Aprio Talent Solutions’ Post

Making a bad hire can be costly for businesses 💸. In addition to the direct costs of hiring and onboarding a new employee, there are also hidden costs that can add up 📈. Lost productivity: A bad hire can take time away from your team, as they may need to be trained or supervised more closely. This can lead to lost productivity for your entire team 🏢. For example, if a bad hire makes a mistake that costs the company money 💰, or if they have to be retrained multiple times, this can eat into the company's bottom line 📉. Damage to your reputation: If a bad hire makes mistakes or behaves unprofessionally, it can damage your reputation with customers, clients, and other businesses. This can make it more difficult to attract and retain top talent in the future 🔮. For example, if a bad hire posts negative comments about your company on social media, this can deter potential candidates from applying for jobs with you . Increased turnover: Bad hires are more likely to leave their jobs early, which can lead to increased turnover costs 💰. This can include the cost of recruiting and hiring new employees, as well as the cost of lost productivity. For example, if a bad hire leaves after only a few months, the company will have to spend time and money recruiting and hiring a new employee 💼. #recruiting #employeesuccess #businesssuccess #badhires Read the full article to learn more. https://hubs.ly/Q0274Lg30

Sometimes a hiring process can have periods of delays (more often than any recruiter would like) - this is an interesting article on how to handle delays in the hiring process and continue to keep yourself at the top of the mind of your hiring manager. #HiringProcess #RecruitmentTips

Are you on a mission to optimize your hiring strategies? Focusing on quality and efficiency can help you land the right candidates in a timely manner. One piece of advice? Create a transparent, precise job description. Read on for more tips: #hiring #recruiting  

The hidden costs of bad hires: Why rigorous candidate referencing is essential Making a bad hire can be costly for businesses 💸. In addition to the direct costs of hiring and onboarding a new employee, there are also hidden costs that can add up 📈. Lost productivity: A bad hire can take time away from your team, as they may need to be trained or supervised more closely. This can lead to lost productivity for your entire team 🏢. For example, if a bad hire makes a mistake that costs the company money 💰, or if they have to be retrained multiple times, this can eat into the company's bottom line 📉. Damage to your reputation: If a bad hire makes mistakes or behaves unprofessionally, it can damage your reputation with customers, clients, and other businesses. This can make it more difficult to attract and retain top talent in the future 🔮. For example, if a bad hire posts negative comments about your company on social media, this can deter potential candidates from applying for jobs with you . Increased turnover: Bad hires are more likely to leave their jobs early, which can lead to increased turnover costs 💰. This can include the cost of recruiting and hiring new employees, as well as the cost of lost productivity. For example, if a bad hire leaves after only a few months, the company will have to spend time and money recruiting and hiring a new employee 💼. #recruiting #employeesuccess #businesssuccess #badhires Read the full article to learn more about the hidden costs of bad hires. .https://hubs.ly/Q01-m2Ql0

Here are 10 slam dunks when partnering with an experienced recruiter: 🏀 Clear Communication: The recruiter communicates openly and promptly, providing clear information about job opportunities, requirements, and the recruitment process. 🏀 Understanding of Your Goals: The recruiter takes the time to understand your career goals, skills, and preferences, and aligns job opportunities accordingly. 🏀 Respectful Treatment: The recruiter treats you with respect, values your time, and listens attentively to your needs and concerns. 🏀 Transparency: The recruiter is transparent about the hiring company, job details, salary expectations, and any potential challenges or drawbacks. 🏀 Expertise in Industry: The recruiter demonstrates a deep understanding of the industry, market trends, and relevant job roles, providing valuable insights and guidance. 🏀 Professionalism: The recruiter conducts themselves professionally in all interactions, maintaining confidentiality and adhering to ethical standards. 🏀 Support Throughout the Process: The recruiter offers support and guidance at every stage of the recruitment process, from application and interview preparation to offer negotiation and onboarding. 🏀 Feedback and Updates:The recruiter provides timely feedback from hiring managers and keeps you informed about the status of your application. 🏀 Relationship Building: The recruiter fosters a positive and long-term relationship, offering continued support even after placement in a role. 🏀Successful Placements: The recruiter has a proven-track record of successful placements and positive outcomes for candidates, indicating their effectiveness and commitment to your success. PS: Who's in your bracket to make the climb up the ladder to cut down the net? __________ 👋🏼 Hello! I’m Noorah... 🔸Senior Executive Recruiter 🕵🏻♀️ 🔸Career Matchmaker 💼 🔸People & Culture Champion 👩🏽🤝👩🏼+🌎 = 📈 🔸Human-Centered Leader 💞 🔸Millennial Mom 👯♀️ 🔸Wanderluster 🗺️ I specialize in the following verticals, offering: Direct Hire, Consulting, Interim Solutions, and Fractional arrangements in the Kansas City metro. ❤️💛 🔸Accounting & Finance 🔸Human Resources 🔸Operational, Executive, and Administrative Support 🔸Professional Engineering 🔸Logistics & Supply Chain 𝑷𝒍𝒆𝒂𝒔𝒆 𝒏𝒐𝒕𝒆: though I strive to support as many individuals as possible, it's not always feasible. We all have our areas of expertise and specialties, and it's important to acknowledge what sets us apart and our strengths, both personally and professionally. __________ I’m here to empower YOU to face your fears and land a career you love. Follow and tap the 🔔 in my profile to receive more updates around candidate experience, hiring, inspiration, and personal development. ♻️ Found this helpful? Feel free to repost and help your network!

