Junction Collective

What does "fit" really mean in recruitment, and is it the same as having the necessary soft skills for the role? They’re both important but distinctly different. Want to learn more? Have a read! Junction Collective #recruitment

My post yesterday about shifting gears mid-career has generated a lot of conversations. Especially an influx of DM's about career coach recommendations. For those looking to hire a coach, here's a list curated by all of the partners at Junction Collective Recruiting. Naomi Midanik, MACP, MBA Jill Fagan (PCC) Carey-Ann Oestreicher, PCC, MBA, Hons. BA Vera Ilnyckyj Amy Westin Gordon Goldschleger (MBA, CPCC) Trevor Cape Connie Wansbrough, B.Sc, M.A. Lauren Malach (she/her) Heather Spiegel Stefanie Ince Sari Nisker-Fox Julie Fry If there's one you love that's not listed, please give them a shout out. #careercoaching

While out for dinner recently, the topic of career switching was brought up. The person who brought up the subject has been in the same career, same industry since the beginning of time. He’s stuck in a career he doesn’t love but knows he’s good at it and is afraid no one will hire him if he makes a change. The topic has been on my mind lately. Recently, I've had an influx of senior, experienced candidates reaching out. The first sentence in their message is always the same "I'm thinking about switching careers and was wondering if we could chat." I'll tell you what I tell them. Hire a great career coach. Recruiters can give their opinion but it’s not where they shine. If you need some coach recommendations, please ask! If you don’t want to work with a coach and just need some direction, here’s what I also tell people. Personally, I'm a firm believer in lists. Make a list of: 1. All of the things you love about your job and all of the things that make you want to scream 2. Your skills - what are you good at? Review that list and identify which of those skills you actually enjoy. 3. Your values, especially related to a work environment 4. What matters most to you? Social causes? Personal beliefs etc. Then, brainstorm on what a career might look like based on your lists. Go big. Don’t worry about if the job exists. Then, go deeper and build feasibility into it. Once you've identified what that looks like, start working on your action plan. These are the steps I followed when co-founding Junction Collective. I'm curious to hear your thoughts. What do you think about people switching industries mid-career. Would you do it? Have you done it? Or would you hire a "career changer?" #careers #dothework

There's a lot to unpack here! How to identify invisible skills in candidates. It's easier than you think.

This person applied to 1623 jobs, but how many were they truly qualified for? Probably only around 10. When you spray and pray your resume, you set yourself up for failure and rejection. Remember, successful job searching is not a numbers game, especially in this market. When a candidate applies to every job, from creative roles to market research and everything in-between, it shows a lack of focus. My advice? Understand your interests and skills. Choose companies with shared values. FOCUS on a small number of companies. Go deep, not broad. Instead of setting daily job application goals, set networking and connections goals with the companies you've selected. #JobSearch #CareerAdvice

You are a Digital Analyst who can create business insights like a whiz and use these superpowers (and data analysis and your top notch SQL skills) to improve websites and digital campaigns with ease. Live in Toronto? ✅ 5 years of experience in digital analytics? ✅ Google Analytics, Heap? ✅ Looker? ✅ Yes to all of the above? Take a look at our Senior Digital & Ecommerce Analyst>> https://bit.ly/SrDigEcom Apply! Pass it on! #hiring #digitalanalyst #ecommerce

The Great Resignation of 2021/2022? NOPE, Welcome to The Great Detachment of 2024 Chloe Berger from Fortune paints the picture for you. https://lnkd.in/g9WtFDDz Here’s a quick summary: Declines in hiring and increases in inflation elevate the risk associated with changing jobs. Instead of leaving, employees are checking out. This applies to all levels, including upper management. A strong market in 2021/2022 provided opportunities for people to leave for jobs that gave them purpose or paid them more. Many are realizing the grass wasn't greener. Employees want out but are deterred by the competitive market, leading to increased disengagement. Employees are feeling a disconnection from work’s mission and are dealing with unclear expectations. 42% of those who left their jobs in the past year said their manager or company could have prevented their departure. This is challenging when managers themselves are also disengaged. There are obviously many exceptions. Especially those companies who lead with their values however, I'm hearing it at every level. What's next? The Great.....?