Alderson James’ Post

Hiring the Right People for the Right Position: A Game-Changer for Your Business In any business, hiring the right people for the right positions is critical for long-term success. Each employee is a piece of the puzzle, and the better the fit, the more seamless the operation becomes. But what happens when you realize you’ve made a bad hire? The truth is, despite the best intentions and processes, no hiring strategy is foolproof. A bad hire doesn’t mean failure—it’s an opportunity to learn and adjust. Here’s how to approach it constructively: 1. Evaluate the Fit, Not Just the Skillset Sometimes a candidate can have the right skills but not align with your company’s culture or the specific needs of the role. Evaluate how the individual’s personality, working style, and values align with your organization. 2. Recognize the Signs Early A bad hire may show signs early—poor communication, lack of enthusiasm, or inability to meet job expectations. Identifying the mismatch quickly allows you to intervene and minimize damage. 3. Have Honest Conversations Address issues directly but respectfully. Sometimes, a simple role adjustment or additional training can transform performance. Other times, a clear discussion helps both parties realize it’s not the right fit. 4. Learn from the Experience Every hiring experience teaches valuable lessons. Assess where things may have gone wrong—was it the job description, the interview process, or the onboarding strategy? Use this knowledge to refine future hiring processes. 5. Don’t Hesitate to Make a Change Keeping the wrong person in the wrong role can cost more than just money. It affects morale, productivity, and the overall work environment. Sometimes, the best solution is a parting of ways—both for the individual and the business. Hiring isn’t just about filling positions; it’s about building a team that aligns with your vision and goals. When the right people are in the right roles, everyone wins. And when missteps happen, it’s a chance to adjust, learn, and grow. At the end of the day, great businesses are built by great teams—so aim for alignment, not just credentials. Greg Schinkel Andrew Olsen Deborah Poe

Transforming Talent Acquisition into a Strategic Growth Driver! My mission? Helping start-ups and scaling businesses achieve sustainable growth through smart, strategic team-building and talent acquisition. With a background in executive recruitment, I work directly with leadership to craft tailored strategies that align with both immediate and long-term business goals. Beyond recruitment, I partner with companies on broader growth strategies across software, sales, and marketing, focusing on human capital as the key driver of success. From Series A to D (and beyond), I’ve worked with high-growth companies, optimising recruitment functions and ensuring alignment with business objectives. But there’s more: I’m proudly committed to inclusive hiring practices, ensuring diverse perspectives are not just welcomed, but valued in every team I help build. My approach is all about transparency, trust, and results, helping businesses not only find top talent, but also make a lasting impact. If you're looking to scale, streamline recruitment, or build high-performing teams in Software, Sales, or Marketing, let’s connect! #RecruitmentStrategy #GrowthPartner #InclusiveHiring #ScalingSuccess #Leadership #B2B #SaaS #Startups #TalentAcquisition

Go Beyond the Limits Do you challenge traditional boundaries and redefine the way you hire? One of the most game-changing strategies we bring to the table is the increasing flexibility in hiring professionals for roles not yet described in the original job description. Trust us, organizations are unlocking a huge potential: 🔹 Innovative Problem-Solving: New perspectives and diversity of skills can lead to creative solutions that might have been missed. 🔹 Flexibility and Adaptability: Hiring adaptable professionals allows the team to pivot quickly and effectively in response to changing market demands. 🔹 Improved Collaboration: Bringing in individuals with vast experience fosters a culture of collaboration and cross-functional teamwork. 🔹 Future-Proofing the Workforce: By thinking beyond conventional job roles, companies can better prepare for the future, ensuring they have the right talent to meet tomorrow’s challenges. As we navigate an era of unprecedented change, it is essential to think outside the box and push the boundaries. Challenge the status quo and build teams ready for the present and ready to innovate for the future. #PampaTalents #Hiring #Outsourcing #Offshoring #Vacancy

