DeWinter Group’s Post

When it comes to hiring, the debate between prioritizing technology skills or a personality that complements the team culture is a common one. In many instances, personality fit holds equal, if not greater, significance compared to technical expertise. While technical skills are trainable, traits like adaptability, teamwork, and cultural alignment are intrinsic and vital for a harmonious work environment. A candidate may excel technically but if their personality clashes with the team dynamics or fails to align with the organization's values, it can lead to diminished morale, hindered collaboration, and reduced productivity. Conversely, an individual with a positive attitude, strong work ethic, and a proclivity for learning can adapt and acquire technical skills through guidance and support. In roles demanding specialized expertise where technical proficiency is non-negotiable, such as a senior software architect, the scales may tip in favor of technical skills. However, in most scenarios, a balanced approach that values both aspects is optimal, leaning slightly towards personality fit if a choice must be made. The amalgamation of technical prowess and a cohesive team culture fosters a conducive and thriving work environment.

Building these connections enhances their onboarding experience and promotes collaboration and knowledge sharing across teams. When new hires feel supported and engaged, they’re more likely to contribute positively and remain committed to the organization. Investing time in these relationships can lead to greater retention and overall success for both the employee and the company. #equiliem #EmployeeEngagement #CompanyCulture

Your new employees are overwhelmed and lost. Use this hands-on approach to get them on track: Abandoned, neglected and overloaded. Is how most companies leave their newly acquired talent. They overload them with: -> Policies -> Procedures -> Responsibilities On the first day and expect them to retain all of it. Then just toss them into the deep end and pray that they can swim. Don't be that business. Give your new hires a chance: -> Give them the frameworks and systems -> Scheduling frequent meetings -> Provide hands on support If your to busy to do it yourself, then make sure you have a core member that new staff can lean on. Don't allow the new hires to just blow in the wind. ------------------- ---------- ----- Miles Welch

Would You Want to Join Your Company's Culture? Did you realize that the culture of your company can truly make or break your hiring process for construction companies? People want to love where they work just as much as they want to like the construction job that they are hired for. Check out this article I just read and let me know if you agree. https://lnkd.in/gx9TEPR3

Building these connections enhances their onboarding experience and promotes collaboration and knowledge sharing across teams. When new hires feel supported and engaged, they’re more likely to contribute positively and remain committed to the organization. Investing time in these relationships can lead to greater retention and overall success for both the employee and the company. #equiliem #EmployeeEngagement #CompanyCulture

Struggling to Merge Modern Tools with Traditional Wisdom? Learn how blending modern tools with traditional wisdom in talent acquisition can enhance your strategies with Todd Lingle. Uncover the transformative impact of tools like the Predictive Index on your hiring process. For more insights check out our recap blog: https://hubs.la/Q02w6GKG0

The future of work is here, and the opportunities are endless. Whether it’s navigating hybrid work, staying compliant, or managing labor costs, Filta is your trusted partner in making global hiring stress-free and effective. Ready to simplify your hiring process? Let’s talk today! Visit filtaglobal.com and start building your dream global team!

A lot of hiring teams have come to us with the same challenges—projects not going as planned, new locations struggling to open, or a lack of local market understanding. The good news? These common issues don’t have to lead to failure. In fact, when approached the right way, they can drive hiring success. In this video, Solutions Driven CEO, Gavin Speirs, walks through the six key elements that can make all the difference in getting a project back on track. We call it the 6E Framework. Watch the full video to learn more. #HiringSuccess #TalentAcquisition #Recruitment #6EFramework #SolutionsDriven

When you are using an operating system for your business, hiring the right people is easier.