Jeff Lewis’ Post

Are you struggling with finding ways to manage negative feedback on review platforms? Ignoring the comments is NOT the answer. It's critical to be proactive and consistent in addressing the reviews in order to avoid further damaging your employer brand. Check out this new Monster Hiring blog post for more tips from though leaders like Ursula Mean, CEO & co-founder of InHerSight.

Are you struggling with finding ways to manage negative feedback on review platforms? Ignoring the comments is NOT the answer. It's critical to be proactive and consistent in addressing the reviews in order to avoid further damaging your employer brand. Check out this new Monster Hiring blog post for more tips from though leaders like Ursula Mean, CEO & co-founder of InHerSight.

Are you struggling with finding ways to manage negative feedback on review platforms? Ignoring the comments is NOT the answer. It's critical to be proactive and consistent in addressing the reviews in order to avoid further damaging your employer brand. Check out this new Monster Hiring blog post for more tips from though leaders like Ursula Mean, CEO & co-founder of InHerSight.

Are you struggling with finding ways to manage negative feedback on review platforms? Ignoring the comments is NOT the answer. It's critical to be proactive and consistent in addressing the reviews in order to avoid further damaging your employer brand. Check out this new Monster Hiring blog post for more tips from though leaders like Ursula Mean, CEO & co-founder of InHerSight.

Are you struggling with finding ways to manage negative feedback on review platforms? Ignoring the comments is NOT the answer. It's critical to be proactive and consistent in addressing the reviews in order to avoid further damaging your employer brand. Check out this new Monster Hiring blog post for more tips from though leaders like Ursula Mean, CEO & co-founder of InHerSight.

As a founder, one of many reasons behind building your personal brand is to attract top talent. One underrated way to achieve that goal is by publishing employee testimonials. It's not just about showcasing your achievements; it's about showing what it's like to work with you. That's where employee testimonials come in. These aren't just nice-to-haves, they're essential for building your reputation as a leader people want to follow. Think about it: potential hires are looking for more than a job. They want a place where they can: thrive, learn, and make a real impact. Employee testimonials give them an inside look at: your company culture, your values, and your leadership style. When your employees rave about their experiences, it speaks volumes. It shows that you're not just a boss, but a mentor. It proves you create an environment where people feel valued, challenged, and empowered. So, how do you leverage employee testimonials for your personal brand? > Start by encouraging your team to share their experiences on platforms like LinkedIn. > Ask them to talk about specific projects, challenges overcome, or lessons learned. > Their voices will resonate far more than any marketing message you could craft. > Feature these testimonials prominently on your company website and LinkedIn. > Use them in your recruiting materials and during interviews. Let potential hires hear directly from your employees why your company is a great place to work. By consistently showcasing employee testimonials, you'll attract top talent who are not only impressed by your achievements but also excited to be part of your team. And that's a wow-wow for everyone. Share your thoughts about employee testimonials. PS: That's me back in 2017 😁 #employeetestimonials #buildingabrand #personalbrandingtips #ghostwritingservices

🗣️We ant got a recruitment problem, we have a culture and values problems🤯🤯 Are you Joking Luke, we are constantly advertising 🤯🤯🤯😳😳😳 ✅I know this, because there are millions of recruiters on LinkedIn! If they want finding people there wouldn't be a job for them! (Joking) ➡️The problem is culture and values! Once that person signs on the dotted line! How are you going to ensure you retain them? ➡️Yes, there is all the typical stuff! Induction, top of training when you identify an issue(reactive), supervision, team meetings and so on! Here is my tip! ➡️Do what your mission statement says, I see all the fancy Canva designs and glossy images saying what the organisations values and beliefs are! ➡️So just do them! It would solve loads of your problems! Here is mine! 1️⃣Kids first 2️⃣Team 3️⃣Update records 4️⃣AOB (Get it wrong, learn, start again!) ➡️But if your not practicing them then people see through them quickly and become disillusioned about what they signed up for! In addition: ➡️We should recognise newly qualified registered managers(NQRM, just made that up, guess how I thought of it 🤔) they need protecting as the future leaders of this sector, not running into the ground! ➡️ It not a standard, YET! ( Not sure if it ever will be) But doesn't stop your own organisation putting this in place and protecting them! ➡️Here is what someone said, who is Proper Smart! Brené Brown⬇️ 😳“One reason we roll our eyes when people start talking about values is that everyone talks a big values game but very few people actually practice one. It can be infuriating, and it’s not just individuals who fall short of the talk. In our experience, only about 10 percent of organizations have operationalized their values into teachable and observable behaviors that are used to train their employees and hold people accountable. Ten percent🤯🤯🤯 😳If you’re not going to take the time to translate values from ideals to behaviors—if you’re not going to teach people the skills they need to show up in a way that’s aligned with those values and then create a culture in which you hold one another accountable for staying aligned with the values—it’s better not to profess any values at all. They become a joke. A cat poster. Total BS.”

