CS Recruiting’s Post

Never in my wildest DREAMS did I think that I'd be posting this 📦 (Any guesses?) Having been a rock show gal since I was a tween -- You know: Coheed, RHCP, Dave, Cake, Steely... I always lingered by the merch table. Wistfully scanning the band shirts and buttons but never actually spending any $money$ on them. Those $60 sweatshirts were always a biiiiiiiit out of my reach (especially between layoffs). (though why on earth I let that merch table go cold at a Neil Young concert ... still kicking myself) but I digress... My first 'merch' EVER was a Paul McCartney shirt from his tour about 8 years ago through Sacramento. Also, I learned his nickname is "Macca" And it felt like a total splurge (I don't even put that shirt in the dryer. iykyk.) 😎 But never in my WILDEST dreams did I ever believe that I would have MERCH of my own. And today well I do. It's real. 🪩 🕺 So first, I just want to thank everyone who weighed in on what the perfect logo/color/style of this merch would be -- from the Traction Resume Team to my Resume Writer buddies to the MedTech Militia crew to my mom. I took in ALL your feedback and have, imho, the perfect FIRST merch. And by perfect, I mean there's no such thing -- but merch that exists feels like a perfectly good win this January. And today, TWO of my wonderful clients are getting SURPRISE FIRST DIBS! ⭐️ One for his kind referral and going the extra mile in his networking. ⚡️ And one for winning her dream job after investing and believing in herself. LinkedIn fam: I'm so dang proud. Happy-tears-at-USPS proud. So celebrate with me, eh? And tell me: What's the best merch you've ever splurged on? (and what do YOU think is in this shiny new merch mailer? For the first correct guess, I may just send you some so you can revel in this fun mini milestone with us, too.) #MedTechMerch #MedicalSalesJobs #MedicalSalesResumes #MedicalSalesResumeWriters

Dear Candidates, #fewthoughts #fewmindsets #Srpeople #onbaordings #noshows #mincourtesy. We all are professionals; We could follow few ethics once we committed to proceed. Example – We picked up a Sr technical immediate guy who worked in an organization being from 9 years having all the rounds (Technical & HR discussions) in a week time hence released an offer next couple of days with his expectations and he accepted the same. The very next day- At the time of joining, requested to share the location to reach the reporting address. Few hours later came to know the guy was joined somewhere with some or the other reasons/more packages - Not even revealed anything till now. So please...... if have something in hand just open up and discuss with us, if it works, will proceed else will look for others. Our all efforts are wasted cause of proposing/interviewing wrong person till the on boarding. We are not here to entertain you guys. Requesting all - tell us the truth and give the proper information for a smooth on boarding. #inmymind

Swifties Assemble!: Decoding Talent Acquisition from the Super Bowl 🏈 Taylor brought the house down, but did she also drop hints on how to win the recruiting game? 👀 Here's the lowdown: Know your audience: From screaming teens to confused dads, her setlist spoke to everyone. Tailor your job descriptions accordingly (no dad jokes, please 🙄). Collaboration is key: Dancers, musicians, stylists...it takes a village. Build strong teams with diverse perspectives. Shake it off: Glitches happen. Be resilient and learn from your recruiting mishaps (like that time you accidentally emailed the candidate's grandma 😏 ). Mystery guests are welcome: Keep an open mind! You never know who might be your next rockstar hire. (Bonus points if they can sing "Shake it Off" 🤝 ). Now excuse me while I blast "ME!" and update my LinkedIn profile. #SwiftieHR #RecruitingGoals #GronkForCEO #superbowl #superbowlcommercial

Brenda here. I'm excited to have a chance to present again at The White Box Club®! On 4/16, I'll be talking about the very first lesson from my book Seven Lessons From Seven Layoffs: A Guide, which is about taking time to experience your emotions and manage your mindset. If you're in career transition, consider signing up for this free session and learning how to harness the power of your mindset to help you see more success in your job search. #thelayofflady #mindsetmatters #ceoofyou

