Hire Love’s Post

Had an awesome conversation with Carmen Hudson, CSM yesterday about being a recruiting generalist vs. a recruiting specialist. Being a generalist is not about being average at everything; it's about being open to everything. It's about having the curiosity to learn, the boldness to lead, and the vision to innovate. So, as we march forward, let us not just celebrate depth but also the breadth of knowledge and the many lessons it brings with it. After all, sometimes, to go deep, you first need to go wide.

Discover how Gomes Godin streamlines the hiring process to ensure you find the best talent—efficiently and effectively.

Rejecting Top Talent Over Minor Flaws? Learn to Differentiate Manageable Weaknesses from Fatal Flaws! What are your thoughts on assessing talent and making hiring decisions? Share your views below!

How can you reduce turnover, replicate top talent, and discover the next generation of leaders in your organization? Use the Job Fit approach in your hiring and selection process.

Discover the continuous recruitment strategy that has helped countless business leaders create their ideal teams. In this insightful clip, learn about the traits to look for in potential hires and how a consistent search can lead to assembling a group of winners. This philosophy, encapsulated by the phrase 'always be hiring,' is explained through an engaging real-world scenario, showcasing its practical application and the long-term benefits for business growth and success.

The competition for skilled talent becomes more fierce every day 🏃♂️ But by focusing on human potential and building adult-adult bonds, any organization can elevate its workforce strategies. Learn the secrets to becoming a talent magnet ⬇️

The competition for skilled talent becomes more fierce every day 🏃♂️ But by focusing on human potential and building adult-adult bonds, any organization can elevate its workforce strategies. Learn the secrets to becoming a talent magnet ⬇️

After many years of hiring, managing, and promoting people, I believe spotting top talent boils down to three key ratios: Say-Do Ratio: Look for people who walk more than talk. It's shocking how many can make excuses instead of taking action and getting things done. Talk-Listen Ratio: Great employees are active listeners. They ask follow-up questions instead of waiting for their turn to speak. This shows genuine interest. Knowing-Learning Ratio: While some experience is necessary, beware of know-it-alls. In our fast-paced world, a growth mindset and willingness to learn are more valuable than rigid expertise. What other factors do you look for?

Why do recruiting managers reach out, ask you questions, request your documents and then ghost you? Had that happen to me a lot lately and it really sucks please provide us with feedback even if we didn't make the cut!

The competition for skilled talent becomes more fierce every day 🏃♂️ But by focusing on human potential and building adult-adult bonds, any organization can elevate its workforce strategies. Learn the secrets to becoming a talent magnet ⬇️