effective ways to assess whether someone will thrive in your company culture and meet the demands of your leadership roles is through behavioral interviewing. Here’s why: 1. Past Behavior Predicts Future Performance    How someone has handled situations in the past is a powerful indicator of how they will respond in the future. Behavioral interviewing forces candidates to move beyond theoretical answers and showcase real-life examples. You’ll know if they’ve been battle-tested. 2. Reduces Turnover     Bad hires cost time and money. Behavioral interviews give you a better sense of a candidate's true nature, reducing the risk of hiring someone who looks great on paper but struggles to align with your company’s culture or demands. Hiring the right fit means better retention and lower turnover. 3. Uncovers Leadership Qualities   Leadership isn’t just about holding a title—it’s about behaviors like resilience, communication, and decision-making under pressure. By asking candidates to share how they’ve navigated challenging situations, you’re getting a window into their leadership potential. 4. Engagement and Team Dynamics   Candidates who demonstrate strong past behavior in collaboration, adaptability, and problem-solving are more likely to drive team engagement and foster a positive work environment. This is crucial in today's competitive talent market where engaged employees contribute to higher productivity and lower burnout. 5. Data-Driven Decisions    It’s easy to get swayed by likability or first impressions, but behavioral interviewing gives you data—real actions, real outcomes. Instead of hoping a candidate will live up to expectations, you have concrete evidence of how they’ve handled similar situations before. Behavioral interviews push beyond rehearsed answers and force candidates to reflect on their actual experiences. When you hire the right fit, you don’t just improve performance—you boost retention and build stronger teams. #Crothershr #Leadership #HRStrategy #BehavioralInterviewing #TalentAcquisition #EmployeeEngagement #Retention 

🤔 Imagine this in a recruitment setting: The tables have turned, and during an interview, the candidate asks the future leader, “Can I see your personality profile?” 😲 While this may sound unconventional, there's a lot to gain from such a scenario. For example: ⚖️ Transparency and Trust: Leaders who are open about their own personality profiles create a culture of transparency. It signals that self-awareness and personal growth are embraced within the organization. ☯️Mutual Fit: Recruitment isn’t just about finding the right person for the company—it’s also about ensuring the company is the right fit for the candidate. A leader’s personality profile can offer valuable insights into their leadership style, team dynamics, and decision-making approaches. 💪 Empowering Candidates: Candidates are increasingly seeking environments where they can thrive, not just survive. By sharing their personality profile, leaders empower candidates to make informed decisions about whether they can truly connect with the leadership style and team culture. ❗Building a New Norm: What if this became a standard practice? Leaders sharing their profiles during the recruitment process could foster a more collaborative and open dialogue, where both sides feel seen, understood, and aligned. 'Who knows? This could be the future of hiring. After all, recruitment is a two-way street. What do you think? Would you ask to see a leader’s personality profile before accepting a role? And would you show your own profile as a leader? #Leadership #PersonalityInsights #Recruitment #FutureOfWork #HiringTrends #MasterInternational #TATrends

“Hire for attitude, train for skill.” Herb Kelleher This timeless advice highlights a truth every recruiter should embrace: skills can be taught, but the right personality traits are non-negotiable. The Big Five Personality Model is a powerful tool to identify the traits that matter most—Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. By assessing these, you can: Find candidates with the attitude and mindset that align with your company’s mission, vision and values. Predict how they’ll adapt, collaborate, and grow within your team. Build a workforce that thrives both individually and collectively. Using the Big Five ensures you’re hiring people who not only have the potential to succeed but also constantly and consistently improve your organization’s culture and performance. After all, skills can be trained, but the right foundation—personality and attitude—is what drives excellence. #Recruitment #BigFivePersonalityModel #hastensinbali

🌟 The Art of Leadership Through the Lens of Recruitment 🌟 As someone deeply immersed in the world of talent acquisition, I've come to realize that the core skills of a great recruiter aren't just about filling positions—they're quintessential leadership traits. 🎯 Strategic Decision-Making: Every successful recruiter knows that at the heart of recruitment lies the critical ability to make sound decisions swiftly. From choosing the right candidate for a specific role to strategizing on recruitment methods, effective decision-making affects every aspect of the hiring process. This not only ensures optimal matches but also maintains the efficiency and integrity of the recruitment cycle. 🔍 Discernment and Vision: A recruiter must possess the discernment to read between the lines and the vision to see how a candidate's unique skills and personality will mesh with the team and enhance the company culture. 👥 Cultural Fit and Cohesion: Just as a leader fosters a positive culture to propel a team toward common goals, a recruiter ensures that a new hire's values align with the organizational ethos, safeguarding team dynamics and nurturing a supportive environment. In both recruiting and leadership, strategic decision-making is crucial: it builds teams that are greater than the sum of their parts, driven by shared values and a unified vision. 🤝 Your Thoughts?: How have strategic decisions shaped your career or your company? Share your experiences and let’s discuss the power of choice in shaping our professional landscapes. #Leadership #Recruitment #TalentAcquisition #TeamBuilding #CorporateCulture

