Jon Brooks’ Post

I poured Beef Broth in my cold brew today. The similar packaging to my oat milk got me. What was the cost of this mistake? Not a lot. I didn’t lose sleep over it, but it was annoying… but after I tossed the coffee and poured a new one, I was happy. In recruitment, the stakes are much higher. Yet many companies look the same from the outset. 🤷🏼♂️ Similar value prop 🤷🏼♂️ Similar branding 🤷🏼♂️ Similar cost However, often after you get 4 weeks into a process, you see why there’s a difference between the average and the elite. You get to see: ✅ Speed to market ❌ Or Not Communication ✅ Understanding ❌ Or lack there of ✅ Market specialism ❌ Or super generalism ✅ Candidate management ❌ Or send and ghost Even though a lot of recruiters look the same, they most certainly aren’t. Pick specialist recruiters over everything else and you’ll get the best candidates you could ever hope for. Life’s too short to drink Beef Broth Cold Brew. #salesrecruiting #salestraining 🦘

Recruiting is like cooking up a fine dish! 👩🍳 You've gotta have the right ingredients ⤵️ ✔️ Clearly identified and communicated need (the basics) ✔️ A trained, well-equipped recruiter with a positive mindset ✔️ A present and engaged manager in the selection process ✔️ A company with vision, identity, and a strong employer brand And let's not forget the secret ingredient = the ideal candidate 🤩 Once the ingredients are prepped, it's all about mixing and matching. Sometimes, you gotta let the concoction sit for a bit. Maybe even try out a few combinations to find the perfect one. Then, it's time to bake. Followed by adding those final touches. And, of course, the tasting! 🧁 Just one wrong oven setting, a measuring mishap, or a poorly chosen ingredient can ruin the whole recipe. Our advice: keep it simple. ➜ Fresh ingredients. ➜ Homemade preparation. ➜ And lots, lots of love 💙 How about you? What's your take on recruitment? #recipe #recruitment #idealcandidate #employerbrand #employerbranding

How You're Making Hiring Difficult For Yourself Check out these 5 different steps to improve your hiring process in the restaurant industry and make it easier for you. Let me know what ways you think these suggestions can be applied to your methods in the comment section below! https://lnkd.in/gu_yrJsS

Message from the most intelligent recruiter I’ve ever had the pleasure of speaking with: (Not a high bar to jump, I’ll admit, but this chap is remarkably smart) === Thank you for breaking the price down to £3.29 per day but not saying "tHe PrIcE oF a CuP oF CofFeE." === He’s referring to how I explain the pricing of my main personal training offer, which, until Sunday the 28th at 23:59 is just £100 per month. Which, as I mention on the page, is just £3.29 per day. Cheaper than a medium Latte at the Costa in Ealing, according to a 2023 article I found comparing the price of popular coffees at various establishments in London. Yes, I went there with the coffee comparison. Does put things into perspective, mind. However. I am putting the price up significantly on Sunday the 28th of April at 23:59. (That’s this Sunday for the chronologically challenged). Details are in the informative and entertaining letter I’ve linked below. Please read it carefully (and the terms and conditions page that follows) before you commit: https://lnkd.in/eAyjfpsB

Who else feels like their to-do list is longer than a CVS receipt today? 📝😂 Don't worry, we've got your back! Our team is here to help you tackle those hiring challenges with a smile (and maybe a little extra caffeine). Let's make this week as productive as it is caffeinated! 💪☕ #Motivation #StaffingHumor #ButFirstCoffee"

A common mistake I see from food & beverage brands when hiring is not treating the recruitment process as a two-way thing. To attract the best talent, you need to use the interview process to sell your business and the role, not just assess candidates. If you're struggling to hire the best candidates, there are three things I would try: 𝐔𝐬𝐞 𝐛𝐫𝐚𝐧𝐝 𝐚𝐦𝐛𝐚𝐬𝐬𝐚𝐝𝐨𝐫𝐬: Feature testimonials from current employees on your careers page or bring them into interviews to share their experiences. 𝐑𝐞𝐩𝐥𝐚𝐜𝐞 𝐛𝐥𝐚𝐧𝐝 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬: Use engaging videos and digital info packs to showcase the role. Traditional job descriptions listing responsibilities often fail to attract passive candidates. 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐠𝐫𝐨𝐰𝐭𝐡 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬: Highlight your company's growth plans and the potential for personal and professional development within the business. Success lies in maintaining the right balance throughout the process and, most importantly, being truthful.

