1ST CLASS PARKING’s Post

I know this is just a joke, and it is funny. But it touches on a topic that is both the bane of my existence and of utmost importance to me. #Leadership, #coaching and #development. So, #supervisor, you’ve hired a new person and they’re…good at their job. Not superb. Not excelling. Just good. Doing exactly as they are told and hitting their mark. They are doing the thing they were hired to do, but that’s all. Is that a bad thing? If so, why? If you wanted more, why wasn’t that evident in the JD? Ok, the JD isn’t comprehensive. So are you being clear during 1on1 time that you need more #effort? Are you being specific about what more effort means? Are you sure that your expectations are actually reasonable and attainable? Are you being any more productive than mumbling under your breath and shaking your head in disapproval? If not, then I posit that YOU are the one not doing enough. This is where your leadership skills come into play. You have to either be able to coach and mold that employee into what the business needs, or have the intestinal fortitude to go to your direct leadership and request to release and replace that worker. Most people want to be good at their jobs and they will do what is expected of them. It’s up to you to accurately #communicate that expectation.

Does Your Dealership Have A Database Of Talent? 🤔 If you don't then I would guess you are probably: Scrambling around every time someone quits Spending tons of money on ads to urgently get someone hired Not making the RIGHT hiring decision and just getting someone to fill the seat. I speak with dealerships on a DAILY basis who have NO plan or process when it comes to talent acquisition. They just a throw an ad up on job board sites and hope that qualified people apply when they have a position to fill.... Here's a little secret: 90% of the time the good talent is not out applying on job board sites. They are already working for someone else. Being pro-active and building a database of talent will remove a lot of headaches from your life. If you'd like to learn more about how we are implementing our PROVEN recruiting process into dealerships on a daily basis then visit CarGuysInc.com/book-demo now 😎

Hot take: Did you know your large sign on bonus may be actually deterring candidates? Unfortunately, this can come across as desperate to clinicians or leave them assuming something is wrong with the position. I’ve heard from clinic owners or agency administrators: “I’d rather pay an employee a sign on bonus than pay a recruiter fee.” Fair, but if you don’t have any applicants or prospective employees, you don’t have a sign on bonus to offer to anyone. I certainly understand wanting to be strategic about how a company invests in hiring. But if the goal at the end of the day is to find the right fit for your organization AND provide the best patient care, choosing an active hiring strategy such as outsourcing recruiting to extend your company’s reach versus a passive strategy (sign on bonuses) can make all the difference.

30-50% of company hires come from #referrals . Its WIN/WIN/WIN: - Company gets great #talent (usually for cheaper than traditional hiring methods) - #Employee gets extra cash (Referral bonuses, who doesn't love money?) - Candidate gets a job ( "Welcome to the team", we love a new start) Your #network is so important. Build it up, and leverage it in your job search. Talk to people you don't know - Go to local events and network - Engage with people on #linkedin - You never know what meeting someone new can lead to..

Hiring Managers, I'm looking at you 👀. Directing a recruiter to the 'JD on the website' is NOT enough for them to effectively: - Conduct a tailored search - Sell your business, your role, your team, project scope and you - Rule the wrong people, with the right skills, out - Provide you with value - Actually save you time Invest in a qualification call, and they can invest in you. Recruiters, if you are struggling to explain this on a call, why not communicate it by video so they understand what your goal actually is. p.s. I'm not just talking about years of experience and salary. Nonononono

Are you struggling with the need to hire and grow your auto company? Are you struggling with wanting good hires and low turnover? It sounds like Applicantpro can help you. Check out this article and let me know what you think! https://lnkd.in/gZJxYVzV

2024's here, and the hiring scene? It's like we're navigating through a maze with new rules. At Sales Recruiters Inc., we're not just bystanders; we're actively adapting to these changes. Let me walk you through our firsthand experiences with the hiring challenges of this year, including the nuances of Legal JobList Mentality and the pitfalls of verbose job descriptions. READ MORE >> https://ow.ly/z2TO50R8NkJ

3 Lies In Agency Recruiting 1. You help people get jobs ❌ You work for your clients to help them find good people ✅ 2. You can make money really fast ❌ The first 6–12 months you are a student, most start reaping the rewards 2-3 years in ✅ 3. It's a 40-hour workweek job ❌ There will be times when a client or passive candidate calls you after business hours, and most successful agency recruiters will not hesitate to answer ✅ Agency recruiting is not for everyone, but it is a rewarding and safe career. Even when there are economic slowdowns, the top billers will find ways to continue billing. Some will use it to their advantage and have record years. Follow: Dante N. #agencyrecruiting #sales #staffingindustry #hiringnow #tiello

Are you running a referral program at your company? How's it going on so far?  Do you ever wondered how to build & run a strong employee referral program? Let's learn from Greenhouse practices on this post!  They've got it all figured out with a fun and rewarding approach. 🎁 #ReferralProgram #TalentAcquisition #LuminareConsulting #TrustedRecruitmentPartner #RecruitmentFirm #Recruiting #RecruitmentAgency #Hiring

Looking for fresh talent in your organization?👥🌎 We're all aware that hiring is a complex process with multiple stages. Each stage is crucial because a wrong step can lead to losing a potential talent. Even when you have the best talent in sight, it's critical to retain them before they are off to another opportunity. Enter EnjoyMondays.com - A game-changing SaaS platform in recruitment that simplifies and personalizes the hiring process. No more sifting through countless resumes - EnjoyMondays finds the match for you, making recruiting productive and efficient. Embrace change and see how the right tools can revolutionize your talent search! The future of recruitment is here. Is your organization ready?