Aum (AJ) Janakiram’s Post

🌎 Hiring foreigners into your company can be a game-changer for your business, as it brings diverse perspectives and global expertise. 📈 To make the most of this opportunity, check out our latest visual guide for essential do's and don’ts

I'm excited to share my KANNY report, highlighting my key character traits: honesty, integrity, respect, work ethic, harmony, and humility. KANNY provides valuable insights from colleagues, offering a unique perspective on your strengths. Curious about yours? Get your own KANNY report today! What is KANNY? KANNY is a groundbreaking tool designed to showcase your essential character traits—honesty, integrity, respect, work ethic, harmony, and humility—beyond what a resume or LinkedIn profile can capture. #KANNY #CareerGrowth #ProfessionalDevelopment #CharacterMatters

👉 𝐇𝐑 𝐢𝐬, 𝐢𝐧 𝐦𝐚𝐧𝐲 𝐰𝐚𝐲𝐬, 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐬𝐚𝐥𝐞𝐬𝐩𝐞𝐫𝐬𝐨𝐧 🤓 . Think about the company as a product. We’re selling a culture, a mission, a vision. Every day, we communicate what makes our company unique. We spark curiosity and provoke interest. We show people why this is a place worth their time, talent, and passion. ⏯️ And it doesn’t stop once they’re hired. We’re always ‘selling’ the company to our own people, too. Keeping them inspired, making them feel valued, and helping them see a future here. 👨💼 Candidates and employees aren’t our only customers. HR often needs to 'sell' its initiatives to stakeholders and senior leadership, clearly explaining why a project or policy matters to secure their buy-in. And 👇 are, in my POV, 5 sales skills an HR person needs to succeed in the role.

When hiring managers are transparent COMPANY: Here at our company, we have an open door policy. CANDIDATE: That's reassuring! How's the company culture? CANDIDATE: Well, our doors are open, but it's more for letting in the breeze than for letting in ideas. #iykyk #Hiring #CompanyCulture #Recruiting

RECRUITING ⚡ these are the ‘vibes’ we think about when hiring. we want to make sure our kaimahi are surrounded by the best. what kind of people do you like to have in your corner? and if you're someone who recruits, do you compromise values for skills? share your whakaaro below. 💭

Just hired another great Account Executive. Here’s what made them stand out during the process… - Customer-Centric Approach: They showed a genuine passion for solving customer challenges and selling solutions that drive business outcomes. - Deep knowledge & Communication: They could articulate complex technical solutions in a simple, engaging way. - Positive Energy: Their enthusiasm for the role and our products was clear. What traits do you think make a great technical seller?

😴 Tired of slide decking without considering the 𝗿𝗲𝗮𝗹 𝗹𝗶𝗳𝗲 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 of your projects? 🧮 Knack for pricing and looking to 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝗳𝘆 your scope?   🔍 We are looking for a 𝗣𝗿𝗶𝗰𝗶𝗻𝗴 & 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝗔𝘀𝘀𝗼𝗰𝗶𝗮𝘁𝗲. Discover more and apply via the link in comments.   Prefer to have an informal chat about the role and our culture first? Reach out to Julie Maenhout, our Talent Acquisition Lead.

HERE'S THE OPPORTUNITY

Jobs. Jobs. Jobs. #businessdevelopment

We’re doing lots of hiring at Zenlytic right now. So let me break from the usual data-nerd stuff to share how I hire people. (even though it is still kind of data-driven) This is my typical hiring scorecard—something I use to evaluate all candidates we interview for Zenlytic. It gives us a good idea of if the person will be a good fit or not. It covers: → Abundance mindset (their willingness to learn from their mistakes) → Fire in the belly (the power to actually go do it) → Experience (although not super important) → How data-driven the candidate is → If they’re high agency or not Feel free to steal this, and let me know what you’d add!