CareerVite’s Post

𝐘𝐨𝐮 𝐡𝐢𝐫𝐞𝐝 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐰𝐡𝐨 𝐰𝐚𝐬 𝐧𝐨𝐭 𝐚 𝐟𝐢𝐭. 𝐎𝐫 𝐠𝐨𝐭 𝐚 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞 𝐚𝐧𝐝 𝐢𝐭 𝐰𝐚𝐬 𝐧𝐨𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭𝐞𝐝. 𝐇𝐢𝐧𝐝𝐬𝐢𝐠𝐡𝐭 𝐢𝐬 20/20. 𝐖𝐞'𝐯𝐞 𝐚𝐥𝐥 𝐛𝐞𝐞𝐧 𝐡𝐞𝐫𝐞. 𝐈𝐝𝐞𝐚𝐥𝐥𝐲 𝐲𝐨𝐮 𝐦𝐚𝐤𝐞 𝐩𝐞𝐫𝐟𝐞𝐜𝐭 𝐡𝐢𝐫𝐞𝐬. 𝐑𝐞𝐚𝐥 𝐥𝐢𝐟𝐞 𝐢𝐬 𝐧𝐨𝐭 𝐢𝐝𝐞𝐚𝐥. While we aim to figure this out before hiring someone, for junior roles we prefer rather having false positives than false negatives. This means we give people a chance even if it doesn't work out rather than miss out on someone who may be a great fit with a strong worth ethic but didn't take a course from a LinkedIn PM influencer on how to bullshit during job interviews or whatever the fashionable thing to do is this month. 𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐑𝐞𝐠𝐮𝐥𝐚𝐭𝐨𝐫𝐲 𝐂𝐨𝐧𝐬𝐭𝐫𝐚𝐢𝐧𝐭𝐬  Germany and Europe in general tend to complicate everything so you need to keep an eye on this thing called a probation period ("probzeit") which is usually 6 months. The Netherlands has it at 3 months etc. Missing this is expensive. Countries with employment at Will like the U.S. don't need it; the concept of at-will employment allows for termination at any time. 3 𝐀𝐩𝐩𝐫𝐚𝐢𝐬𝐚𝐥𝐬 𝐢𝐧 5 𝐌𝐨𝐧𝐭𝐡𝐬 Yet 6 months it's a long time and in some cases, the new hires themselves or us notice it's not a long-term fit sooner. And that's ok. We've developed a process in which a new hire is appraised 3 times before the probation period ends. The last appraisal is completed in Month 5. 𝐎𝐧𝐞 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐟𝐨𝐫 𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 We've applied the German rules to our distributed team because Germany has the toughest bureaucracy we need to abide by and we didn't want to have one process for each country we have team members in. We chose the hardest one and made it work. Curious about what works well in your experience. Comment or DM me. Credits to Viktoria Korzhova & Elena Ladushyna for the slide, process design, and organizing this 🫶 #hiring #performanceappraisal #productmanagement

Applying for a new job is a fairly stressful, imposter syndrome inducing thing to do. So when someone reads a job description, works out how their skills fit and looks into the company a little bit. Then decides to hit that apply button takes effort. To then get a reply which is copy and paste, impersonal and the content is just wrong feels very disheartening. It’s fine if we aren’t ok for a role. But please get the feedback right. Do better On . I’ll make sure I polish up my skills in “insert skills/experience candidate is lacking” and be better next time. #jobapplication #jobs #recruitment

🌟 Boost your application success! 💼 Discover how to gather valuable feedback after rejection: #myeucareer #eujobs #euagencies #eucareers #eujobs #eucareers #nextEUjob

I've hired people from over 10+ countries. Hiring in a startup is so hard - there is no hiding. Here is my 2-step criteria for knowing whether to proceed with candidates: 1. Look for soft skills first; you need to want to work with these people every day. They should have these 3 things: - Communication: Are they able to articulate their thoughts clearly and listen actively? - Teamwork: Do they collaborate well with others and contribute to a positive team dynamic? - Adaptability: Can they thrive in a fast-paced, ever-changing environment? 2. Look for hard skills second; You need to look for these 2 things: You can't afford to hire for skills that are a nice to have: - Skill Gap for Founders: Where are they significantly better than you? - Skill Gap for Team: Are they plugging skill gaps for the current & next 2 years? ---------------------------------- *Bonus Tip* - You should make time to constantly speak with bright people who you could work with. You never know what could come of it.

