Clara Ma’s Post

We happen to love the hiring process — but we know that for most businesses, this isn’t the case… So for those of you who aren’t so fond of it… Please, tell us: What is your least favorite part about hiring a new employee? And, naturally, what can we do to help? ;) Explain your answers in the comment section down below! #staffing #hiring #WFH #jobs

“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” - Lawrence Bossidy We couldn’t agree more! We understand how tedious and time-consuming the hiring process can be — so let us handle it for you :) Just send us a message or leave a comment down below and we’ll happily set you up with our services! #staffing #hiring #WFH

Tired of investing time and resources into job postings only to receive an overwhelming flood of unqualified candidates? We hear you. At Express, we specialize in streamlining your hiring process by sourcing and vetting candidates tailored to your exact needs. ✅ Why Choose Us? Efficiency: Say goodbye to endless hours spent sorting through resumes. We'll deliver a curated selection of qualified candidates directly to your inbox. Quality: Our vetting process ensures that every candidate we present meets your specific criteria and possesses the relevant experience you're looking for. Savings: Save valuable time and resources by letting us handle the initial screening process, allowing you to focus on what matters most – finding the perfect fit for your team. Don't waste another minute wading through a sea of applicants. Let us take the reins and find your next top talent. Get in touch today to learn more!

Trends I'm seeing in 2025 hiring conversations — are you seeing these too? - Growing compensation gap between IRL and Remote companies 💰 - Less than 30% of the 150 open roles we're working on are fully remote 📉 - Seeing shifts from fully remote to RTO at mid-size and larger companies 💼 Are you seeing similar trends in your org/ job search? Share them 👇

Please tell me if this story hits too close to home. As a small, independent marketing agency, we take pride in our creativity, innovation, and the exceptional work we produce for our clients. → However, it's no secret that our hiring process could have been better. In fact, it's been downright chaotic. Let me break it down for you. ↴ 🌪️ The Hiring Hurricane ↴ Our current hiring process (if you even want to call it one) resembles a whirlwind rather than a strategic and organized effort. → With no dedicated in-house recruiter, the burden falls on admin and our busy hiring managers, leading to inconsistencies, delays, and an overall awful (non-existent) candidate experience. 🛑 The Toll on Talent ↴ We understand the frustration of our potential team members, and we're not blind to its impact on our current employees. → The current team is doing the role of 2-3 folks who left, and their patience is running out. The increasing turnover and attrition rates are alarming; we know we must address this head-on.  ⏰ The Wake-Up Call ↴ It's time for a change, a real transformation. → We've realized that we can no longer afford to let this crucial aspect of our growth and success be an afterthought. Our people are our greatest asset, and we must treat them with the respect and consideration they deserve from the first interaction. 🏆 Enter the Fractional Recruiter ↴ The missing puzzle piece is a dedicated, experienced, and strategic mind solely focused on finding and bringing exceptional talent onto our team. → That's why we're actively exploring hiring a Fractional Recruiter. Someone who understands our industry and our culture and can champion the candidate experience we aspire to deliver. ✅ Oh, and at a tremendous cost-savings and efficiency vs. traditional contingency recruitment. 🙌 The Ripple Effect ↴ Bringing in a Fractional Recruiter isn't just about filling roles; it's about creating a ripple effect throughout our organization. → It means streamlining our hiring process, providing a positive experience for every candidate, and ultimately retaining our valuable team members who contribute to our success.  😎 A Brighter Future Awaits: 👉 If this sounds familiar, hit me up, and we can turn this fictional tale into a successful reality. It's what we at NHP Talent Group have done best for many similar organizations. Thanks!

I understand your concern about the current hiring trends in our industry. It can be disheartening to see companies prioritize hiring candidates who have already mastered all the desired technologies rather than investing in the growth and development of their employees. This often leads to a culture of layoffs instead of encouraging a culture of collaboration, continuous learning, and growth. Let's work together to change this trend and focus on mentoring and supporting the next generation of talented coworkers.

