Arish Omar’s Post

There is a saying that #Leadership is about doing the right thing (What) #Management is about doing it right (How) The difference is deep but is often hidden in the subtleness of the language. In the context of #Hiring, we focus a lot more on the process of #hiring and get engaged in tools and techniques that can automate the hiring process to bring efficiency (reduce #efforttohire and #timetohire). Sadly, in our attempt to gain efficiency (and measure it to make it visible), we miss the most important part of hiring -- hiring the right person (who). What value does it add if we hire a 'wrong' person 10X faster? Is there a secret to hiring the right person? The secret is in Hiring Leadership...it comes from experience, knowledge and skills in understanding people and job positions.

When hiring… hire with clarity. As a hiring leader, If you can’t clearly define the job, you aren’t ready to hire. #hiring #hireanexecutiveassistant #leaderdevelopment #hiringleaders

@Hiring managers What benefit does hiring a new employee who is 50+ ??? 1. Life experiences 2. Real world work experiences 3. Most cases a solid work ethic 4. Maturity to deal with issues 5. Respect for co-workers 6. Grateful for the opportunity 7. Ability to help with leadership development for your younger employees 8. Eager to perform 9. Not really looking to climb the corporate ladder. 10. Willing to what's best for company, not just what's in the job description. What's the downside to hiring a 50+ Employee? 1. You'll need to hire again in 10+ years for that position. Come on look at the upside! Make it happen.

If you're a CEO who's deciding whether to hire someone new or not, this post is for you. In my tenure as a fractional CEO, I've seen businesses make stupid mistakes. Some of them hired new people to look big. While some hired because they thought their team had too much workload. The truth is, Over-hiring not only strains your resources but also dilutes the sense of purpose among your team. Before expanding your team, ask yourself: 1. Is this role essential to our core mission? 2. Can existing team members grow into this role? 3. Have we explored all efficiency improvements? Remember, a lean, well-coordinated team often outperforms a larger, less cohesive group. As a CEO, your goal should be to build a team that is robust, agile, and aligned with your business objectives. Every hiring decision should move you closer to that ideal. #ceo #business #smallbusiness

Over my 2 decades of leading sales and marketing teams, the biggest challenge I've witnessed (& faced) is around hiring. So what are the key traits that you need to look for based on experience levels? This is useful whether you're looking to hire for a junior role or a senior leadership position to help you make the right choice. To summarise: Hiring For: 1-5 Years of Experience: Focus on Hunger 5-10 Years: Look for Work Ethic 10-15 Years: Estimate Impact 15-20 Years: Gauge Ability to Scale 20+ Years: Assess Coachability

Ever wondered why hiring managers want candidates with 3+ years in a role and ideally 5+ years within a company? 👩🏽💼 As a hiring manager myself, I understand the pain of constant turnover. We all want to hire people who will stay long-term. However, I question whether excluding the so-called ''job hoppers'' is the right approach. Instead of boxing out great external talent with the 'wrong' number of years in the role, the goal is to hire the right people and create an environment where people want to stay and grow long-term. So how do we increase retention, even among perceived "job hoppers"? I've found success by: - Truly listening to my team's needs and being their advocate - Providing growth, development and stretch opportunities - Promoting work-life balance and fair compensation - Creating an engaging culture where people feel valued It's a juggling act, ensuring I meet the needs of my team while also delivering for customers. But it's worth the effort when your turnover drops and you retain top talent. 💼 #EmployeeRetention #Leadership #InvestInYourTeam ❤️ if you agree with this ♻️ Repost for your network to see this 🔔 Follow to see more of my content

The hiring mistake that taught me to never skip this step In my last post, I talked about the importance of trusting your gut instinct when it comes to hiring. But there’s another principle I’ve learned the hard way. And it's equally important. A while ago, we were hiring for a sales leader. On paper, this candidate was perfect. He fit all the boxes: empathetic, energetic, and had positive recommendations from his past supervisors. We were so impressed that we overlooked one essential qualification: his achiever mindset. Months later, when the going got tough, it became clear he didn’t have what it took to execute projects. He struggled to handle the pressure and push through challenges. It was a painful lesson, but we eventually had to part ways. Don't get me wrong. He was a great guy—just not the right fit for our organization. The takeaway? Never compromise on your must-haves. When I look back, my hiring mistakes were always because I: 👉 didn't listen to my gut feeling. 👉 wasn't religious about my 3 must-haves. Have you ever overlooked a key qualification, only to regret it later? Share your experience in the comments. #Hiring #LeadershipLessons #MustHaveCriteria

The shortest time someone worked for me was 2 hours. Not joking. I hired them, put them onto the floor, and within 2 hours we both realized I had made a massive mistake. She was a nice person, for sure. She just was wrong for the company. Why did I hire her? Because I was desperate. I had lost a few people right at the time that things were getting busy for our company and I just needed someone to fill the spot so that I didn’t have to continue to backfill the role myself. The problem with hiring from a place of desperation is that, even if you know exactly the characteristics that will determine success, you tend to be willing to overlook certain things. Red flags that normally would make you thank them and send them on their way. Never hire from a place of desperation. Even if you are way down on your employee count. Take your time and get it right. Endure the short-term pain of being understaffed for long term gain of finding the right ones.   Trust me. It will be worth it for you. Hit the 🔔 on my profile for more tips on #leadership #innovation and #hiring

🚫 In today's competitive landscape, avoiding the wrong hires is crucial for success. Beware of The Jaded, The Broken, and The Done. These individuals may seem experienced but can drain energy and productivity. Instead, focus on candidates who demonstrate resilience, adaptability, and a positive mindset. 🔥 When hiring, prioritize passion over past prestige. A motivated and engaged workforce will drive your business forward, not just fill positions. Remember, it’s better to wait for the right fit than to rush into a hire that could hinder your growth! 💪✨ #Hiring #Leadership #BusinessGrowth

If you're waiting until you have 40 hours of work to justify hiring for a new role, you’ve already waited too long. ⏳ Here’s why: 1️⃣ Every minute you're or your team is overwhelmed, potential growth opportunities for individuals and the company slip away. 2️⃣ Overloading your team WILL lead to burnout, reducing overall productivity and morale and increase turnover. 3️⃣ New minds bring fresh perspectives and innovative solutions. Waiting means delaying these benefits. 4️⃣ If you expect that person to operate in the context of a team, they will need time to engage and integrate. Delaying hiring puts them in a state of overload from day one and breaks down your ability to collaborate. - Anticipate growth and plan ahead. - Trust your team’s feedback on workload. - Prioritize hiring for strategic roles. Your future self (and team) will thank you for it! 💼✨ #Leadership #TeamGrowth #BusinessStrategy #Hiring #WorkLifeBalance #Innovation #Productivity #CareerDevelopment #FutureProofing