JLM HR Consulting, LLC’s Post

During the hiring process, there’s a major missed opportunity in the way we use references. When you ask questions like: “what was your experience working with (candidate)?” “what would you say are (candidate’s) biggest strengths and weaknesses?” You get answers like this: “Great, (candidate) is a hard working, team player with a good attitude. I enjoyed my time with them. Can’t really think of any weaknesses because they were always a bundle of joy and pleasure to be around. You’re really getting a heck of an employee. They’re going to be great!” What is the point of this? Do you just want to confirm they know at least one person who is willing to join a 5 minute call to recite scripted answers? If you really want to get value out of these references checks, ask question like this: “what did you find was the best way to support them?” “what type of leadership do they respond best with?” “how do they like to be challenged?” “what type of responsibilities do they excel at?” Remember, if a candidate has made it to this point, you have already decided to hire them. Instead of confirming your decision, use this opportunity to learn how to make their onboarding experience has powerful as possible.

There are only ever two times to hire: • Too soon • Too late The cost of hiring too soon is lost capital. The cost of hiring too late is missed opportunities. Generally, the cost of missed opportunities is almost always greater than the cost of the lost capital. Who agrees?

Caution We Need to Take While Hiring a New Candidate ❌ ✅ As someone who has been involved in recruiting for a few years, I've come to understand the essential things every recruiter should consider when filling a gap and passing on the company's culture to the next generation. Many companies struggle with high attrition rates, and with candidates having multiple options, it puts both recruiters and managers under significant pressure. Here are the essential things a manager and HR need to check before they start filling a position: 1} Hire a person who is fit for the job 🧑💼: Ensure the candidate has the skills and experience required for the role. This not only helps in getting the job done efficiently but also reduces the chances of turnover. 2} Encourage employees and reward good performance regularly 🎉: Recognition and rewards boost morale and motivate employees to perform better. 3} Enhance team bonding and mutual trust 🤝: A strong team dynamic fosters collaboration and support, leading to a more productive and positive work environment. 4}Ensure that employees feel like a part of the organization’s mission and vision 🌟: When employees connect with the company’s goals, they are more likely to stay committed and contribute meaningfully. By focusing on these aspects, recruiters and managers can build a strong, cohesive team that aligns with the company’s culture and goals, ultimately reducing attrition and enhancing overall performance.

Bad companies 👉 Don't tell candidates that they failed Good companies 👉 Tell candidates they failed Great companies 👉 Give personalized feedback on WHY they failed Trust me, the goodwill and reputation for being a company with a great hiring process will compound.

As those who are hiring we can play a fundamental and direct part in narrowing the increasingly big skills gap we are faced with daily. We must stop chasing those unicorns and start affording those keen to progress their careers the opportunity to do so. Everyone's idea of the perfect hire differs, so by seeking out those with the potential to grow and develop into a position, not only are we inspiring, motivating and creating loyalty, but we are also growing successors and building capability in our organisations.

*** 5 great tactics for companies when hiring.. Companies - 1. Pre-approve everything! Don't let red tape hijack your recruitment process..be ready to hire FAST! 2. Be flexible and look beyond the obvious! Skills, experience and even certs are great but "who" is in front of you? Do they show a pattern of professionalism, loyalty, integrity, customer focus, teamwork, a great attitude, self-awareness and are they trainable?..ie. can you hire a slightly less experienced individual and mould them into exactly what you need? 3. Keep the momentum flowing and treat your candidates with respect - the biggest enthusiasm killer in this business is a long drawn out recruitment process without timely feedback..and it can also communicate a lack of respect and professionalism! 4. Sell the role, culture, management, benefits and career potential! Quality people have a choice and you have to make sure they make it favour of you..the tables have turned and in many cases it's now about what you can do for them! 5. Be prepared to pay what the market is asking for - it may not always be necessary to pay top dollar and some candidates will place value on many factors but $$ matter in this market and you have to be able to put your best food forward in order to secure talent before your competitors do!

The employee hiring and recruitment process can be lengthy and detailed. If you do it right, you'll find and hire high-quality candidates who stick around and represent your business professionally and competently. Jennifer Post | Business News Daily | Adam Uzialko . . . . . . #FoxDenConsults #HumanResourcesFox #HumanResources #OrganizationalChart #OnboardingFunnel #TrainingPrograms #Training #Coaching #Funnel #Management #FunnelVision #ManagedServices #ProductManagement #ManagementConsulting #TeamBuilding #Delegation #HR #FoxDenConsults #StaffingFox #Staffing #StaffingResources #JobPostings #JobDescription #EmployeeHiring #Interviews #StaffingAgency #Contract #TrainingProgram #TrainingDay #TrainingManuals #Job

Maybe you’re thinking about hiring an internal employee for your open position. Before you do, consider: - Another vacancy is created when you hire internally. - Unnecessary competition and bad feelings could be created. - Hiring from within might not bring the same fresh, unbiased perspective. Don’t miss out on industry-leading talent. Expand your recruitment horizons with Talent Solutions: https://bit.ly/479Igb4

Many companies hire someone for a specific role. But after a month of working, the boss want his employee either to resign or to do the work as assigned which the employee wasn't hired for saying this is for your growth. Isn't this a big lie to employee ? How can an employee who is hired for a specific role do other work assigned by his boss ? Isn't this unfair ? The first thing is if the boss doesn't have enough work to provide the employee, is it good to hire someone ? If he is hiring, why not provide the environment where he can grow on that specific task ? Or, if the Boss doesn't have enough salary to pay to employee then, why to hire someone ? It's better not hire than to make someone work like a slave. Clear rejection is far better than fake acceptance.

A wet and grey day here but Nicholas Eaton, MREC and I have got together to discuss recruitment pain points and the impact that having a vacancy can have on a business. Whether that’s the rest of your team picking up the extra work- often affecting morale, the cost of productivity and therefore profitability whilst you have a vacancy or the additional hours that hiring managers have to work to add recruiting/interviews etc into their already packed schedules. And let’s not forget the Internal Recruiters - I’ve been there! The dreaded feeling when you have another vacancy added to your never ending list. And they are all priority! The feeling of not knowing where to start and being spread too thin to feel efficient or effective! Anything that I’ve missed? What’s your biggest pain point when hiring?