Brittney Hays’ Post

Many companies need to fill a roll and make the mistake of hiring the stand in, when what they need is the stand out. The phrase "Why hire a stand-in when you need a stand-out" suggests that when you have important roles or tasks that require exceptional performance, it is essential to hire someone who can truly excel and bring unique value, rather than just someone who can fill the position adequately. A "stand-out" individual offers skills, creativity, and excellence that go beyond merely meeting the minimum requirements, making a significant impact on the organization's success.

I agree with Simon Sinek’s quote: “If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with heart and soul.” It highlights the power of shared vision and values. That said, I believe there’s an additional perspective worth considering. While it’s crucial to attract people who align with your vision, it’s equally important to create an environment where belief and inspiration can grow. Not every candidate will fully embrace or understand your mission from the start - but that doesn’t mean they lack the potential to become deeply engaged contributors. A diverse team, with varied perspectives and experiences, often brings the creativity and innovation needed to move an organization forward. Skills, experience, and problem-solving abilities are just as vital as shared belief. After all, belief alone doesn’t build success - it’s what people do with that belief that truly makes a difference. As recruiters and leaders, our role is to strike a balance: to look for both capacity and potential, for shared values and fresh perspectives, for those who can contribute meaningfully from day one and those who will grow with us over time. How do your recruitment processes ensure you’re not just finding people who believe what you believe, but also fostering an environment where belief and engagement can thrive?

From the Book (Page 47): For some reason, note-taking by a Hiring Manager scares Candidates. They become focused on worrying about what is or isn't being written down. Equally Candidates may fear if [they] take notes it might appear that they suffer from a short memory or lack of preparation. Blow those myths up for everyone by simply saying, "It's OK for me and for you to take notes. It will help us both." (If your Team ready to learn how to build a sustainable culture by acquiring the best and the brightest, contact Allan at ad@newcenturypartners.com)

𝐅𝐨𝐥𝐥𝐨𝐰𝐢𝐧𝐠𝐮𝐩 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐞𝐯𝐢𝐨𝐮𝐬 𝐩𝐨𝐬𝐭. 𝐋𝐞𝐭’𝐬 𝐠𝐞𝐭 𝐫𝐞𝐚𝐥 𝐟𝐨𝐫 𝐚 𝐦𝐨𝐦𝐞𝐧𝐭. When it comes to relationships - 𝘸𝘩𝘦𝘵𝘩𝘦𝘳 𝘱𝘦𝘳𝘴𝘰𝘯𝘢𝘭 𝘰𝘳 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭 - who we choose to surround ourselves with says a lot about us. We don’t pick friends based on their résumé, right? So why should recruiting be any different? 🤔 𝐖𝐞 𝐚𝐥𝐥 𝐤𝐧𝐨𝐰 𝐭𝐡𝐚𝐭 𝐬𝐤𝐢𝐥𝐥𝐬 𝐜𝐚𝐧 𝐛𝐞 𝐭𝐚𝐮𝐠𝐡𝐭, 𝐛𝐮𝐭 𝐯𝐚𝐥𝐮𝐞𝐬 𝐚𝐧𝐝 𝐦𝐢𝐧𝐝𝐬𝐞𝐭? Those are ingrained. The people we want in our businesses should align with our company’s culture, not just fill a technical gap. In fact, hiring based solely on skills could lead to misalignment, missed expectations, and ultimately, more turnover. Here’s the big question: What if we focused on recruiting for values first and skills second? 𝘚𝘬𝘪𝘭𝘭𝘴 𝘦𝘷𝘰𝘭𝘷𝘦, 𝘣𝘶𝘵 𝘤𝘰𝘳𝘦 𝘷𝘢𝘭𝘶𝘦𝘴 𝘳𝘦𝘮𝘢𝘪𝘯 𝘴𝘵𝘦𝘢𝘥𝘺. When your team shares the same beliefs and approach to challenges, you’re setting your business up for long-term success. 💼✨ So, let’s flip the script on traditional recruiting: hire for mindset, for values, for the right fit. What do you think? Are we still too caught up in finding the "perfect" qualifications? Let’s talk about the real drivers of success.👇 #BusinessRelationships #SharedValues #TrustInBusiness #PartnershipSuccess #Networking #MindsetAlignment #RecruitmentInnovation Let me know your thoughts, Nils Richter, Benjamin Visser, Huy Vu, Darleen Lueken, Nico Wirtz, Tatiana Burkard (born Mamiy), Jana Sigel, Jana Brandt, Katrin Melzer, Juliane Ludwig, Ingo Steinicke, Inga Bayer, Volkan Öztürk, Sven Stüven, Sven Semet, Oliver Hahn, Severin Abt, Julian Knorr, Silke Edelmann