It's that weird time of year again - between Halloween and Christmas (hallowmas, christeen?) It's a season of transition, when the spooky ghosts and ghouls of Halloween linger, but the festive cheer of Christmas is starting to fill the air. For recruiters, it's a great time to take stock of the year and think about next steps. No matter what industry you're in, this is a great time to review your hiring process and plan for the year ahead. So if you are in the market for a new opportunity, get in touch with us this week! #hiringseason #differencemakers #recruitment

When faced with restructures, many organizations struggle to construct a humane layoff process. There’s a better way to do this → We’ve asked our Cultivate community (including 16,000 job-seekers!) how to make layoffs as supportive & kind as possible. Their top three insights? 1️⃣ Ease the transition financially. 💻 Can you let people keep their laptop to use for their job search? Can you roll out transitions at the start of the month, creating a longer stretch of ongoing health care before COBRA? 2️⃣ Consider a voluntary “buy-out” option or equivalent. 🚪 This allows people to leave who are already one-foot-out-the-door –– and enables more of those to stay who are truly keen on sticking around. This can help with retention and avoid more attrition after-the-fact. 3️⃣ Create meaningful connections for people once laid off. 🤝 Can leaders make direct references and open their own networks? Can the org itself put out an announcement to external stakeholders encouraging new employers to scoop up the talent? Can you invest in pushing people toward a network to help them land on their feet? We hope none of you are in a position where you’ll need to restructure this year due to budget constraints –– but we also know that times are still hard for many orgs across the social impact sector. If you suspect your team could benefit from our outplacement career coaching services in 2024, reach out via our All Hands contact page to arrange a confidential 15-min chat with our Cultivate team: https://lnkd.in/dQTqT8Kn #layoff #layoffs #outplacement #careercoaching #reductioninforce #restructure #careerdevelopment #coaching #jobs

Meet the Team! Left to right: Jack (chocolate) Bailey (blonde) Bruce (black) 🐶 Jack - Internal TA 🐶 Bailey - Agency Recruiter 🐶 Bruce - Hiring Manager Company A (I know, innovate name, they’re the market leader) have the following set-up. Bruce is always busy. Barks a lot. Makes a lot of unnecessary noise. Doesn’t always follow procedure but gets stuff done, fast. You need people like him. He doesn’t really bother so much about what everyone else is doing until he needs something then needs all of them. He might suddenly sit still, and wait for support. Bailey is charming. Gets a lot of attention. Most people thinks he’s a girl, as he is blonde with long hair, but, he’s a boy. He can create a scene when another bigger dog gets in the way, but mostly to protect his pack. He chases squirrels fast but never catches them. He has no recall if chasing a squirrel or cat. He is proud to be the favourite, often, but easily gets jealous is his pack are getting more attention than him. Jack is the eldest. He’s the wisest. He can allow his team to go make a fuss and shout for attention and step in when needed. He understands procedure and knows nothing happens out of turn, so doesn’t waste energy when not required. Doesn’t get flustered. Understands the system the best. Over the past few weeks, the pack has been walked one team member down. Every. Single. Walk. ‘Where’s this one where’s that one’ Jack had a bad leg. The others didn’t want to hunt squirrels. Bailey wasn’t well, the others didn’t know how to walk on the lead without one pulling randomly in the wrong direction the whole time. Bruce was out for a few days on meds. Everyone said don’t eat random stuff off the floor and he didn’t listen so had to stay home, the other two were lost. Moral of the story? Sometimes you just need all three. Also, definitely don't need a 4th. #talentacquisition #hiring #tenuousfridaydogpost