My Team is my Motivation What do you think is the critical factor that determines your business' success? Hint: It's not your idea, product, marketing, or proprietary technology. It’s the "Right People" with the correct cultural values and clear goals. Hiring the right talent for your team that aligns with your culture is the most difficult part of scaling your startup. If you’re hiring, here are the 3 critical differences you must understand between an average and exceptional hire (I call it the right hire). 👉 1. Average hires bring skills; exceptional hires bring cultural fluency:  Average hires may check the boxes of technical proficiency, but they often lack a deeper resonance with your organization's culture and mission.  Whereas the right hires speak the technical language and fluently align with your culture, seamlessly integrate, and amplify your team's performance. 👉 2. Average hires follow the script; exceptional hires rewrite that script: Average hires tend to follow established processes and routines, sticking to the script.  Suitable hires work with managers, leaders, and the whole team to improve processes and add new frameworks that drive innovation and help grow your business. 👉 3. Average hires add to the headcount; exceptional hires elevate the team:  Average hires might fill a position, but exceptional hires elevate the entire team.  They become catalysts for growth, raising the performance bar and inspiring others to reach new heights. So, when you're on the quest for talent, remember, it's not just about their skills but how they orchestrate your team's future. Over the years, Supersourcing has revamped its hiring process hundreds of times to ensure our candidates are both technically skilled and culturally adept. However, I think there is still a lot we can improve on. Constantly updating your hiring process based on market needs is the new growth driver for startups. Seeking a talent partner who understands the symphony of skills and culture? Feel free to reach out. 🎵🚀 #hiring #techtalent #therighthire

When the Disruptive Hiring CEO Emma Jones was recently asked about recruitment and specifically differentiation. This is what she had to say, "When I get asked this question, it often takes me back to my in-house days, where I witnessed the struggle from the other side of the fence.   I feel it boils down to perspective and intent. When an organization searches for talent, I ponder: Is this a mere stopgap? Are they playing not to lose, or are they strategically hiring to win?   The pain is real and palpable when you lack the right people or face the void of an unoccupied desk: - You risk disappointing clients. - You're financing unused space. - You're forfeiting potential business opportunities.   Leadership is about envisioning and enacting transformation. The aim is to attract the game-changers, the disruptors, the individuals who don't just raise the bar—they redefine it.   At Disruptive, we specialize in connecting these trailblazers with visionary companies. We pride ourselves on being slick, passionate, and professional. With our extensive network and refined processes, we don't just fill positions—we empower organizations to play the game at a higher level and that's what I call differentiation!" Thanks Emma Jones for your words of wisdom.   #recruitmentgamechangers #facilitiesmanagement #itservices #inittowinit #executivehiring #leadershiphiring  

#TipTuesday - Navigating Hiring for Potential In the dynamic world of business, the decision to hire isn't one-size-fits-all. People often say you should hire for potential and it has it’s merits, but BEFORE you simply do that, make sure it’s the right TIME to hire for potential. Here are a few tips on when to hire for potential and when to meet immediate operational demands: 1. Hiring for Potential: The ideal time to do this is when your teams feel stable, and you already have good plans in place. You can build hiring for potential into your long-term strategic planning. This will enable you to identify and nurture talent that aligns with long-term goals. Invest in tomorrow's leaders today. Doing this will cultivate a great growth culture. Also, you can plan for specific skill sets that you need in future, and you can ensure you meet the needs of your diversity strategy. Hiring for potential is not always what’s needed. Sometimes you can’t afford the time to train. 2. Hiring for Immediate Needs: This is required when your business is faced with sudden spikes in workload or urgent projects. You simply have to have people with the exact skill set that matches your requirement, in order to reduce pressure and address challenges. Do this when you find yourself in times of overwhelming workload that affects productivity, e.g. when you have tight deadlines or operations that needs urgent remedy. You might also need this in times of rapid growth when you simply must meet new clients’ needs. The benefit of hiring for immediate needs is that it will address short term challenges, keep your operations running smoothly and allow your team to focus on their core responsibilities. Striking the right balance is crucial. A strategic mix of potential-driven hires and immediate needs fulfilment ensures your team is both forward-thinking and agile in tackling current demands. 💬 Remember: Every hiring decision should align with your business strategy. Whether nurturing potential or meeting immediate demands, the key is to adapt and thrive. When in doubt, listen to your team's pulse and let your business goals guide the way. 🌐📈 #HiringStrategy #BusinessSuccess #TalentManagement #TalentPipeline #NewHires #CollageRecruitment https://lnkd.in/d3mrNCYJ

Are you looking to assemble the right team for your growing business? In this fast-paced world, securing the right talent is more important than ever. 🌟 Don't let a critical hiring decision be the difference between maintaining the status quo and achieving extraordinary growth. Does your company have a commitment to building extraordinary teams? Are you ready to move beyond traditional hiring methods and create a recruitment journey that caters to your unique needs? As a specialist in talent navigation, let me help you chart the course to successful hires. 🗺️ Stop leaving talent acquisition to chance and start searching for exceptional individuals who align with your company's mission, vision, and culture. Let's join forces and turn your recruitment journey into an unbeatable advantage. With the right talent in the right roles, the sky's the limit! Ready for an exceptional recruitment journey? Connect with me today and let's unlock your company’s potential together. 🔗 #entrepreneurship #businessgrowth #talentacquisition #recruitment #hiring #businesssuccess #growthmindset #leadership #strategicplanning