Tip Tuesday: Master Your Next Interview with the STAR Method! 🌟 When preparing for an interview, use the STAR method to structure your answers and effectively showcase your skills and achievements. Situation: Describe the context or challenge you faced. Example: "Our team experienced a notable decline in customer satisfaction due to delayed responses from our support team." 📉 Task: Explain your role or responsibility in addressing the situation. Example: "As the Customer Service Manager, I was responsible for enhancing our response times and boosting overall customer satisfaction." 🎯 Action: Detail the steps you took to tackle the issue. Example: "I introduced a new ticketing system, optimized team shifts for 24/7 coverage, and provided training on effective communication." 🛠️ Result: Share the outcomes of your actions, including any measurable improvements. Example: "Within three months, we reduced response times by 40%, increased customer satisfaction by 25%, and saw a 15% rise in customer retention." 🚀 The STAR method helps you deliver clear, structured responses that highlight your problem-solving skills and achievements. Whether you're exploring new challenges or seeking exceptional talent to propel your organization, let’s connect! Share your goals and opportunities in the comments below. Click here to connect with me: https://lnkd.in/em6jc5Qe 🔗 Let's approach this week with positivity and determination! 💪 #InterviewTips #ProfessionalDevelopment #JobSearch #HR MBR Recruitment - Shipping, Logistics & IT Specialists MBR Recruitment - Advertising-Communication- Media and Marketing Piyush Ganaatra, Sanjana Bhosale, Neelam Maheta, Partibha N., Lou Angela Gregorio, Vijeta Patel, Ganga Thimmaiah, Pooja Kothari, Alveena Tanveer, SHRM, Riya Abraham Robin, Jisha G..

If the thought of using an Agency to help fill your vacancies fills you with dread, I get it. Especially If you've had a bad experience. But let me ask you a question: If you had a bad experience at a Restaurant, you'd probably avoid that one. But would it stop you going out to a different Restaurant? Of course it wouldn't. So why should working with a Recruiter be any different? Just some 'food' for thought (soz, I couldn't resist) 🍕 Also, cost - you are paying for a service when using a Recruiter. But, when you work with someone who's genuine, authentic, down-to-earth, doesn't hassle you every 2 hours & they actually deliver you good quality candidates, would you agree that it's Money well spent? Especially if it's saving you time, leaving you to focus more on your actual day job. 🙌🏻 Recruitment can be a lot of things. It can be hard, It can be painful, It can be a slog 🤢 But it doesn't have to be. 📞 01284 596944 📧 andy@elev8rec.io #Recruitment #Hiring #Pizza

🍔 Make Burgers Wider, Not Taller 🍔 I notice that companies are making burgers taller instead of wider. You might think, "Tom, adding an extra patty surely makes that burger even better," but in my opinion, it just makes it messier and harder to eat. Stay with me here, I'm not just complaining about getting sauce all over myself (again) at lunch. In the world of recruitment, the burger represents how long interview processes have become in the last 12 months. Just over a year ago, the normal interview process was a maximum of 3 stages and lasted around 2 to 4 weeks. Now, interview processes are taking months and involve a minimum of 5 stages. I spoke to a candidate yesterday who said his interview process had taken 3 months and he was at his 8th stage! He'd spoken to one person twice and answered the same questions multiple times. Yes, the market is a bit chaotic at the moment and I see this every day. But companies shouldn't be taking advantage of this, and in many instances, I've seen that in the end, there wasn't even a job for any candidate. From the client's side, it can be equally frustrating. A bad hire can cost the company thousands of dollars and countless hours, especially in sales. While companies should aim to be thorough in their hiring process to find the best fit, there's a balance to be struck. Extending the interview process excessively, despite the need for careful evaluation, can lead to diminishing returns. Candidates become fatigued, and their enthusiasm wanes after multiple rounds of repetitive questions. This isn't just a hassle for them, it's a potential loss for us. Great talent may withdraw from the process, seeking opportunities elsewhere where they feel more valued and less scrutinized. Furthermore, drawn-out interview processes can signal organizational inefficiencies or indecision, potentially harming our reputation in the job market. It's crucial to streamline our processes, ensuring they are rigorous but also respectful of candidates' time and energy. So, while it's tempting to add more stages to "make the burger taller," perhaps it's time to focus on making it "wider", improving the quality of each stage and making the entire experience more satisfying for everyone involved. How long do you think an interview process should last? #recruitment #interviewprocess #jobmarket #hiring #jobsearch #candidates #efficiency #talentacquisition #businessstrategy #jobhunting

How You're Making Hiring Difficult For Yourself Check out these 5 different steps to improve your hiring process in the restaurant industry and make it easier for you. Let me know what ways you think these suggestions can be applied to your methods in the comment section below! https://lnkd.in/eZAfBJdD