Duan De Bruin’s Post

Curious about employers' hiring intentions for office support jobs this year? 🤔 Find out about employees' hiring intentions, in-demand jobs, and skills in Robert Half's Salary Guide! 🔗Download today: https://bit.ly/48nmwsO #SalaryGuide #AustraliaJobs #CareerInsights #RobertHalfAU #OfficeSupport

Curious about employers' hiring intentions for office support jobs this year? 🤔 Find out about employees' hiring intentions, in-demand jobs, and skills in Robert Half's Salary Guide! 🔗Download today: https://bit.ly/3UGVlGd #SalaryGuide #AustraliaJobs #CareerInsights #RobertHalfAU #OfficeSupport

Every job posting should clearly state three key details: 1. The salary range. 2. The expected start date. 3. The work arrangement (whether it's remote, hybrid, or office-based). This transparency is essential for attracting the right candidates. No one wants to endure multiple interview rounds only to discover the pay isn’t enough. Applicants looking for hybrid roles don’t want to be misled into 100% office-based jobs. And nobody wants to apply for a job that doesn’t start for another six months. Employers often have numerous requirements. They want to know everything about your background, including why you took a break two years ago. If you expect candidates to be forthcoming, you should be equally open about the salary. When creating job descriptions, be straightforward. Let’s respect and value each other’s time.

Still pushing that RTO mandate, hoping to get your whole team back in the office five days a week? You might want to rethink that strategy. 🤨 In a recent survey, we found that 41% of professionals would turn down an otherwise great job offer if it required them to be in-office full time. That means that you could check all other the boxes and still lose out on your top candidate 41% of the time (!!!) based on flexibility (or lack thereof) alone. As an employer, that's something to think about. When it comes to hiring, it's essential for employers to understand what matters most to candidates in 2024, and that's where we come in! 💯 Give us a shout to discuss your hiring strategy, the hybrid work model and your business's recruitment goals: https://buff.ly/4cwiroI 💯 Oh, and we highly recommend you check out our Salary Guide Hub to get the 411 on what's topping candidates' must have lists in the current market: https://buff.ly/4biTWdu #NowHiring #WFH #HybridWork #Recruitment #Retention #SalaryGuide #Compensation #Benefits *based on a survey conducted by Impact in 2024

🚀 **Unlocking Potential: Navigating the Hiring Landscape** 🚀 Hey LinkedIn community, Hope this post finds you well! 👋🏼 I wanted to share a recent observation in the hiring process that got me thinking. As I've been reviewing applications for our Business Development position, I've noticed a curious trend – applicants seem to be hesitant when it comes to disclosing their current in-hand salary and expected salary with supporting proof. Now, I completely understand that salary discussions can be a sensitive topic, but transparency is key in building a strong foundation for a successful professional relationship. As an employer, I believe in creating an open and honest dialogue from the very beginning. So, I'm curious to know, is this a common trend in the current job market? Have you experienced similar situations in your hiring processes? Let's share insights and thoughts on how we can collectively address this challenge and make the hiring journey smoother for both employers and candidates. To my fellow hiring managers and HR professionals, any strategies or tips to encourage transparency in salary discussions? Let's foster an environment of trust and openness in the professional world. 🌐💼 #Hiring #BusinessDevelopment #TransparencyInHiring #CareerTalks #LinkedInCommunity #OpenDialogue #ProfessionalDevelopment

Ouch! Applying for hourly work shouldn't be this complicated... The #futurefowork is rapidly changing which means employers need to meet the labor market where it's at. Let's say this job at Kendra Scott pays $20 per hour. For the sake of simplicity, round up the application time to 15 minutes. This job application costs a prospective employee the equivalent of $5 in labor time. And that's for a job that's been posted for 30+ days. Who knows if they're even still trying to fill it. If you're an employer struggling to find talent -- or pure labor -- simplify your recruitment process. It's that simple.

Can you expect higher pay packets, better benefits and more #flexibility from your employer in the #accountancy industry? This year’s hiring trends report will tell you everything you need to know as you continue your path towards your #CareerGoals - https://lnkd.in/dujkKuqr #Recruitment #HiringTrends #HiringLandscape

Claim: Using a recruiter is expensive! Counterclaim: Let's talk about the ACTUAL cost of not hiring correctly. SHRM estimates the cost of a bad hire can be up to 40% of the employee's first-year salary. That means for a $40,000-a-year office assistant, a bad hire could cost your company $16,000. But that's just the tip of the iceberg. Here's what that $16,000 might be hiding: A bad hire will: - Miss deadlines and backlog tasks - Delay projects - Cost extra hours to your company - Create turnover costs in recruiting interviewing, and hiring a replacement. - Create Low Morale: A bad hire can disrupt team dynamics and bring down morale. Hire right the first time. A recruiter is an investment. It will save you money, every single time. ****************************************************************************** Reach out if you're interested in using me and my team at SMstaffing to bring you quality talent and take your business to the next level.

Offering the right compensation is crucial to attracting qualified candidates. A mismatch between the job and its pay can lead to unqualified or overqualified applicants. Aim to provide a compensation package that aligns with market rates. Balancing fairness for current employees with attractiveness for potential hires is key. If your budget doesn't allow for competitive pay, consider adjusting the position level, duties, remote work options, or criteria to widen the applicant pool and attract viable candidates. Get your compensation right to drive quality applicant traffic and reduce time-to-hire. 🚀 #HiringTips #MarketRate #AttractTopTalent

Can you expect higher pay packets, better benefits and more #flexibility from your employer in the #accountancy industry? This year’s hiring trends report will tell you everything you need to know as you continue your path towards your #CareerGoals - https://lnkd.in/eJrNsYws #Recruitment #HiringTrends #HiringLandscape