Eazzi Recruitment’s Post

We've all been there - trying to find the perfect candidate with the exact skills and experience we need. But what if we're focusing on the wrong thing? I believe that character is key. When we hire individuals with strong character traits like: Integrity. Work ethic. Positive attitude. Emotional intelligence. We can train the skills they need to succeed in the role. Skills can be developed, but character is inherent. Let's shift our focus to hiring for character and training for skill. It will build a team with a strong foundation of values, work ethic, and passion.

☘️ How I recruit to my team: Three qualities I look for Hiring new team members is an art in itself. It's not only about skills, but also about qualities that will benefit the team and myself. When I'm looking for someone to join my team, I consider three main factors: 1️⃣ A big and potential mind It's important for me to see someone with a high level of intelligence, who hasn't reached their full potential yet. I understand that not everyone can reach their maximum mental capacity at work. But it's crucial that there's enough room for personal and professional growth. This way, it will be beneficial for both me and the candidate - they won't get stuck but will continue to broaden their horizons and find new, effective solutions. 2️⃣ A moral and ethical framework that is understandable to the team and myself I am not referring to personal values, but rather professional ones. This includes how a person establishes relationships, how they grow, and what sets them apart. If someone tends to step on people, and the team values honesty and openness, this can lead to constant conflicts. It is important to have team members whose principles align with ours in order to create a comfortable working environment. 3️⃣ Deep expertise in the field A person should have something to offer, and lastly, they should know how to impart knowledge to colleagues. Each team member should have their unique "superpower" to share. You can work with these individuals and enjoy a drink after work. So, what qualities do you consider when hiring?)

As a team manager, I take my role seriously. I want to learn as much as possible, to be the best I can be as a leader, a mentor, a confidante, and of course a high calibre specialist recruiter. I don’t mind telling you that I sometime get frustrated when I encounter roadblocks, but I have learnt to navigate around them, perhaps take a different route, but keep on the road to my destination. I have learnt lots of interesting things recently including: Treat every call to a client or candidate as a sales call, irrespective of the context or reason for the call. Make these telephone calls intentional. Understand the conversation and use it to grow rapport, grow your reputation, grow your brand and make more sales.  It sounds easy, but it’s not. The key word is ‘intentional’ – so know the outcome you want to achieve BEFORE you pick up the phone, and know what you are going to say to achieve it. I learnt that from the book Top Biller by Steve Guest 🔥 If you haven’t got your copy yet, I recommend it to you. If you are an employer or a candidate looking to engage with a Recruiter who understands the importance of SERVICE and DELIVERY please call me – Monika at Central Employment on 07796 444655 anytime. Paul Ponton Mark Trett Phil Bennett Steve Hart William Palmer Aleksandra Jennings Jake Cunningham Sam Roseby

When hiring a person, it is important to comprehensively assess not only their professional skills, but also their personal values and motivation🔥. This approach will help to create a strong team that will work effectively in the long run📈. Only by taking into account all these aspects can you ensure a productive and cohesive working atmosphere 🤝

Opportunity

💡 "𝘐𝘴 𝘵𝘩𝘦𝘳𝘦 𝘢 𝘴𝘵𝘪𝘨𝘮𝘢 𝘢𝘳𝘰𝘶𝘯𝘥 retail 𝘴𝘢𝘭𝘦𝘴 𝘱𝘳𝘰𝘧𝘦𝘴𝘴𝘪𝘰𝘯𝘢𝘭𝘴 𝘵𝘳𝘢𝘯𝘴𝘪𝘵𝘪𝘰𝘯𝘪𝘯𝘨 𝘵𝘰 𝘤𝘰𝘳𝘱𝘰𝘳𝘢𝘵𝘦 𝘳𝘰𝘭𝘦𝘴?" Retail sales is one of the most challenging careers out there. It’s not just about selling a product—it’s about building relationships, solving problems, managing rejection, and finding creative ways to meet ever-changing goals. Yet, when sales professionals apply for corporate roles outside of sales, it sometimes feels like their experience is undervalued. But here’s the truth: Salespeople are uniquely qualified in ways that many don’t realize: 1️⃣ 𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: Constantly adjusting to market trends and customer needs. 2️⃣ 𝐏𝐫𝐨𝐛𝐥𝐞𝐦-𝐒𝐨𝐥𝐯𝐢𝐧𝐠: Finding solutions under pressure, often with limited resources. 3️⃣ 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Mastering the art of listening and delivering value in every interaction. 4️⃣ 𝐑𝐞𝐬𝐢𝐥𝐢𝐞𝐧𝐜𝐞: Thriving in an environment where success requires perseverance. 5️⃣ 𝐌𝐞𝐭𝐫𝐢𝐜𝐬-𝐃𝐫𝐢𝐯𝐞𝐧: Tracking performance, analyzing data, and adjusting strategies to hit targets. To hiring teams: Don’t underestimate the value of a sales background. Those who’ve succeeded in sales bring unmatched tenacity and a customer-first mindset that can elevate any team.

Good opportunity

When building a team, it's often more valuable to hire kind, motivational individuals with little experience than seasoned professionals with negative attitudes. While experience can be taught, the right attitude is essential for fostering a positive work environment and inspiring others. People who bring optimism, empathy, and a strong willingness to learn contribute to a collaborative and uplifting atmosphere. In contrast, negative individuals, no matter how skilled, can hinder productivity and morale. A supportive, growth-oriented team will always outshine one weighed down by negativity, proving that attitude often outweighs experience in the long run

Want to Build a Great Team? Hire Someone Who Could Take Your Job. A former CEO I worked for once told me they were not the smartest person in the room, but they always tried to be the most self-aware to know where they fall short and hire incredible people who excel in those areas. It’s not about knowing everything; it’s about knowing yourself. The best advice I give to new managers making their first hire? Look for someone who could one day take your job. When you set your ego aside and focus on finding talent that challenges you, you’re not just hiring for the role but you’re building a team that pushes everyone to grow. This has never failed me. When I have hired people who are smarter, more creative, and better in areas I’m still learning, it’s made all the difference. These are the people who elevate good teams into great ones.

Humility is key to success in building a strong team. The logic behind this is that hiring talent can significantly contribute to your business. Many people know this but what it looks like in reality can tell a different story. It might seem intimidating to bring on people who know more than you do in certain areas, but remember, the goal is to move the business forward reducing as much resistance as possible. The best part about hiring knowledgeable people is the learning opportunity it provides you. You'll gain so much knowledge that you might not have picked up on your own. I've seen this strategy work firsthand, and it has brought in tangible results for my clients. It is a strategy to improve your overall business operations that is almost guaranteed to always work. What has your experience been with hiring?