6 𝐄𝐬𝐬𝐞𝐧𝐭𝐢𝐚𝐥 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐟𝐨𝐫 𝐒𝐌𝐁𝐬 𝐨𝐧 𝐂-𝐋𝐞𝐯𝐞𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 Today I want to dive into a topic that's critical for small and medium businesses (SMBs): C-level recruitment. If you're a growing company looking to scale up your leadership team, this one's for you. C-level hires, like CEOs, CFOs, and CTOs, play a crucial role in shaping the direction and success of your business. But navigating the world of C-level recruitment can be tricky, especially for SMBs with limited resources and competing priorities. Here are a few key things that SMBs need to know about C-level recruitment: 1. Define Your Needs Before diving into the recruitment process, take the time to clearly define what you're looking for in a C-level candidate. What skills, experience, and qualities are essential for success in the role? Understanding your needs upfront will help you target the right candidates and streamline the hiring process. 2. Cast a Wide Net Don't limit your search to candidates who have held C-level positions in the past. Consider candidates with strong leadership potential who may be ready to step up to the challenge. Look for individuals who demonstrate strategic thinking, innovation, and a passion for your industry. 3. Focus on Culture Fit C-level hires will have a significant impact on your company culture, so it's essential to find candidates who align with your values and vision. Look for leaders who embody your company's culture and can inspire and motivate your team to achieve their goals. 4. Invest in the Search Finding the right C-level candidate takes time and resources, so be prepared to invest in the search process. Consider partnering with a recruiting firm or executive search firm with experience in your industry. They can help you identify and attract top talent and navigate the complexities of the hiring process. 5. Offer Competitive Compensation To attract top C-level talent, you'll need to offer competitive compensation packages that reflect the candidate's skills, experience, and contributions. Be prepared to negotiate salary, benefits, and equity to ensure you're able to secure the best candidate for the job. 6. Take Your Time Rushing the C-level hiring process can lead to costly mistakes. Take the time to thoroughly vet candidates, conduct multiple rounds of interviews, and gather input from key stakeholders before making a final decision. It's better to take a little longer to find the right candidate than to rush into a hire that isn't the right fit for your company. By following these tips, SMBs can navigate the C-level recruitment process with confidence and find the right leaders to drive their businesses forward. Here's to building strong leadership teams and achieving success together! ------------------------------------ Connect with me for personalized guidance and insights into talent acquisition! #CLevelRecruitment #SmallBusinesses #Leadership #Recruitmenttips

Such an insightful article adopting better recruiting methods for hiring people at your companies. This is also helpful for people looking for roles as it more accurately conveys the role. It also attracts the right type of people organizations are looking for. Very useful Rhona Barnett-Pierce #hiringmethods #hiring #recruitment #jobs #applicants #organization

Making a bad hire can be costly for businesses 💸. In addition to the direct costs of hiring and onboarding a new employee, there are also hidden costs that can add up 📈. These hidden costs can include: Lost productivity: A bad hire can take time away from your team, as they may need to be trained or supervised more closely. This can lead to lost productivity for your entire team 🏢. For example, if a bad hire makes a mistake that costs the company money 💰, or if they have to be retrained multiple times, this can eat into the company's bottom line 📉. Damage to your reputation: If a bad hire makes mistakes or behaves unprofessionally, it can damage your reputation with customers, clients, and other businesses. This can make it more difficult to attract and retain top talent in the future 🔮. For example, if a bad hire posts negative comments about your company on social media, this can deter potential candidates from applying for jobs with you . Increased turnover: Bad hires are more likely to leave their jobs early, which can lead to increased turnover costs 💰. This can include the cost of recruiting and hiring new employees, as well as the cost of lost productivity. For example, if a bad hire leaves after only a few months, the company will have to spend time and money recruiting and hiring a new employee 💼. #recruiting #employeesuccess #businesssuccess #badhires Read the full article to learn more about the hidden costs of bad hires. .https://hubs.ly/Q023jv4J0

To stay organized and hire the best candidates, you must streamline the hiring process. Optimizing your hiring strategy is critical because it can help you attract and retain top talent, reduce turnover, and improve the overall performance of your organization. Using a strategic hiring approach, you can identify the specific skills and qualifications required for a specific role and target your recruitment efforts accordingly. Discover how you can optimize your hiring strategy in the article below. #Hiring #HumanResources  

Hiring the right talent can be the most important part of running a company. You need to make sure you're attracting the best possible talent and interviewing in an efficient way, check out some of these tips to stay on top of your hiring processes. #hiring #jobs #tips #recruiting