Hire Horizons’ Post

𝗖𝗟𝗜𝗘𝗡𝗧 𝗧𝗘𝗦𝗧𝗜𝗠𝗢𝗡𝗜𝗔𝗟 ✏️ Here at Synergy, our clients are extremely important to us so when we get great feedback, it reminds us why we do what we do! ❤️💙 👏 Gavin Dilkes MIRP CertRP Laura Naylor CertRP Tom Westbury #synergypersonnel #recruitment #hiring #jobvacancy #career #jobopening #nowhiring #jobhunt #employment #jobopportunity #jobinterview #recruitmentagency #newjob #officesupport #manufacturing #buildingservices

Keen to get people's thoughts on this….. I spoke to an engineer earlier this week who intended to apply for a job with a small to medium-sized business in Sydney but decided not to. The reason was that part of the application process required submitting a video in which they had to explain why they wanted to work there, what makes them a good engineer, and what sets them apart from other candidates In my opinion, I like that they’re mixing it up and that they're not sticking to the usual send-your-resume routine. But, I'm not sure if this kind of thing fits better with a sales job than an engineering one. I'm fine with the question about what makes you a good engineer, but I’m not a fan of the one asking what sets you apart from other candidates. I'm interested to know if I'm being a bit old-fashioned and if people feel comfortable submitting a short video with a job application. Tribus #recruitment #hiring

How can organizations be more direct with new hires about the nature of a job? Some job titles have little or nothing to do with the actual job that you find yourself doing after being hired - and how much is “any other duties “?

If you're not developing the character of the people doing the hiring, odds are they're not hiring people with a high degree of character. Why does it matter? You don't need me to tell you. I'm sure you can easily validate the importance for yourself. People are typically hired for what they know (talent, abilities, skills, knowledge). In one word, their competency. People are typically fired for who they are (who they are & how they do what they do). In one word, their character. #bluecollarleadership #leadershiptips #hiring #hiringtrends #hiring #SHRM #ATD #construction #manufacturing #publicworks

To gain trust as an engineer, a great way to start is simply to show you’re willing to get stuck in.   In the last 3 vacancies I have taken on with a hiring manager, they have mentioned top priorities when hiring for their team. An engineer's ability to be proactive and not have to be told twice are up there.   I am finding willingness to listen and learn to be increasingly valuable for hiring managers. And this will help you as an engineer when settling into a new role to gain trust. Is this something you look for when adding to your team? #MaintenanceEngineering #Recruiter #RecruitmentAdvice.

I recently worked with a company that had very challenging hiring procedures. Let me explain: The company posts job openings for Manager in Training (MIT) and Assistant Manager positions and encourages applicants to apply. However, the company mostly prefers to promote internal candidates and often hires friends or family members for the remaining positions. Note that the company only promotes full managers from within. On the other hand, when it comes to District Manager positions, the company seems to value recent bachelor's degree holders with no work experience over their experienced internal employees. The company provides little to no opportunity for internal advancement to this position. What can we make of this situation? Regarding internal promotion, it appears that the company posts job openings externally to motivate or threaten current employees to work harder. Otherwise, the company reserves the right to hire external candidates. As for District Manager positions, it seems like the company wants internal managers to understand that they have reached their peak and should not expect further career advancement. They should settle and be content with their current roles. It's quite chaotic! What do you think about this? Looking forward to your opinions, Daniel Niles...

Opportunity

Express Employment Professionals specializes in connecting Associates with positions that align with their skills and preferences. AKA: We’ve got what you need! 🙌 Here's why our services stand out 👇: 1. Industry Expertise: Benefit from our deep understanding of the local job market and our extensive network of employers seeking candidates for plant jobs and shift work. 2. Diverse Opportunities: Explore a wide range of positions in manufacturing, production, and other industries that offer flexibility in work hours. 3. Ongoing Support: Our commitment to your success doesn't end once you secure a job. We provide ongoing support to help you navigate your career path and achieve your professional goals. Your journey is unique, and we are here to help you continue building your success story. #localbusinesses #localjobs #nashvillejobs #nashvillehiring #jobsinnashville #nashvillecareers #workinnashville #jobsintennessee #tennesseejobs

Interesting opportunity in the DC area

A few weeks ago I asked my network what would put them off accepting a role. The results speak for themselves. 33% voted for the benefits package. 33% voted for the people/hiring manager. 33% voted for growth & development opportunities. I didn't think it would be so evenly split but it goes to show that if you're trying to attract engineers this year you have to have a solid package in place. All candidates, especially engineers, can afford to be picky with the offers they accept in 2024. It's still very much a candidate market. If you've been struggling to attract and hire new employees you need to have a look at every part of your offer. If you'd like any advice on this, please feel free to drop me a message! #benefitpackage #developmentopportunity #engineer