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At CIP, our dedication lies in aligning candidates with roles and organizations where they can truly thrive and make a significant positive impact. One aspect to consider while searching for new opportunities is the size of the company. Delve deeper into the pros and cons of working for companies in varying sizes in the following article: https://lnkd.in/dJxi5YFy -The CIP team

Finding, developing, and retaining talent is an issue that consistently ranks high on the priority list for almost every business leader❗ Kathleen Quinn Votaw author of "Solving the People Puzzle" and "Dare to Care in the Workplace" has extensive experience helping companies tackle this critical issue. 💡 We are excited to have her as a Vistage speaker, sharing valuable insights with 50 Vistage groups annually! 🌎 Watch her in action: https://lnkd.in/eFWUHgRd #recruitment #retention #Vistage #employeeexperience

For decades, the process was straightforward: you found your craft, joined an association, connected with peers, and that was essentially it. You had a fraternity, a place where you invested in networking and giving back. Today's landscape is unmistakably different. With fewer professionals spending their entire careers in one field, the rise of multifaceted career paths, diverse skill sets, and the freedom to hop on and off the career "freeway" at will, we live in times that are both overwhelming and exhilarating for business professionals. If you aim to thrive, adhering to the old playbook of community-building won't cut it. While the idea of a single organization supporting your career journey is appealing, I advocate a different strategy: Always invest in more than one community of like-minded professionals. This approach maximizes the diversity of knowledge and resources at your disposal. This doesn't mean you should overextend yourself by joining every group in sight and risk burning out. Instead, start with two or three groups that resonate with you. Allow your involvement to ebb and flow as you evolve in your career. For example, I advise Forbes Human Resources Council members to consider joining SHRM as well. If you're part of the Forbes Business Council, perhaps YPO should also be on your radar. Whatever your profession, don't see your community investments as a single circle, but as multiple, overlapping ones. These diverse networks can provide different types of support and insights as your business aspirations and career continue to evolve.

Building a great place to work In this article, Johnny Paterson, the Co-Founder of Dr.PAWPAW, offers his insights for creating a great place to work, and lists three key points that have been instrumental in achieving this success within his business. 📚Find out more here: https://lnkd.in/erMFEXPY Dr.PAWPAW  #businessnews #businesssuccess #businessgrowth

Starting my career immediately after completing my B.Tech was a journey filled with valuable lessons and realizations. Stepping into the professional world for the first time, I had limited understanding of how organizations function. One of the most profound realizations was the role employees play within a company. Often, we are seen primarily as resources, and the personal relationships we build seem to have little influence on career progression or support. Despite companies promoting an inclusive culture at a higher level, the reality for many employees is different. We frequently feel like resources rather than valued individuals. This perception can be particularly disheartening during times of need when support from colleagues and management is lacking. It’s a stark reminder that, in many corporate environments, personal well-being and professional development are secondary to operational efficiency and bottom-line results. This experience has made me reflect deeply on what a truly supportive and inclusive workplace should look like. An illustrative example of the dangers of viewing people merely as resources can be seen in the movie "KGF". The film portrays the harsh realities faced by gold miners who were exploited for their labor and discarded once they were no longer deemed productive. This stark representation serves as a powerful reminder of what happens when humanity is stripped from labor relations. The miners, treated merely as expendable assets, were subjected to inhumane conditions and ultimately paid with their lives when they could no longer meet the demands placed upon them. These reflections and examples have given me a clearer vision of the kind of work environment I aspire to be a part of and contribute to. Companies that prioritize human connections and personal growth create not just a productive workforce, but a thriving community. It’s time for organizations to look beyond the traditional metrics of success and invest in the well-being and development of their most valuable asset – their people.

🚀 A Milestone Moment for Lee Partners Group: Expanding Our Team with Purpose 🚀 As we prepare to open a new chapter at Lee Partners Group, I am reminded of the journey we've embarked upon — especially now, as I return to full strength after a bout of the flu. This period has allowed me to reflect on our core values and the vision that propels us forward. With immense gratitude and renewed vigor, I announce our search for a new team member, a step that mirrors our commitment to growth and impactful and purposeful evolution. Our Vision: At Lee Partners Group, we're not just filling a position but seeking to expand our family with individuals who share our dreams. Our vision — to be the epitome of collaborative success in consulting and staffing, renowned for fostering exceptional teamwork, lasting relationships, and innovative solutions — is ambitious. Yet, it's within reach, thanks to our strengths: setting a standard in training team members for our clients and equipping them with the tools, technology, and knowledge necessary for growth and innovation. Why It Matters: We're in this to leave a lasting legacy that transcends our company and influences how people value work, collaboration, and innovation. This goes beyond traditional job expectations. We're looking for someone ready to change the game and contribute to our client's success and the broader mission of transforming how work is valued and approached in our industry. Stay Tuned: I will share details about the role and how to join our visionary journey soon. For now, I extend my heartfelt thanks to everyone who has supported us — through my recent illness and throughout our ongoing journey. Your support reinforces our mission and fuels our drive to innovate and grow. Let's build a future where every engagement is an opportunity to learn, grow, and leave a lasting impact. #LeePartnersGroup #VisionaryGrowth #InnovateTogether #WeAreHiring

