Product People’s Post

🤔 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗶𝗻 𝗚𝗲𝗿𝗺𝗮𝗻𝘆 𝗶𝘀 𝟭𝟱𝟰 𝗱𝗮𝘆𝘀? 🔎 According to Harbinger Consulting (link to the article in the comments), from June 2023 to May 2024, the average vacancy period for all sectors of the economy was 154 days. This means that the time between advertising a vacancy and filling it has reached a new record level in Germany. ❓ 𝗪𝗵𝘆 𝗶𝘀 𝘁𝗵𝗶𝘀 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴? A combination of factors: the best candidates are usually always employed, top talent is not searching traditional job boards for their next position, and candidates are doing more research than ever before. 🤯 𝗛𝗼𝘄 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗮𝗳𝗳𝗲𝗰𝘁 𝘆𝗼𝘂? Well, let’s say that if you open a job position now, you’ll most likely onboard the new hire by the end of the year, or even at the beginning of 2025, which might hinder your capacity to drive important initiatives forward. 🚀 𝗜𝘀 𝘁𝗵𝗲𝗿𝗲 𝗮 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻? While there’s not much we can do about the average hiring time, what we can do is to bridge the gap so the position is not empty and your product does not get impacted. That’s one of our specialties at Product People, where our average onboarding time is two weeks, and we start delivering immediately. 💪 If you are in this situation and would like to know more, feel free to DM us or email us at hello@getproductpeople.com. Our inbox is always open! #germany #productmanagement #consulting #hiring

We opened a director of customer success role recently. Guess how many people applied? FOUR HUNDRED. In 36 hours. For a people ops role, similar vibe: 800 candidates in 48 hours. If these don’t illustrate exactly how rough the job market is on the talent side… It also makes candidates wonder exactly how to stand out. My top tips are: 🔥Set your application or resume to the job. Make it easy and obvious to see how you fit to this role - skills you have built that match the job posting, highlight experiences that align with the role. 🔥Clean up LinkedIn. Everyone checks you out on LinkedIn - make sure your role and experiences are clear and up to date. 🔥Mine your personal connections. If you know someone at the company, even a little bit, it doesn’t hurt to ask them if they have a referral program and if so, would they want to put you forward? Even getting a little bit of intel on the company, manager and role can be useful so reach out. 🔥Nail the exercise. If there’s some sort of take-home or exercise you’re asked to do, it should go without saying that you need to knock it out of the park. Look for ways to show your skills. A friend of mine hired recently and the preferred candidate made sure to turn the assignment in using the brand’s colors and style. A huge lift? No. But those small grace notes turned something good into something great: a commentary on her thoughtful attention to detail. 🔥Show your continued growth. If you’re technical, show how you continue to stretch and challenge yourself with examples of fresh work on Github or your personal website. 🔥Share on LinkedIn; build a community by offering commentary on hot technical topics, drawing from your own experience, and engaging respectfully and in an interesting way with others you admire in the space. How are you standing out to the crowd, #candidates? And, #recruiters, how have candidates jumped out to you?

Hey there! Are you on the lookout for an incredible Administrative or Executive-level Assistant? I've got just the solution to make this search a breeze for you. Finding the right Assistant is like discovering a hidden gem. It's all about understanding what makes your world tick and then finding that person who just “gets it.” Let me walk you through how we'll make this happen: 1. Chat about your needs: First things first, let's grab a virtual coffee and talk about what you're really looking for – both the skills and the kind of personality that would gel with yours. 2. Crafting the ideal job post: With your insights, I'll whip up a job description that's like a magnet for the kind of talent you need. 3. Reaching out far and wide: I'll share this opportunity with a network of over 10,000 top-notch Assistants across the country. We're talking about the cream of the crop here. 4. The selection process: I'll sift through the applicants, chat with the best ones, and get a feel for who stands out. It's like matchmaking but for your professional life. 5. The top picks for you: Imagine opening your email to find 2-4 superstar candidates, each ready to jump in and make your life easier. That's what I'll deliver. 6. More than just recruiting: And hey, I'm here for the long haul. Need help with onboarding, coaching, or training? Consider it done. Consider me your professional matchmaker, connecting you with an Assistant who's not just qualified, but extraordinary. If you're nodding along and thinking, "Yes, this is exactly what I need," then let's get this show on the road. Together, we'll find you an Assistant who's not just a fit but a game-changer. #FindYourAssistant #ExecutiveAssistantSearch #AdministrativeGenius #VirtualCoffeeChat #JobDescriptionWizard #TopNotchTalentNetwork #EliteAssistants #RecruitmentGoals #EfficientHiring #OnboardingSupport #AssistantGameChanger #ExecutiveSupport #MoniqueHelstrom #MoniqueSpeaks