I’ve easily wasted between $700k- $1 million on rushed hiring decisions. In fact, I used to be the king of rushed hiring decisions. 🤴 It’s not a title I’m proud of. 😞 Want the truth? Trusting your gut isn't enough when it comes to hiring. Early on in my career, I relied on my instincts and speed. As a business owner, I felt the pressure to get people in the door and get to work. But what I didn’t realize at the time was how much DAMAGE a bad hire can cause. And it’s not just about the money lost (which isn't fun). It’s about the dysfunction, the missed opportunities, and the disruption that trickles down to your entire team. I used to think I had to make every hiring decision on my own, without input from the people who would actually be working with that person every day. And guess what? Those hires ended up being more trouble than they were worth. That’s when I realized something: It's not about how QUICKLY you can fill a role — it's about how WELL you can fill it. Now, I involve my team in every major hiring decision. They’re the ones who have a better sense of what’s needed day-to-day, and they can vet a candidate’s real-world skills in a way I simply can’t. They’ve saved me from myself more than once by saying, "This person might be great at X, but we need someone who can deliver on A, B, and C." If I had just listened to them earlier, I could’ve saved myself a lot of money and headaches. 😭 Want my advice? DON’T rush your hiring decisions and DON'T be a lone ranger. Involve your team, build a process, and have patience. Trust me, your future self will thank you. 😉 Nik #hiring #staffing

It’s never the right time to hire. That’s definitely what I felt when it was time to hire our next Talent Acquisition Consultant. I was way too busy. (Can you relate?) Or I feared the business couldn't afford it. I also didn’t feel completely clear on the role we needed. To get prepared, I followed a three-step process to help me make sure I’m clear on the following key areas of my business (so I’m sure to get the most out of every new hire). 1. The financial aspect. It’s a financial investment to bring on a team member, so these are the questions I ask and answer: How much money do we have in the bank to pay them? Do we have enough for three months’ worth of salary? How much time will they free up for myself and other team members? How much more money are we going to make with them on the team? If our financial projection around how much money we’ll make with them on the team is more than their salary, that’s one box checked. 2. The tactical aspect. Next I make sure we’re prepared to onboard them so they can dive right in and begin doing their job. This includes hammering into my current team to clean up SOPs daily. (Meaning: make sure everything they do is appropriately and thoroughly documented.) When our SOPs are in place, that’s another box checked. 3. The strategy. Lastly, as a small business owner, if this new team member gives me back 20 hours (or more) a week, I need to be clear on what I’ll do with those 20 hours. Which activities will get me the most bang for my buck? Which uses of my time will grow the business and increase revenue to pay my new hire’s salary? Once I identify what I’ll do with the 20 hours I “bought back” by bringing on a new team member, that checks the last box and it’s time to start looking for this person. Financial, tactical, and strategic are the three areas of business I look at when it’s time to grow my team. What did I miss?

Ever felt the sting of losing a candidate because your offer couldn't compete? You're not alone. I've been there too. With a client here in Bristol. Once, we had the ideal candidate lined up, but the salary they could offer was significantly less than elsewhere. Despite advising a hybrid role, we faced pushback. So we went in with our easiest advice, but it is tricky to implement a hiring strategy unless you have a proven process... Now, they're hiring juniors with no marketing experience but heaps of hunger to learn and motivation. This approach can be a game-changer if you know how to make it work. Here’s how you can turn this challenge into an opportunity: ⭐ Embrace Potential Over Experience: → Look beyond the CV. → Find candidates eager to learn and grow. ⭐ Create a Learning Culture: → Invest in training and development. → Provide mentorship opportunities. ⭐ Offer Flexibility in Other Ways: → If remote work isn’t an option, consider flexible hours. → Allow for personal growth alongside professional growth. ⭐ Build a Strong Company Culture: → Make employees feel valued and included. → Recognise and celebrate small wins. ⭐ Transparent Communication: → Be upfront about growth opportunities within the company. → Ensure clarity in roles and expectations. Remember, motivation and alignment with your company’s vision can often outweigh years of experience. Your next brilliant team member and employee might be someone who just needs a chance to prove themselves. Want to dive deeper into how you can implement these strategies? Let's have a chat. What’s your biggest hiring challenge right now? — Enjoy this? ♻️ Repost it to your network and follow Helen Sanders for more. Want proven systems for your hiring? Join our community of 1,000+ founders today: https://lnkd.in/ew-ekaQj

Here are the 5 dumbest reasons not to hire someone. (and yes, I have heard each one of these from actual hiring managers before) 1. They don't have a degree. Let's face it, many jobs do not truly require a degree to be successful, nor does the degree actually prepare them for the work. Besides, a degree isn't a good indicator of your contribution to an employer. 2. They were laid off I've heard multiple senior "leaders" (I use that term loosely) suggest that laid-off people are damaged goods. Rolling my eyes. 3. They had a job gap IDK, maybe it's none of your business that they had a sick parent or decided to start a family? 4. They lack direct industry experience. Yeah, and give them the job, and now they will have now worked in that industry. This is the most overrated "criteria" I've encountered. 5. They don't have the exact background we're looking for. Guess what? Nobody does. Try hiring for potential just once, and let's see what happens. The hiring process is hard enough; let's not make it more difficult than it needs to be. What's on your list?