Friends, today I shut down my work laptop for the last time, boxed it up and said farewell to my colleagues at Believe. I originally had a long post drafted but it "exceeded the maximum character limit" so here's some things I wanted to share, or you can just tap through to the full version on my website with resources and more details on what's next! Firstly, my heart goes out to music industry folks across various industry that are looking for their next job, especially those that have been without work for some time. While sending farewell emails I received many "I am no longer with *company*" auto responses which really shows how widespread these layoffs are but it also highlights something I want you to be aware of. What’s concerning is how many of these folks seemingly don’t have an online presence or network they can reach out to for help. Please, I urge you to check in on friends and former colleagues, especially those that aren’t active online and making noise for themselves. A phone call can provide comfort, support, let them know they are not forgotten and they are not alone. Remember to invite them to events where they may get a chance to network, and for events where they can’t be present, say their name as word of mouth is incredibly valuable. As for me, I’m finally taking a much needed break. I look forward to finding some new hobbies, catching up with friends, lunch dates with my wife and giving our dog extra belly rubs and walks. I’m already learning how to make Cocktails, and may build some Lego (never too old). Oh, and I am gonna dust off my decks and do some DJ sets, maybe I’ll go live to get you through your day with some funky tunes. After the break, I will be taking the leap and expanding my knowledge to multiple companies as a consultant and am open to advisory roles. I will also be writing my next book, taking on more speaking gigs and guest lectures plus releasing a bunch of music. Did I mention I’ve also been helping some artists in the wellness space, but more on that soon. Thanks to the Believe team for taking a chance on me, to my colleagues who welcomed me with open arms, and to our DSP and label partners. Lastly, and most importantly to the Artists! Without you our jobs would not exist. Thank you for sharing your music with the world and trusting us with your art. I’m grateful to have been able to wear many hats and build a strong personal presence online, meaning that some of you know me by my name and not my job title (the way it should be for all of us). If anyone else is looking for side hustle ideas or advice on having a stronger online presence for yourself, I’m here to help. If you’ve ever wanted to include me in one of your calls, have me around for meetings or bring in an outside perspective for your team, I’m here, let’s work together! You know where to find me 👋 #OpenToWork #LinkedInTopVoices #Believe #MusicIndustry https://lnkd.in/gT7ysPM4

When faced with restructures, many organizations struggle to construct a humane layoff process. There’s a better way to do this → We’ve asked our Cultivate community (including 16,000 job-seekers!) how to make layoffs as supportive & kind as possible. Their top three insights? 1️⃣ Ease the transition financially. 💻 Can you let people keep their laptop to use for their job search? Can you roll out transitions at the start of the month, creating a longer stretch of ongoing health care before COBRA? 2️⃣ Consider a voluntary “buy-out” option or equivalent. 🚪 This allows people to leave who are already one-foot-out-the-door –– and enables more of those to stay who are truly keen on sticking around. This can help with retention and avoid more attrition after-the-fact. 3️⃣ Create meaningful connections for people once laid off. 🤝 Can leaders make direct references and open their own networks? Can the org itself put out an announcement to external stakeholders encouraging new employers to scoop up the talent? Can you invest in pushing people toward a network to help them land on their feet? We hope none of you are in a position where you’ll need to restructure this year due to budget constraints –– but we also know that times are still hard for many orgs across the social impact sector. If you suspect your team could benefit from our outplacement career coaching services in 2024, reach out via our All Hands contact page to arrange a confidential 15-min chat with our Cultivate team: https://lnkd.in/dsjc7gib #layoff #layoffs #outplacement #careercoaching #reductioninforce #restructure #careerdevelopment #coaching #jobs

Layoffs - Beauty Contest Theory The first time we are laid off we look for the rationale behind the decision - why did they choose me, how could I have changed things to prevent this, what did I do wrong? But, there really is minimal thought process behind this - one person (or a group of people) select the people to be laid off. There is always an element of a beauty contest - they will try and protect any friends (or friends of friends) wherever possible. There also often seems to be a lack of humanity - does nobody care about single-earner families, pregnant employees, new hires, long time faithful employees. It seems to be like they are aiming for a dollar figure, and trying to just fit the pieces together. I don't think I could ever be a HR person - it must be hard to have no rationale, no words of explanation, just sorry. How do u go home and be normal after that. So, if you are just laid off, don't waste a lot of time analyzing it. Just get your ducks in a row - reach out to your coworkers for references and stay positive. It is ok for it to be painful for one day, just don't dwell on it. #layoff