DNA Partners’ Post

Attention #jobseekers #opentowork #hotjob ALERT Were you part of a recent #layoff, were #laidoff? Check out this new #jobposting with Octagon Professional Recruiting | Octagon Financial Consulting | Octagon Executive Search! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 20 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!”   #careercoach #resumewriter #ono #nowhiring #gethired

Did I Miss an Opportunity to Support My Employee in Michigan? Answers: https://lnkd.in/gH3hdGGD #HRManagement #EmployeeEngagement #WorkplaceWellbeing Hey there! So, I’m an HR Manager in Michigan and I had quite a moment today. An employee came to me in tears, sharing how their manager made them feel like "just a cog in the machine." 😢 That really hit me because it highlights how essential it is for employees to feel valued and appreciated. Let me give you a quick recap: This employee just had their annual review, and while they smashed their sales goals—bringing in $2.2 million against a $1.5 million target—the manager told them they wouldn’t get a salary increase. Instead, they suggested a flexible work schedule that the employee found unacceptable. Now, this dedicated employee is seriously considering quitting. Losing someone like them would be a huge loss for our team! Here’s what I suggested: I thought it would be best for the employee to speak directly with their manager, expressing their feelings and negotiating more realistic goals and work conditions. But now I’m second-guessing my approach: 🤔 Should I have intervened more directly? 💼 Is...

Did I Miss an Opportunity to Support My Employee in Michigan? Answers: https://lnkd.in/gi5fgY36 #HRManagement #EmployeeEngagement #WorkplaceWellbeing Hey there! So, I’m an HR Manager in Michigan and I had quite a moment today. An employee came to me in tears, sharing how their manager made them feel like "just a cog in the machine." 😢 That really hit me because it highlights how essential it is for employees to feel valued and appreciated. Let me give you a quick recap: This employee just had their annual review, and while they smashed their sales goals—bringing in $2.2 million against a $1.5 million target—the manager told them they wouldn’t get a salary increase. Instead, they suggested a flexible work schedule that the employee found unacceptable. Now, this dedicated employee is seriously considering quitting. Losing someone like them would be a huge loss for our team! Here’s what I suggested: I thought it would be best for the employee to speak directly with their manager, expressing their feelings and negotiating more realistic goals and work conditions. But now I’m second-guessing my approach: 🤔 Should I have intervened more directly? 💼 Is...

How fast did it take Aaron Silbert of Relate Search to fill a top-tier Payroll Director role in a remote area of Baltimore, MD? Against the odds, he successfully placed an exceptional candidate in record time...just 34 days! The role required someone who could lead a remote team and expertly navigate a complex payroll system—and he found the perfect match. Are you struggling to fill critical positions quickly and efficiently? Let us help turn your hiring challenges into success stories. Connect with us at info@relatesearch.com. #NewHire #Leadership #PayrollDirector #FacilitiesManagement

There are two ways designations are assigned in companies. One of them is the cause of many misadventures. Way 1: Assign designation to align with the compensation. Way 2: Assign designation to align with the capability and role. The first way is often displayed when companies hire from other companies whose compensation structure is far better than theirs. The second way is practised mostly for in-house role assignments. The problem with the first method is that you end up with misfits for the role. For example, in a medium-sized family-managed business, the role of a VP will likely be a position of many critical responsibilities even though he may not have compensation consistent with such huge responsibilities. Now, if you hire a brand manager from an MNC whose compensation is similar to the VP and make him a VP, will it make sense? That’s the problem. Hire for the role and then give the designation and compensation applicable to that role. Never hire for fitting into a compensation band and then give a designation matching that compensation. #hiring #compensation

Dir of Finance and Operations (resources) #JobHunting..? Show More Our incredible clients are as varied as we know humans to be and we work with them because of a condition they are navigating. Whether chronic or acute, their condition often means connection with themselves, others and the world is difficult. We work within a great number of contexts (hospitals, schools mainstream and SEN, hospices, neuro rehab, dementia settings and mental health settings). The research is clear, a lack of connection (social isolation) significantly increases a person’s risk of premature death from all causes, a risk that may rival those of smoking, obesity, and physical inactivity so our work is critical for these vulnerable populations. We are at a turning point… help us navigate our direction and deliver on our promises so that more children and adults can access Music Therapy and the power of music across the UK when and where they need it.

Opportunity

Come work with me! At Public Sector Consultants, we help our clients to find solutions to challenging policy issues and make better decisions that ultimately contribute to improving Michiganders’ quality of life. This role will manage projects that involve key topics related to economic development, such as regional growth strategies, workforce development, housing, entrepreneurship and innovation, and industry economic impact analyses. Could work out of our Lansing or Detroit office + hybrid. #CrainsTopWorkplace #EconomicDevelopmentPolicy #PolicyResearch #ConsensusBuilding #ProjectManagement #Hiring #JobSeekers #PublicPolicy

When I was the HR Manager at a valet parking company, I worked shifts alongside the valets.  I parked cars at private events at the most lavish Scottsdale mansions, hospitals, restaurants, and sporting events.  (I once parked Larry Fitzgerald’s car, a black Cadillac Escalade!)  Why did I do this? Because understanding their day-to-day realities, the challenges they faced, and what made their jobs rewarding helped me become a better HR partner. It’s one thing to hear about their problems—another thing entirely to experience them firsthand. I wasn’t just the "HR Lady." I was someone who understood their pain, someone they could trust to be an advocate and partner. (Of course, I was also an extra body on a shift that did not participate in the tip pool! Score!) This hands-on approach served me well in other HR jobs too, y-jacking with sales reps, joining partner events, etc, etc. So what a pleasure to see Home Depot making this a requirement of every employee (including executives), to work a full 8 hour shift in a store once per quarter.  When you know what it feels like to have a customer scream at you for not allowing a return, better decision making will be sure to follow.  Bravo Home Depot!  How are you experiencing the day to day grind of your front line employees?