Since starting with District4 and getting back to speaking with agency recruiters again, there have been a lot of conversations that have made me frustrated and really quite sad. The disconnect between how businesses present themselves and what they are actually like behind closed doors can be pretty shocking. This obviously isn’t just in recruitment, I’ve experienced it myself in healthcare and I’ve seen a lot of other people talk about it online. Businesses hiding behind external branding and marketing creating an illusion of being a great place to work, claiming to be people/ employee focused, claiming to offer you amazing opportunities, even getting their Bcorp certification, can so often be a façade. I’ve heard about a lot of toxic, damaging, unjust behaviours and people feeling trapped but it’s easily hidden by an external image, primarily here on LinkedIn. The saddest thing I keep coming across is how it’s so clear that good, fair, right, and ethical business goes out the window when someones back is up against it and people always seem to choose themselves, money, and their version of success over others. Again, this isn’t just in recruitment obviously. It’s frustrating that most of the time, no one feels they can talk about or call out poor behaviour in business. The consequences are often too significant. Is this inevitable? Is it just business? Does business have to be this way? Should people say something? Should they not? Would you talk about your experiences if you could? Just some things I’ve been thinking about a lot, particularly seeing some of the amazing work our members in District4 are doing in contrast to these conversations I’m having. Particularly Matt Baird who’s whole approach and business ethos is completely inspiring, and working with James Johnson who I’m learning so much from. If you read through all of this and you want to share your thoughts on it, feel free to in a comment or a message! Or feel free to not engage at all and scroll on by. ✌ This is the first of my Thursday Thoughts 💭 series where I just share what I’m thinking about that week. Sometimes it will be this vibe, sometimes it won’t 😊 #workculture #whatdoyouthink

Building and running a recruitment business has often felt like a solo and lonely journey. After dedicating relentless effort over the past 18 months and experiencing the highs and low of doing so, I'm really pleased to announce a pivotal step forward in our journey: expanding our team. Welcoming new talent into a small business is a huge decision. However, reconnecting with James, a familiar face from years past, reaffirmed almost immediately that this was the right thing to do. This milestone isn't just mine to celebrate - it's a testament to the support and dedication of everyone who has been part of this journey from the outset. Without each of you, this achievement wouldn't have been possible. It's great to see the support out there for small and start-up businesses. James's addition, rooted in a network nurtured over the years, exemplifies our commitment to leveraging these connections which is exactly what I did to enrich our team. This is where we thrive, and this is where we intend to continue delivering value. With an average of 15 years of individual experience in our domain, connecting the right people isn't just a skill—it's our forte. I firmly believe that this expertise is what sets us apart and adds tangible value to our clients. Welcome James Tobin! Here's to new beginnings. Thank you for being part of this journey—we're just getting started! 🌟 #TeamExpansion, #BuildingConnections, #AddingValue #Qh4Consulting

You don’t last long in an industry if you’re only thinking about today and tomorrow. This mindset has helped us through the past 50 years and will propel us into the next 50. Undoubtedly we’ll face challenges - from emerging technology to evolving market conditions - but there’s one thing we know for certain: human interaction, personal connection, and relationship-building isn’t going anywhere for us. Read more about our 50 years of success: https://lnkd.in/gVmKx7En

LinkedIn Network, I wanted to send a quick reminder about the fantastic #opportunity we have with Insperity's #referralprogram. It's a simple way to earn #cash 🤑 rewards just by making introductions within your network. Remember, for every meeting that I complete with a company you've recommended, you'll receive a $200 reward and more $$ if they become partners. It's that #easy! As we approach the end of the year, and looking 👀 forward to #2025 it's prime time for organizations (like yours) to review their Human Capital Management (HCM) and #benefits #strategies. If you know any companies (or your company) looking to enhance 🏆 their employee services or make a change 🚀 , now is the perfect moment to introduce them (or you) to Insperity. I'm always here to assist and provide the best #service possible. Insperity provides an array of #humanresources, #technology and #business #solutions designed to help improve #business #performance for #smb's I work with #businessowners and executives that want to: +Be an employer of choice +#attract #top #talent and #retain their best people +Offer fortune-500 benefits +Improve efficiencies and control costs +Reduce the administrative burden of being an employer – so they can get back to working on their business +Reduce employer related liabilities   What does a good referral or introduction look like Steven? I am glad you asked.... Introduction to #owner, C-level or key influencer +5-5000 employees (20-150 niche) +Ideally low workers compensation and unemployment risks +Companies in a white-collar or skilled blue-collar industry such technology, engineering, real estate, accounting, medical services, banking, legal, insurance and light manufacturing +++Know that employees are their most important asset Insperity #HCM #PEO #benefits #growth #culturematters #network #hrmatters #service #success #hr #howyouHRmatters #WO #WX