Jim Turner’s Post

Hiring remote employees for your team? These 3 tips can help you streamline the recruitment process and find the right candidates:

Hiring remote employees for your team? These 3 tips can help you streamline the recruitment process and find the right candidates:

Hiring remote employees for your team? These 3 tips can help you streamline the recruitment process and find the right candidates:

🤔 Remote hiring is transforming the way we bring talent on board. But is it the right move for your organization? Discover the top 5 considerations to make before diving into virtual recruiting.🔥 https://lnkd.in/gfvDdCzH #RemoteHiring #VirtualRecruiting

Unrgently Hiring!!!!! Come on! Define Hiring Define Urgent Over 100 applicants I am the 101 on the theory the company is urgently hiring and the applicants QUEUE (FIFO first in first out) logically I have a lower chance cause one of the 100 before me could get hired but that is not true. The job is reposted again Urgent was a lie And all the 101 applicants (Including me) or get a rejection email or was ghosted so noone hired. No urgent hiring at all What is the problem? I do not know, I just know I am not the problem due I am willing to fully remote, On site or Hybrid. Simply hum? Lets keep moving

Unlock the Secrets to Successful Remote Hiring! 🌐💼 Our latest blog post delves into the best practices and cost-saving strategies for hiring remote talent. Don't miss out on the future of work—read more: https://lnkd.in/d2BFguHM www.source-talent.com #globaltalent #hiring #source #sourcetalent #HiringRemote #remotework #remotejobs

We're at it again. Palladium Point is looking to add another ambitious, talented, and gritty Recruiter to our dynamic team to help us continue to scale to new heights. 𝗪𝗵𝘆 𝗝𝗼𝗶𝗻 𝗨𝘀? • Entrepreneurial, collaborative culture. • Hands down the best recruiting tech platform out there. • Blue ocean. No restrictive territories or company policies hold you back. • Dedicated Sourcer to help with lead gen. We love the concept of leverage. • Work with a founder who's in the trenches and has big visions for the future. • Remote flexibility. Work from anywhere, fitting your lifestyle and preferences. • Multifaceted earnings - base, commission, bonuses, 401k, profit sharing plans. 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗕𝗿𝗶𝗻𝗴 𝘁𝗼 𝘁𝗵𝗲 𝗧𝗮𝗯𝗹𝗲: ✅ Confident Communicator - You have a way with words and can captivate an audience, whether over the phone or in person. ✅ Resilient Go-Getter - No challenge is too big for you – you bounce back from setbacks and keep pushing forward. ✅ Relationship-Building Pro - You have a knack for building genuine, lasting connections with people. ✅ Ambitious Self-Starter - You're driven by an internal fire to succeed, and don't wait for opportunities to come to you. ✅ Adaptable Problem-Solver - You think on your feet, embrace change, and find creative solutions. If you're interested in learning more, please follow these instructions carefully - 1. Email admin@palladiumpoint.com with the subject line - "Palladium's Next Recruiter - <Your full name>" 2. In the body of the email, explain why we should be talking. Highlight any relevant experience, skills, interests, and achievements. 3. Attach your resume to the email. Come help us build 🚀 PC

I have some questions. Background: I am only capable of accepting a remote position due to health and the Houston area having minimal public transportation. What are some interview tips y'all have for remote only positions? Recruiters: What do you look for in a candidate for a remote position that may be different from on-site?

I've helped hire about 200 remote workers in the last 18 months. 😱 Here's one actionable tip to improve your hiring right now: Don't be an asshole when hiring talent.

One of the consequences of remote hiring is the sheer volume of applicants for an open job. A Remote Account Executive role advertising a competitive salary can have over 1000 applicants within days 🤯 . It renders online applications practically useless for job seekers, and has negative effects on the employer side as well.  😡 Job seekers get lost in the shuffle and compound the problem by rage applying to as many open positions as possible. 😩 Internal hiring teams get overwhelmed, and can’t commit resources to passive candidate recruitment. The new expectation for talented sales reps is to go above and beyond. Cold call the hiring manager/ send a personalized video/ network with other AEs on the team and demonstrate deep knowledge of the product, industry and customer base. Just to get an interview. 🙃 ⌛ But this is a serious time commitment–one that a gainfully employed, high performing, highly qualified seller doesn’t necessarily have time for. These types of candidates need representation–so they can be matched with ideal companies and so that hiring managers don’t miss out. 👇 northlightstaff.com