𝐓𝐡𝐞 𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐟 𝐎𝐧𝐞 𝐁𝐚𝐝 𝐇𝐢𝐫𝐞 𝐨𝐧 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦 Dear Hiring manager! Some years ago, I had the opportunity to audit the entire staff of a renowned school as a field administrator. From Teaching staff classroom academic Performances to their all round student-teacher relationship and cutting accros their inter-relationship with their work place, work ethics, their salaries and general productivity. Over time, we find that one staff who is a pain in the neck. One who always want things their way and exude that bad energy within the entire staff organization. After much analysis, it became imperative that such staff should be fired and his services no longer welcome as it has began to do the very opposite of the essence, before the issue becomes worsened and go beyond damage control. Hiring the right talent is crucial for any team's success. One bad hiring decision can send ripples of negativity throughout your entire company. 𝐇𝐞𝐫𝐞'𝐬 𝐡𝐨𝐰: 1️⃣ 𝐃𝐞𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐌𝐨𝐫𝐚𝐥𝐞: A bad hire can bring down team morale significantly. They may not fit into the team culture or fail to perform, affecting everyone's motivation. 2️⃣ 𝐋𝐨𝐬𝐬 𝐨𝐟 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲: When team members have to compensate for a bad hire's shortcomings, it can lead to decreased productivity and missed deadlines. 3️⃣ 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞𝐝 𝐓𝐮𝐫𝐧𝐨𝐯𝐞𝐫: Good employees may become frustrated and leave if they feel burdened by a colleague who doesn't pull their weight. 4️⃣ 𝐃𝐚𝐦𝐚𝐠𝐞 𝐭𝐨 𝐑𝐞𝐩𝐮𝐭𝐚𝐭𝐢𝐨𝐧: Clients and partners interact with your team members. A bad hire's incompetence or attitude can tarnish your company's reputation. 5️⃣ 𝐂𝐨𝐬𝐭𝐥𝐲 𝐌𝐢𝐬𝐭𝐚𝐤𝐞𝐬: Depending on the role, a bad hire can make costly errors that impact your bottom line and client relationships. To avoid these pitfalls, prioritize a thorough hiring process. Assess not just skills, but also cultural fit and attitude. Remember, one bad hire can disrupt the harmony and productivity of your entire team. Choose wisely!

Here’s something I’ve seen time and again: in hiring, speed isn’t just an efficiency metric — 𝐢𝐭’𝐬 𝐚 𝐜𝐥𝐞𝐚𝐫 𝐬𝐢𝐠𝐧𝐚𝐥 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐢𝐧𝐭𝐞𝐧𝐭. If you know the role, the skills, and the culture fit you’re after, moving quickly shows candidates you’re serious. It says, “𝐖𝐞’𝐫𝐞 𝐫𝐞𝐚𝐝𝐲, 𝐰𝐞’𝐫𝐞 𝐜𝐥𝐞𝐚𝐫, 𝐚𝐧𝐝 𝐰𝐞 𝐫𝐞𝐬𝐩𝐞𝐜𝐭 𝐲𝐨𝐮𝐫 𝐭𝐢𝐦𝐞.”  - When a hiring process flows naturally, it creates a kind of momentum that both sides feel. - The speed and smoothness signal alignment and build a mutual attraction, sparking the energy and intention to collaborate. - The best talent recognizes when an organization is in sync and moving with purpose. - That decisiveness becomes part of your brand, communicating that you’re organized, committed to growth, and ready to make things happen. - But when done right — and with the right speed — 𝐡𝐢𝐫𝐢𝐧𝐠 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐚 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞. So here’s my advice: if you want the best, don’t let hesitation hold you back. Let a smooth, decisive process be the sign of your confidence and clarity.

Want to retain your best employees? Pay attention to what really matters: 1. Leave your ego at the door Create a culture of mutual respect. 2. Trust them to do their work Empower them with autonomy. 3. Don’t let anyone disrespect them Stand up for your team’s dignity. Period. 4. Encourage and respect their feedback Value their opinions and insights. 5. Work together on their career development People love it when you are investing in their growth. 6. Have a clear vision and strategy for your team Provide direction and purpose. 7. Manage their results, not their time behind the desk Focus on outcomes, not clock hours. 8. Express interest in and concern for your team members’ success Show that you care about their achievements. Celebrate publicly their wins. Just try it— Your talent retention issues will disappear. P.S. What’s one thing you do to keep your top talent happy? 🔔 Follow Yiorgos Tzirtzilakis, I help you go from ‘surviving’ to ‘thriving’ at work.