Rethinking Hiring: 5 Mindset Shifts You Need To Make Today As someone who has hired over 3,000 people, business leader Jeff Hyman has learned a thing or two about building high-performing teams. Hyman's core hiring philosophy prioritizes acquiring "rockstars" - the top talent that drives business success and company reputation. While the term "rockstar" may be grossly overused, we all know these exceptional performers when we see them. They are the indispensable teammates we rely on in a crisis, the ones who constantly find ways to boost productivity and morale. Every thriving business needs more rockstars, but acquiring them isn't easy. The key, says Hyman, lies in reimagining your hiring approach, an that starts with your hiring mindset. Here are 5 crucial mindset shifts businesses must make to improve their talent attraction: 1. Stop Viewing Hiring as a Cost - It's an Investment One of the biggest mistakes companies make is framing recruiting as an expense rather than an investment in the lifeblood of the business. High-performing talent pays dividends far beyond their salary. 2. People Are Not Interchangeable Too many managers “make the mistake of treating employees like commodities.” But rockstars are not interchangeable - they possess unique skills, experience and mindsets that drive disproportionate value. 3. Talent Scarcity is the #1 Barrier to Success In a tight labor market, like the one we are facing today, the “availability of top talent is the biggest impediment to business growth.” The companies that thrive will be those that make recruiting rockstars their top priority. 4. Invest Upfront or Pay Later You can choose to invest time upfront to carefully find and recruit rockstars. Or you can endure the endless cycle of poor hires, their constant micromanagement, and unwanted turnover. The choice is yours. 5. Great Talent is Worth the Cost While rockstars command higher salaries, their outsized impact more than justifies the investment. Hyman says, "If the role is important enough to exist, it's important enough to have a Rockstar fill it." The companies winning the war for talent are those that have made these crucial mindset shifts. Start rethinking your hiring approach today and you’ll be on your way to assembling a team worthy of Workday commercial or world tour. Talenthunt helps companies attract, acquire, and keep rockstar employees. Talk to us today about your next great hire @ talenthuntinc.com #Hiring #Recruiting #Rockstar

Struggling to find the perfect talent for your CPG startup? This isn't just about marketing and sales anymore. Join DFW CPG in this dynamic, hour-long virtual Huddle, where Rui Di, Partner at Caldwell and Jeremy Conner, Head of Operations & Client Engagement at IQTalent, will equip you with the strategies you need to recruit and retain top performers across all aspects of your business - from the manufacturing floor to the C-suite, and even your board of directors. Here's what you'll learn: - Crafting Compelling Job Descriptions: Attract the right talent by writing clear, concise, and engaging job postings that showcase the unique opportunities your startup offers. - Going Beyond Traditional Recruiting: Discover innovative ways to find hidden gems, including leveraging industry networks, attending specialized events, and utilizing targeted online platforms. - Building a Strong Employer Brand: Learn how to cultivate a positive company culture and employer brand that resonates with top talent in the CPG industry. - Developing a Competitive Compensation & Benefits Package: We'll explore strategies for creating a compensation and benefits package that attracts and retains top talent, even when competing with established corporations. - Optimizing the Onboarding Process: Set your new hires up for success with a tailored onboarding program that fosters engagement and promotes long-term commitment. - Fostering Growth & Development: Discover how to invest in your employees' professional development, keeping them motivated, challenged, and less likely to jump ship. - Building a High-Performance Culture: Learn how to create a collaborative and engaging work environment that fosters innovation, productivity, and employee satisfaction. This seminar is ideal for: - CPG startup founders and CEOs - HR professionals in CPG startups - Anyone involved in talent acquisition or retention for a CPG startup By the end of this session, you'll be equipped with the knowledge and tools you need to build a dream team that propels your CPG startup towards success. #cpg #cpgstartups #founders #talent Register here: https://lnkd.in/gU7SWGJD

📣 Calling all CPG startup founders & HR leaders! Join DFW CPG's info-packed webinar to learn recruitment and retention strategies for ALL your roles. Experts Rui Di and IQTalent's Jeremy Conner will reveal secrets to crafting irresistible job posts, building a strong employer brand, and creating a culture that engages talent. Don't miss this – register now! #TalentAcquisition #CPG