I see international students getting 10-20 rejections and losing hope. I applied to 750+ companies (no exaggeration) Before I cracked a remote full-time job in the UK. You always knew it was going to be tough. You always knew it was going to take a toll. When you are going through hell, go through it. Why would you stop in hell? A lot of students have this complex as well. They have nailed interviews back home. But they fail to do so in abroad job markets. So they get into this deep hole questioning if they aren't good enough. Here's 1 thing you need to accept. The job scene back home and the job scene abroad are 2 different things. It's not like you can't crack a full-time job abroad. It's just that you can't crack 1 in your 1st application itself. Go through those rejections. Go through those sleepless nights. Go through those struggles and pains. This is not a game where you play for a while and lose hope. This is a game you play until you win. No that's not the best way to play this game. That's the only way to play this game. #MadLifeMadVibes

🌟 Boost your application success! 💼 Discover how to gather valuable feedback after rejection: #myeucareer #eujobs #euagencies #eucareers #eujobs #eucareers #nextEUjob

🌟 Boost your application success! 💼 Discover how to gather valuable feedback after rejection: #myeucareer #eujobs #euagencies #eucareers #eujobs #eucareers #nextEUjob

Thank you so very much for your applications to The Kit's Special Project Manager & Marketing Specialist role. We had an overwhelming response for the position and many outstanding candidates. THANK YOU! I pride myself on personally going through each and every resume. Originally with an economics background, my CV was thrown out time and time again in the fashion and media world as I was trying to break into this business. As a result, I endeavour to personally spend time reviewing applications and I always try to bring in at least 10 candidates with a robust background of experience. As I've been going through this round, I've noticed an alarming trend; I'm through only about 25 applications and I've seen 4 nearly identical cover letters. So, to those applying for any role in media, here's a friendly PSA and a note from a hiring manager: I know the grind of applications is rough and hard. I know HR software might scan for keywords and you want to hit the mark. But, if you're applying to an organization that's built on writing and storytelling, it *might* be a good idea to avoid ChatGPT. We notice. We always notice. We so appreciate the time and thoughtfulness that's put into original content. That's who we are and what we do.

Good advice - there's a time and place for ChatGPT - As I've been going through this round, I've noticed an alarming trend; I'm through only about 25 applications and I've seen 4 nearly identical cover letters. So, to those applying for any role in media, here's a friendly PSA and a note from a hiring manager: I know the grind of applications is rough and hard. I know HR software might scan for keywords and you want to hit the mark. But, if you're applying to an organization that's built on writing and storytelling, it *might* be a good idea to avoid ChatGPT. We notice. We always notice. We so appreciate the time and thoughtfulness that's put into original content. That's who we are and what we do.

Can I Build My IT Career Without a Degree in a Toxic Workplace? Answers: https://lnkd.in/daE6Vwap #CareerTransition #ITCoordinator #JobSatisfaction #CareerAdvice Hey everyone! 👋 I need some advice and figured this community might have some great insights. Here’s my situation: **No formal IT degree**: I was hired for my resume, which mentioned my studies in translation technology. My boss thought that made me a great fit! **Came from a pretty dull role**: Before my promotion, I had almost no real responsibilities. It seemed like my manager didn’t want to deal with firing me, so they created a position after a colleague left. **Not flying solo in IT**: Luckily, we have a fantastic IT consultant who handles all the complex network tasks—thank goodness! **Promoted with potential**: I was promoted to IT Coordinator while pursuing my master's in management. It seemed like a fresh start, but I was blindsided by the petty company politics here. **Here’s the kicker**: I’m still technically the only one in my “department.” The workplace vibe is chaotic and frankly, kind of misogynistic. I’ve seen our company president treat my coworker like...