Reflecting on the past few weeks, it's been a whirlwind of team-building and hiring. While it hasn't been the most active period on social media, it's been incredibly rewarding. A few key takeaways: 1. Hiring experienced individuals is beneficial. It not only strengthens the team but also provides opportunities for learning and introduces new structures to the company. 2. Not all organizational structures are effective. Adapting to the right structure is crucial for success. 3. A positive work environment attracts talent. Creating a welcoming and supportive atmosphere can make your company more appealing to potential candidates. While interviewing one of the comments was, “Sabr Media is all green flags”; now, quite a GenZ thing but I'm happy to hear that if somebody is applying and finding the working place worth it. 4. Effective communication is a two-way street. Listening to your team members is essential for building strong relationships and understanding their perspectives. 5. Reliability and commitment are crucial in the hiring process. Many candidates failed to follow through on scheduled interviews, highlighting the importance of professionalism and reliability. 6. A strong team can significantly impact a company's performance. By hiring the right people, we've seen improvements in both qualitative and quantitative metrics. 7. Effective outreach strategies are essential. Revisiting our outreach methods has led to better results and a more targeted approach. It's been a valuable learning experience, and I'm excited to see what the future holds for our team.

🌟 Have You Heard of Stephen Covey’s Circle of Concern and Influence? In recruitment, just like in life, it's essential to recognize what you can control and accept what you can't. Stephen Covey’s Circle of Concern and Influence is a powerful tool for doing just that. Imagine drawing two circles: one for your concerns and another for the things you can influence or control. As recruiters, we often face challenges we can't directly control—like market trends or a candidate's final decision. However, by focusing on what we can influence, we create exceptional workplaces. Here’s how you can apply this mindset: 🔍 Ask yourself: What concern or problem is bothering me right now? Do I have direct control, indirect control (influence), or is it out of my control? If it’s within my control, what actions can I take? If I can only influence it, how much influence do I really have? Is it enough to make a difference? 💡 For example, you can't control the job market, but you can influence the hiring process by finding those one-of-a-kind candidates who will thrive in your client's culture. You can’t control a candidate's final decision, but you can influence their perception by providing an uncommonly good recruitment experience. At Rarekind, we're about more than just filling positions—we're about creating extraordinary people and exceptional workplaces. We help businesses gain real advantage, strengthen team culture, and keep their teams happier, doing what they love. 🛠️ Take Action: Next time you're faced with a concern, draw your circles, and focus on what you can control. Let go of what you can’t, and channel your energy into making a real impact where it counts. #Recruitment #Leadership #StephenCovey #Rarekind #ExtraordinaryPeople #ExceptionalWorkplaces #TeamCulture

At Marshall Harmony & Marshall Harmony Executive we understand that securing top talent is essential for your business's success. 🤝 It’s not just about sifting through CVs—it’s about finding a match that resonates with your company’s unique ethos, values & vision. 𝐂𝐕𝐒 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐩𝐚𝐧𝐜𝐚𝐤𝐞𝐬 …. 𝐓𝐡𝐞𝐫𝐞 𝐭𝐨 𝐛𝐞 𝐟𝐥𝐢𝐩𝐩𝐞𝐝 𝐚𝐫𝐨𝐮𝐧𝐝! 🥞 We’re passionate about crafting a hiring process that is not only effective but also enjoyable. We thrive on collaboration and meaningful conversations with our clients, ensuring we understand what makes your company tick. This approach helps us connect you with candidates who are not just skilled but are also a perfect fit for your culture…. The chemistry needs to click! If you value: Taking the time to thoroughly discuss your hiring needs…. (No, we won’t just take a job spec from you!) Working collaboratively to highlight what sets your company apart…. why would someone leave where they are to work for you. Embracing feedback and adhering to deadlines for optimal results…. The best candidates won’t wait around, feedback is so important! Have you gone ✔️✔️✔️ to the above 👆 👍🏻 Then you are exactly the kind of partner we look for. Together, we can achieve the outstanding outcomes your business deserves. Don’t hesitate—reach out today, and let’s set up a call to start our partnership. #placingpeoplefirst #placingvisionaryleaders #manufacturing #engineering #executivesearch