9 reasons why companies need to hire entry-level talent: And yes I mean ACTUAL entry-level (entry-level = no direct experience) 1️⃣ They Bring Fresh Energy ↳ Their enthusiasm and drive can boost team morale and productivity. 2️⃣ Quick to Adapt to New Tech ↳ They’re digital natives who quickly embrace the latest tools and trends, from AI to social platforms. 3️⃣ Eager to Learn and Grow ↳ With no set habits, they’re open to new ideas and eager to develop their skills. 4️⃣ Creative Problem Solvers ↳ Their fresh perspective helps find innovative solutions to old challenges. 5️⃣ Cost-Effective with High Potential ↳ They offer great value for their potential to grow and contribute long-term. 6️⃣ Resilient and Resourceful ↳ They’re used to working with limited resources and tight deadlines, making them adaptable. 7️⃣ Team Players ↳ They’re excited to collaborate and contribute to team success, not just personal goals. 8️⃣ Driven by Purpose, Not Just Paychecks ↳ Their focus on meaningful work aligns with long-term organizational goals. 9️⃣ Culturally Engaged ↳ They bring diversity in thought, backgrounds, and culture, enriching the workplace environment. Someone once gave me a chance as an entry-level hire. Someone did the same for you. If you're stepping into a new role or industry, remember the impact you can make. And for hiring managers—never forget where you began.

Hiring Managers - just because a candidate doesn't have direct exact-to-the-tee experience, doesn't mean they’re unqualified. They may not know that exact software, but they've worked with similar ones. They may not know your exact niche, but they've worked with adjacent ones. They may not know the specific processes your team follows, but they have a proven track record of adapting quickly. Companies need to TRULY look at what matters in a successful candidate and ask if they possess transferrable skills and a knack for learning. You're missing out on good talent overlooking this. #hiringmanager #jobhunt #jobmarket #hiringtips #interviewtips

When hiring for a family office executive position, asking the right questions is crucial to identifying top talent. Here are some key questions to consider: Background and Experience: "Walk us through your background and experience in 3-5 minutes." - Assesses communication skills and career progression Motivation and Value Proposition: "Why are you interested in this opportunity, and what value would you bring?" - Reveals candidate's understanding of the role and self-awareness Career Highlights: "What have been the most rewarding aspects of your career?" - Provides insight into the candidate's values and priorities Definition of Success: "How do you define success in your professional life?" - Helps align candidate's goals with family office objectives Role-Specific Challenges: "What do you consider the most challenging aspects of this role?" - Tests candidate's understanding of the position and self-reflection Growth Areas: "In what areas would you need to get up to speed, and how would you plan to do that?" - Evaluates self-awareness and proactive learning approach These questions help assess not only technical skills but also cultural fit, motivation, and potential for long-term success within the family office environment.