Discover the science behind finding the perfect personality fit that enhances company culture while possessing the necessary skills for success. 🧠💪 According to Wesley Lieser, VP at Versique Search & Consulting, personality hires truly contribute to organizational culture. 🤝✨ Learn how to identify the right candidate during the interview process. Look for compatibility in interests and values to foster a harmonious work environment. 🌈🤔 Read the full article here: https://lnkd.in/enxgBv95? Let's hire personalities that fuel positive workplace vibes and drive success! 💼🎉✨ #HireForCulture #TeamFit

NCD’s 11 step guide to hiring the very best people in the world! Bringing on the best people is the surest way to succeed. We have hired more than 50 people in the last 18 months and are on the journey to continuously improve the process of attracting the best people and accelerating their growth. To NCD, “best people” means super-smart, kind, great problem-solvers, growth-oriented and fast-moving. 1. Almost 100% of our future employees will check out our Glassdoor reviews, Google reviews, BBB reviews and Linkedin posts. Senior candidates will spend a couple hours consuming everything they can find about our company online. You may be able to game one platform on a short-term basis, but if you really want to attract the best, you need to earn a real reputation from your customers, employees and partners. Obsess over your reputation 2.Referrals from people you trust are worth everything. Send amazing thank-you gifts for referrals 3. Job descriptions infused with personality. All our jobs start with- Life is too short to work with jerks! It doesn’t weed out the jerks from applying, but it does serve as a tuning fork to help find good people 4. Make sure the first touchpoint with HR is smiley, happy, warm and loving and can authentically tell your story. Shout out to Andie Barrera, she is the best! 5. Screen for red flags, be willing to look past them initially. We all have wounds and cannot make progress if we are judged based on our worst days, and red flags can bite you when ignored, recognize and contend with the paradox 6. Use the Wonderlic or other assessment to test for cognitive, emotional intelligence and more. Add in assessments from Leadership Alliance for all executive positions. Use skill tests for some roles. Xobin helps to ensure high level skills and we will build our own assessments for technical roles 7. Focus interviews on evidence of continuous growth and grit outside of work 8. Screen for the right energy fit. Background, orientation, politics and other things don’t matter. Emotional energy match, pace/speed fit, warmth and quick to laughter are where its at! Candidates should meet with at least three team members 9. Follow-up and be transparent about the lengthy process. Never rush the process even if desperate, it leads to a worse outcome than the pain of a big hole in the lineup 10. Right butt, right seat, right time. I have a list of more than 30 people that I have my eye on. We don’t always have the right seat, right budget or right time for the right butt, but treating people well and letting them know you want to work with them one day increases the surface area of luck that the timing might work one day 11. Close the deal! You can't delegate this. Hiring Managers up to the CEO need to stay involved in every step. When you have someone amazing, you need to sell them on why this will be their best career move. Get creative with comp, professional development, non-obvious perks and make the hard sell!

Are you struggling with finding ways to manage negative feedback on review platforms? Ignoring the comments is NOT the answer. It's critical to be proactive and consistent in addressing the reviews in order to avoid further damaging your employer brand. Check out this new Monster Hiring blog post for more tips from though leaders like Ursula Mean, CEO & co-founder of InHerSight.