ALAMGIR ANWAR’s Post

Last Month, we went through the hiring process for three new team members. Here's how we made it a positive experience for everyone involved: We started by clearly listing the salary range in each job description, ensuring transparency from the get-go. For every candidate who wasn’t a fit, we took the time to email them personally, letting them know our decision. We asked candidates to complete a short assessment and compensated them for their time, valuing their effort and commitment. For those who reached the late stages, we offered an open invitation to ask me anything about the role, the company, our roadmap, or even about myself. When we sent out offers, we didn’t impose a deadline. Instead, we asked candidates how many days they needed to review the offer, respecting their decision-making process. If we can do it, so can you. There’s no excuse for treating candidates poorly. #Hiring #Recruitment #JobSearch #CandidateExperience #HR #WorkCulture #RespectInRecruitment

How do you make a good job offer? . . On the first interview with the candidate, I want to find out what their salary requirements are and then I want to lock them down on what they would be happy getting an offer for. Then, when we get the offer from the client or the hiring manager, I want to give it to them verbally first and make sure they are still excited about it. So, when they get the written offer there should be no surprises or questions. #leadership #hr #recruiting #hiring

Alert Dear leaders It is seen, big 4 senior HR resources are contacting resources. Resources are asked to take interview. Offer letter is sent to you when you clear. Few big 4 do not have bifurcations of take salary. Leaders, when you clear interview without JD, it is likely you are sent to such project, where you are given designation, but no power to showcase your talent, skills. When you regret, you talk to your delivery manager, Director, you are thrown to project, where you are degrading self. People who are smart enough do not join even after accepting offer. Those, who join and want to change project, please take charge of your career and be incharge of your emotions, as you are likely to not getting any support from any member of HR, Directors. When you are not respected and are not value added, you leave the job Leaders, please Think twice, do thorough research before joining any company. Please do not just go for just brand. This is learning experience of many resources.

Essential tips for making an offer to a new hire!

Ever been frustrated by vague job descriptions? We've all seen those postings: “Dynamic individual sought for exciting opportunity ... followed by a laundry list of duties that leaves you even more confused than before you clicked. Clear and comprehensive job descriptions are a cornerstone of successful talent acquisition. They not only attract the right candidates, but are also crucial for performance appraisals, contract negotiations, and setting clear expectations. Let's ensure our descriptions have defined expectations, specific duties and measured outcomes. And remember, ambiguity today leads to conflict tomorrow. #HR #JobDescriptionGoals

Unlock the secrets to successful hiring with our comprehensive salary data from 8,000+ interviews. Stay ahead in a dynamic market with insights on salary ranges and median compensations for various roles specific to the #foodandbeverage industry. Download your FREE copy now and set the table for greater growth! https://lnkd.in/erUreqmR #SalaryGuide #FoodAndBeverageIndustry #KinsaGroup

It's the perennial recruiting question: How do I create a job description that attracts the right candidates? Let’s break it down: A description of the role: Keep it short (one paragraph or less) and easy to read. A list of responsibilities: Use active verbs and stick to essential duties. Qualifications and skills: Bullet pointed, from required to preferred. Compelling company info: Tell them why they should want to work for you. Stuck on getting those job descriptions just right, or need a hand with other recruitment steps? We’ve got you covered. Find out how we can help: https://lnkd.in/g32F2kBH #HR #JobDescriptions #Recruiting

🌟 It's Time For Talent Tuesdays! This week we're talking about Position Descriptions. Check out these 3 great tips to help any Firm Owner or HR Manager create the perfect Position Description 👇 Be Clear and Concise: Clearly outline the job title, key responsibilities, required qualifications, and expectations. Use concise language and bullet points to make the information easy to read and understand. Showcase Company Culture and Values: Incorporate information about your company's culture, mission, and values. This helps candidates understand the company's ethos and determine if they align with its goals and culture. Include Salary and Benefits Information: Providing information about salary range, benefits, and perks can attract candidates who are a good fit in terms of compensation expectations. By following these tips, you can create position descriptions that attract qualified candidates and set clear expectations for the role. What are your best practices for writing position descriptions? Share your insights and tips in the comments below! #PositionDescriptions #RecruitmentTips #TalentAcquisition #HRBestPractices #CompanyCulture #TalentTuesdays

Here is what I would do to attract low level roles with a low salary 💁♀️ 🙏I would create a work environment where there was no hierarchy and there was data to confirm that everyone in the business were treat the same (Glassdoor reviews / testimonials on the company website from current employees) 👨💻Dedicated recruitment page on your website that's interactive, demonstrating who you are, why people work for you, the working environment and detailed info about the jobs you have (95% of companies I have recruitment calls DO NOT have recruitment on their website AT ALL) 📈 I would have a clear plan for where this role was to progress to so that people know they wont stay at this level forever and have this a part of the job spec 🤝 People want to know they are valued and not just someone on the end of the production line that is getting paid peanuts and being treated like it 🧠 This mentality is why businesses have high staff turnover and a bad reputation ✅ Low level roles can be soooo hard to fill but if you take the advice above, it will 100% help #foodforthought Hi! 👋🏼 🦹♀️My name is Leanne and I provide solutions to all the recruitment challenges you are having 🛎️Click the ‘book appointment’ button below for a free 30 recruitment strategy call where I take a peek under the bonnet of your business #hiringmadeeasy #recruitmenttraining #recruitmentchallenges

What happens when your ideal hire is beyond your budget? ❌ Don't pretend you're not interested in those who want fair pay or keep the salary secret 🙈. ✅ Do ask a skilled recruiter to help you figure it out. This might involve: 👉 Providing flexible work arrangements. 👉 Offering the job as part-time or on a contract basis. 👉 Adding extra holidays 👉 Introducing performance based bonuses. 👉 Offering a share in the company. 👉 Being open to compromising on required experience or qualifications. Each hiring situation is unique. So a mix of these options might be needed to find the right solution. What are your potential hires looking for? If you are struggling to balance your recruitment budgets with your needs? I'm here to chat through possibilities. #Recruitnent #hiring #smallbusiness #smallbusinessowner