💡 The first step to creating a passionate and engaged workforce is hiring top talent. Too many organizations are filling roles as fast as they can with too much focus on the candidate's skillset, rather than focusing on WHO the candidate is and HOW they will impact the culture. If you want to win, keep, and inspire great employees, you need to have an effective system for attracting and hiring your industry's top talent. 🚀 In our Quit Losing Talent Training, we focus on 5 Tactics to master Top Talent Attraction: 1. Build Your Employment Brand 2. Develop a WHO sCOREcard 3. Sharpen Your Job Ads 4. Interview as a Team 5. Close the Deal, or Close the Loop These 5 Tactics ensure you are building an attractive workplace, improving your ability to identify WHO is best for your company, and are equipped to effectively move top talent through your hiring process. To learn more about or Quit Losing Talent Training and Framework, visit our website in my bio! #leadership #talentmanagement #staffdevelopment #retention #engagement

If your future workforce got a trophy for just showing up, how does that influence your hiring practices, training and development approaches, employee management and discipline strategies, and developing the future leaders and stars of your business? If you haven't given these issues much thought yet, you better start now. Because that whole generation of "Everyone Gets A Trophy" parenting/educating methods is who's soon, if not already, filling much of your job opening pipeline. Furthermore, much of how you currently address all the issues I brought up probably won't work particularly well. I have some thoughts on approaches you might wish to pursue and will share the same in subsequent posts. First though, some differences in this group that will force you to determine new ways of doing things: 1. Many have been perfectly satisfied and rewarded simply for showing up. So, will there be leaders and winners in this group? Are there things you should do to identify these types as quickly as possible? Are those things what you're doing now? 2. What kind of new hire turnover should you expect? (Hint: Likely more that you can imagine, and for reasons you're not expecting.) 3. How should your initial candidate screening and interview processes change? Should the same group doing these now continue as is? 4. Many in this group have had little or no criticism in their upbringing, so how does that impact what you're trying to accomplish? 5. Your current, experienced employees will be exposed to workplace behaviors they'll simply not believe. And they'll be coming to you leader types to, "Fix it now, or I'm out of here!" What will you do about that. Hopefully, this will provoke some discussions in your world. Until next time then, look forward! #WinningAtWork #BuildingAWinningWorkplace #BusinessDevelopment #EmpolyeeDevelopment #CoachingForSuccess #MarketingForWinners #ModernWorkplace #BusinessTrends #PRManagement #ExecutiveExcellence #CompetitiveStrategiesForaChangingWorkplace

Step aside, conventional hiring tactics, and let's shift our focus to uncovering the exceptional among the applicants. Allow me to unveil the eight irresistible traits I tend to seek in candidates—traits that not only identify high performers but also inspire actions to nurture and retain talent within companies: 1: #EmotionalMastery: I've witnessed the power of individuals who navigate stress gracefully, maintaining clear-headedness in decision-making. 2: #StellarCommunication: Those who effortlessly convey ideas across diverse audiences have always inspired me. 3: #Adaptability: The ability to pivot seamlessly in dynamic environments, embracing change and learning from challenges, sets exceptional performers apart. 4: #Collaboration: Collaborative individuals who thrive in team settings and actively contribute to collective success demonstrate a key trait I seek in exceptional performers. 5: #TimeMastery: Individuals who proactively manage tasks and offer transparent updates embody the essence of efficiency, a trait I've always valued. 6: #AdvocacyInstinct: I've always admired those who speak up for positive change, championing their colleagues and causes. 7: #FeedbackEnthusiasm: Embracing mistakes and welcoming growth through feedback reflect a mindset I've always appreciated. 8: #SimplificationSavvy: Quick comprehension of complexity, coupled with the ability to distill it into simple, powerful messages, has always resonated with me. While qualifications open doors, it is these traits, among others, that truly shape success. As a recruiter, these qualities are my guiding light. What are yours? #Recruitment #HighPerformance #PersonalJourney