51 Labs’ Post

A Change Agent’s Manifesto 🦋 One: Businesses are just people. Thus, business problems are really just people problems. And solving people problems is solving business problems. 🐡 Two: TA is NOT a cost center. It drives business growth. When you start investing in TA properly, you attract and retain higher-quality people and the business makes more money. 🦚 Three: The goal is hires, not applications. So chase quality over quantity every single time. 🦉 Four: Strategy beats effort. Recruiting should not be a brute-force problem. Having a stronger strategy replaces effort with thinking. 🐆 Five: People have to choose you before you can hire them. Define why would people choose you and live there. 🐢 Six: Talent never plays a “short game.” The process of helping people choose to change their lives isn’t instant. But you can’t eat the fruit until you spend the time planting the tree. 🦅 Seven: Great talent acquisition doesn’t start at recruiting. It starts with the business. The more distance there is between TA and the COO/CFO/CEO, the more danger TA is in. 🐅 Eight: Advocacy over ad buys. Everything your company does determines how easy it is to hire. No amount of ad budget can clean up what your employees tell their friends about what it’s like to work there. 🦑 Nine: Reject TA metrics. Only think (and talk) in terms of business metrics, Value created, money saved, customers generated, and risk lowered. These are the ONLY things businesses care about. 🐉 Ten: Your company is begging for change. It just doesn’t know it. No one is happy with how recruiting works. So if no one is satisfied with the usual way, isn’t it your job to offer an alternative? 🐲 Eleven: Things don’t change. We change them. If things were going to change on their own, they’d have already changed. So I guess it’s up to us. All of us. Changing the rules, the expectations, the process, the people, the way we communicate, all of it. #TalentAcquisition #BusinessGrowth #TalentStrategy #Recruitment

How many of you have made the mistake of joining a business that doesn't align with your values? Or the role turns out to not be what you thought? By asking to speak with current employees, you can gain honest insight into the company culture, work environment and potential growth opportunities. This trend is on the up and why not? References can definitely work both ways.

Attracting top talent is crucial for business growth, and standing out is key. This article outlines six strategies to catch the eye of exceptional candidates. These methods focus on enhancing your company's appeal through unique value propositions, fostering a positive company culture, and leveraging social proof. Implementing these tactics can help your business attract and retain the best in the field.

Attracting great people to your organization takes a thoughtful, intentional approach and dedicated time. Here are six principles to consistently find the best employees. #BusinessGrowth #Hiring #BusinessTrends

A great question raised by my partner colleague Adrian, and one that also resonates with our current market experience from numerous top hires in various industries. Sometimes the only way to identify and attract the right candidate for our clients. What are your experiences on this important topic? Share & discuss - it's sure to spark a stimulating discussion!

Attracting great people to your organization takes a thoughtful, intentional approach and dedicated time. Here are six principles to consistently find the best employees. #BusinessGrowth #Hiring #BusinessTrends

A recent Forbes survey polled over (100) Fortune 500 executives in which they were asked which trait or skill-set was most critical when making hiring decisions… Overwhelmingly, CONSISTENCY, trumped all others (financial acumen, technical prowess, decisive decision making, etc...) It is an easy task for an employee to adhere to a goal or resolution for a day, a week, or even a month… It is something entirely different for that RESOLUTION to become a part of your routine, which after time, will become part of your character. Why do think gyms stay in business? Have you seen your gym the week after New Years? A month later!!?? Having a RESOLUTION is easy.. Being CONSISTENT is extremely difficult. All of these individuals had the RESOLUTION to make themselves better. However, they did not have the RESOLVE for this goal to become part of their routine. That is what CONSISTENCY is all about… People finding SOLUTIONS for their RESOLUTIONS (RESOLVE)!! Value is more often revealed in times of distress than during times of prosperity. “A smooth sea never made a great sailor.”

In Jim Collins book ‘From Good to Great’, he says that great businesses start with ‘first who, then what?’ Great people put the ‘great’ into ‘great businesses,’ so his idea of ‘getting the right people on the bus first’ certainly resonates with me. In senior commercial roles, great hires contribute significantly on multiple levels; •⁠ ⁠Improved deal volumes and cadence •⁠ ⁠Better trading deal coverage •⁠ ⁠Increases in brand count •⁠ ⁠Reputational excellence •⁠ ⁠Improvements in morale and staff churn •⁠ ⁠Enhanced commercial product ideation In key roles, great people should be a minimum requirement. At Progressive People, we bring a huge amount of value to companies searching for the right people to ‘get on the bus with’. We bring experience, sector knowledge, and the ability to define both the immediately addressable and tangential talent pools, as a given. The ability to engage with, examine and compile brilliant candidate short lists is where we start to differentiate ourselves from the alternatives. Where the value starts to accumulate is in the identification of great talent, and understanding how transformative this can be for the hiring organisation, particularly an ad-funded one. If ad-funding accounts for a significant percentage of your revenue, then the commercial and operational talent you hire is a strategic imperative. The revenue differential between average and good operators vs great operators can be the difference between survival and failure, or at the very least, hundreds of thousands of pounds in revenue. As an old boss of mine once said, anyone can make hay in a buoyant market – the best operators make hay in a bad market. Companies frequently settle for ‘good’ due to understandable short-term priorities. Challenge your current talent acquisition channels to find ‘great’, as it could be a significant differentiator in this diversified, highly-competitive and (hopefully) recovering ad market. #recruitment #peoplefirst #media

Attracting great people to your organization takes a thoughtful, intentional approach and dedicated time. Here are six principles to consistently find the best employees. #BusinessGrowth #Hiring #BusinessTrends https://lnkd.in/grZQKFg5

I am very happy to announce that I have recently joined the Forbes Business Council! I look forward to sharing my insights and being part of this amazing community of entrepreneurs and changemakers. In my first piece for FBC, I explore one of the most difficult parts of growing a business - hiring candidates who align with your mission and goals. As many founders know, building the right team is never a linear path, however, there are certain strategies that make the process more streamlined and, ultimately, successful. https://lnkd.in/eugTuHag #forbesbusinesscouncil