Are Today's Job Hiring Practices Actually Effective or Just Broken? Answers: https://lnkd.in/gxSXHrqk #HiringProcess #JobSearch #CareerFrustrations Okay, let’s talk about the current job hiring process. It’s like a marathon, right? You apply for a position and get tossed into a series of hoops that sometimes feel more like a circus than a true assessment. Let's break it down: 🚪 First, it's a phone screen with an HR rep who might not know their way around the role you’re applying for. 💻 Next up, a Zoom call with the hiring manager, who often ghosts you, leading you to reschedule. 👥 Then, there’s a group Zoom with the 'team'—yep, the vibe check that feels like a high school popularity contest. 📝 Followed by a take-home assignment that feels like you’re working for free (it's great, right?). 📞 After that, you explain your assignment to the decision-makers—who may use your awesome ideas without compensating you. 👔 Finally, a chat with a C-suite person for a ‘cultural fit’ evaluation—because that’s definitely necessary for someone you’ll rarely see. ⏳ And then... the waiting game begins. Pro tip: send too many follow-ups, and you’ll receive an automated...

My counter intuitive advice to new hires: slow down As new hires we often want to hit the ground running and immediately make an impact. We have this sense that if we don't prove our worth within the first days/weeks that people will start to wonder why we were hired. If we're too slow out of the gate people won't include us in projects going forward and our long term impact will be lessened. The problem is that this often leads to moving too fast, minimizing building proper relationships, and ultimately making mistakes that could have been easily avoided. If you want to prove your worth, slow down and ask questions. People are going want to collaborate with you and bring you to the table when they see that you're thoughtful and curious. When people see that you want to learn before you start to lead they're more likely to follow you. Slow down. Ask questions. Build relationships. THEN move fast to add value to the environment. #Newhires #curiosity #buildrelationships

Are Today's Job Hiring Practices Actually Effective or Just Broken? Answers: https://lnkd.in/gcwffCyg #HiringProcess #JobSearch #CareerFrustrations Okay, let’s talk about the current job hiring process. It’s like a marathon, right? You apply for a position and get tossed into a series of hoops that sometimes feel more like a circus than a true assessment. Let's break it down: 🚪 First, it's a phone screen with an HR rep who might not know their way around the role you’re applying for. 💻 Next up, a Zoom call with the hiring manager, who often ghosts you, leading you to reschedule. 👥 Then, there’s a group Zoom with the 'team'—yep, the vibe check that feels like a high school popularity contest. 📝 Followed by a take-home assignment that feels like you’re working for free (it's great, right?). 📞 After that, you explain your assignment to the decision-makers—who may use your awesome ideas without compensating you. 👔 Finally, a chat with a C-suite person for a ‘cultural fit’ evaluation—because that’s definitely necessary for someone you’ll rarely see. ⏳ And then... the waiting game begins. Pro tip: send too many follow-ups, and you’ll receive an automated...

Just wrapped up the first 3 intro calls with potential team members for our employer branding team expansion at TalentBee! More to come this week! 🐝🐝 The energy and quality of these conversations have been beyond my expectations, leaving me thrilled for what lies ahead🥰 Our recruitment process is finely tuned to find a mutual match: 🐝 30 min intro call with Yours Truly to assess culture fit with our transparent and honest company ethos. This is on this week’s agenda! Emphasis: I’m seeking the energy of a consultant ready to thrive in our fast-growing SaaS environment, end-to-end employer branding capabilities and project management skills. The focus is in mutual exploration: determining if TalentBee can offer the candidate a lasting career growth opportunity. 🐝 Portfolio review: Delve into the candidate’s past work in employer branding projects. The goal is to find out about their expertise, creativity, and impact in the field. 🐝 1-hour in-depth discussion with another TalentBee partner to assess skills and identify areas where the candidate aspires to grow. The goal is to gain a deeper understanding of the candidate’s professional trajectory. 🐝 Meeting with the team: since we’re still a small and close-knit team, team dynamics and enthusiasm are crucial. The goal is to ensure everyone is excited about working together and ready for the journey ahead. 🐝 Job offer and growth plan to present a personalized roadmap for the candidate’s professional evolution at TalentBee over the upcoming years. Yay for progress 👌 Can’t wait to meet more incredible EB professionals. #Hiring #EmployerBranding #TalentBee #Careers