1ST CLASS PARKING’s Post

Why should you join my team 🤔 Like most people in recruitment it wasn't a career path that I planned, I really just fell into it, literally slid into the revolving door of a corporate agency and twisted my ankle, great start ! I started sifting through CVs, registering candidates face to face taking photocopies of their passports, sometimes actually driving them to their interviews to now being at a place where I'm growing a team of my own and ready to fully invest in those consultants who have the drive, tenacity and pure hunger to succeed in this industry. ✨ I can appreciate the hard-work, the long hours, the gut-wrenching feeling of when your first candidate drops-out or your first counteroffer because I've been there, but... The high you get from finding your candidate their dream job ☁ , playing an integral part in shaping your clients business with the best talent 📊 , gaining those testimonials and client referrals, for me, nothing beats it 💗 You should want to join my team because I'll never ask you to do something I wouldn't do, because your ideas and aspirations will be heard, because I will 💯 support and guide you into becoming the best recruiter you can be. Its cringy but its true, team work makes the dream work !! If you would like a confidential chat reach out, katiefernquest@hr-star.co.uk #hiring #talent #teamworkmakesthedreamwork #recruitment #careerdevelopment

The worst hiring mistake companies make... Paying sh*t salaries for demanding jobs. If you have a 'junior' position and ask for: - Leadership experience - Lots of technical skills - Track record of results More juniors won't apply. If you ask for all that ☝️ BUT offer an insultingly low salary... Most experienced talent won't apply. Nobody wins. But YOU lose by... - Wasting time on recruitment cycles - Spending money on pointless advertising - Overworking your existing team Cheap hiring tactics are expensive. Stop lowballing people.

You're struggling to hire? 😅 Don't point fingers at the market, or the latest political drama. 🚫 It's likely your EVP - Employee Value Proposition.🎯 EVP, in plain English, is the full monty you're offering your employees. 🎁 It's more than just a paycheck and a couple of weeks off each year. It's the butterflies in your stomach when you clock in every day.  It's having a mission that makes you spring out of bed.  It's being part of a close-knit team. Here's what a top-notch EVP usually includes: 1. Compensation 💰 2. Total Rewards Package 🎉 3. Opportunities for growth 🌱 4. Making a dent in the universe 🌎 5. Culture (the good kind, not the artificial kind) 🏰 And guess what? It's not just HR's job to nail this. Your team has its own EVP. In my experience, the clients who've got this down pat attract top-tier talent, every single time. Want to be one of them? Slide into my DMs. 📩 Oh, and what other EVP elements did I miss? 🤔

opportunity

There’s 0 point in reposting job opportunities that have disparaging hiring processes. It’s the equivalent of me recommending a great restaurant in a shitty neighborhood. (And one could argue the neighborhood makes the restaurant not-so-great) Everyone has the “opportunity” to go sky diving over a beautiful landscape but if the parachute provided to you malfunctions then the “beautiful view” won’t matter. What is functional are respectable (not perfect) hiring experiences paired with aligned opportunities. The owness is typically on the applicant to “stand out” but standing out in dysfunction somehow adds to the dysfunction more than it corrects it. The dysfunction will then demand more from the people without ever demanding more from itself. It attempts to qualify people who are already qualified by getting them to create a spectacle (in shit)…which only proves they are overqualified. (p.s. Not to mention the person who “stands out” in the company is usually the one made redundant. So lets not promote a habit that gets punished later.) (p.p.s Don’t you just love my analogies)

" Cutting out a Middle Man " Once upon a time, a busy CEO wanted to hire a virtual assistant (VA) to help with his company's workload. He decided to use an agency called Remote ***** find one. At first, things seemed okay, but soon, problems arose. The VA was slow to respond, made mistakes, and didn't seem to understand the company's needs. The CEO realized that working through an agency was making things harder. Eventually, he decided to hire a VA directly. This time, things went much better. The new VA understood the company's goals, communicated well, and got the job done efficiently. The CEO learned that hiring directly was simpler and more effective than using an agency. From then on, he knew to skip the middleman and hire directly for better results an important lesson: while hiring a VA through an agency may seem convenient, the disadvantages often outweigh the benefits. Direct communication and alignment with company culture are crucial for a successful working relationship, and sometimes, cutting out the middleman is the best way to achieve that. Hiring Managers: Hire someone directly👌

Be honest... Have you ever said something along the lines of "I'm on my fifth cup of coffee. I was at the office until 1:00 am last night." and felt a weird sense of pride?? 🙄 We've swallowed this myth that the best way to work is to burn the candle at both ends. Burning yourself out when you don't have to shouldn't be something to take pride in! Learn to embrace delegation. 👏 You don't NEED to hire staff to be able to delegate! Here's where to start: https://lnkd.in/gZG98nma

Be honest... Have you ever said something along the lines of "I'm on my fifth cup of coffee. I was at the office until 1:00 am last night." and felt a weird sense of pride?? 🙄 We've swallowed this myth that the best way to work is to burn the candle at both ends. Burning yourself out when you don't have to shouldn't be something to take pride in! Learn to embrace delegation. 👏 You don't NEED to hire staff to be able to delegate! Here's where to start: https://lnkd.in/gZG98nma

Let’s be blunt: Bait and switch hiring is a ticking time bomb.  Job Posting: Exciting projects, cross-functional collaboration, leadership growth. Reality: Mundane tasks, maintenance work, unclear leveling guidelines. Sure, you might land a quick hire, but at what cost?  - Sinking employee morale? - Low productivity? - High employee turnover?  We need to be transparent on responsibilities & expectations from the get-go.  Build an environment of open communication during the recruitment process, and maintain it once they're part of your team.  Your company's future depends on it.