KeyHRinfo’s Post

How can you stand out to Hiring Managers for top Global Mobility roles? The answer isn't one-size-fits-all, as the key skills can vary widely depending on the company and its unique needs. I had a great time chatting with Lucy Mason GMS on the PerchPeek Pods where she shared some golden nuggets! While technical skills and experience are crucial, Lucy highlights that personal attributes such as -Drive -Passion -Empathy to drive mobility forward in an organisation are equally important. It’s about finding a balance between solid business acumen and the personal touch that supports and inspires employees through their mobility journey! Don’t miss out on this discussion about the evolving landscape of global mobility recruitment, mistakes to avoid in the process and learn what hiring managers are truly seeking. Catch the full episode of PerchPeek Pods #27- with Lucy Mason, Recruitment Director, Corporate Resources Recruitment Ltd : Cracking the Global Mobility Job Market What challenges have you faced while applying for top GM roles? Share your thoughts! #GlobalMobility #Recruitment  #Softskills

Want to make your job ad stand out and attract top talent? Here’s our top two tips: 1. Showcase Your Company Culture: Highlight what makes your company unique and why it’s a great place to work. Share insights into your company culture, values, and what your current employees love about working there. 2. Emphasize Growth Opportunities: Top talent is always looking for ways to grow. Mention the training, learning opportunities, and career paths available. This can make your position more attractive to ambitious candidates. If you're looking to enhance your recruitment strategies, let us know! #CompanyCulture #TopTalent #RecruitmentStrategies #TalentAcquisition

A couple tips to attract top talent!

Are you struggling to attract top talent in 2024? 📉 The job market is evolving, and candidates' expectations are changing rapidly. Don't miss this insightful video interview where Jenna Alexander discusses what candidates truly need and what employers must do to secure the best talent. 🏆💼 Watch the replay now and stay ahead of the curve! 👇

Are you struggling to attract top talent in 2024? 📉 The job market is evolving, and candidates' expectations are changing rapidly. Don't miss this insightful video interview where Jenna Alexander discusses what candidates truly need and what employers must do to secure the best talent. 🏆💼 Watch the replay now and stay ahead of the curve! 👇

Are you struggling to attract top talent in 2024? 📉 The job market is evolving, and candidates' expectations are changing rapidly. Don't miss this insightful video interview where Jenna Alexander discusses what candidates truly need and what employers must do to secure the best talent. 🏆💼 Watch the replay now and stay ahead of the curve! 👇

In recent observations, it’s become apparent that while many companies publicly advertise job openings, the reality often leans towards internal selections. This practice, while understandable from a business continuity perspective, raises questions about the genuine openness of opportunities for external talent. It’s crucial for organizations to reflect on the implications of this approach, not just for potential candidates but for the company’s own diversity and innovation. External candidates bring fresh perspectives, new ideas, and diverse experiences that can propel a company forward in unexpected and beneficial ways. I encourage a dialogue on how we can create a more inclusive and transparent hiring process that truly considers the value external candidates can bring. Let’s explore ways to balance internal growth opportunities with the invigorating potential of outside talent.

There's one simple thing we may be able to do to find that top talent everyone wants for their organization: Focus on the meaningful nature of the work. Here's why ⬇️ In a survey by McKinsey & Company that focused on the public sector, more than 40% of employees said they value the meaningful nature of their work. This suggests that emphasizing the impact and purpose of public service jobs could be a key strategy in recruitment efforts. Some of our clients have found that changing the language in their advertising and marketing materials to highlight the meaningfulness of the work has improved the quality of their candidate pools. Has this strategy made a difference for your organization?

❗ Seeing as everyone is talking about these too, thought I would stick their picture on my post for more attention and reach ❗ 👀 At ii Connection, we understand that your company’s success hinges on having the right team in place. Whether you’re scaling rapidly, filling a critical role, or seeking niche expertise, we’re here to connect you with the best talent in the industry. Why Partner with Us? ✅ Vast Talent Pool: We have access to a diverse network of professionals, from entry-level to executive roles, across various industries. ✅ Tailored Recruitment Solutions: We take the time to understand your business needs and culture, ensuring that we match you with candidates who not only have the skills but are also a perfect cultural fit. ✅ Speed & Efficiency: Our streamlined processes and industry expertise allow us to quickly identify and present top candidates, so you can focus on what you do best—running your business. 📞 Contact us today to discuss your hiring needs and discover how we can support your recruitment efforts. Danyal.mian@iiconnection.com Giusy Commendatore Anna Moss Joseph Thomson

Employees on the hunt demand more.  More creativity... More engagement... More connection with your company culture. And you get that 'more' with recruitment videos that give potential candidates a real glimpse into what it's like to be part of your team. Whether you're a small business or a large enterprise, the goal remains the same - to attract top talent who aligns with your mission, vision, and culture. 🟠 If you're not sure where to start with a recruitment video, browse this new blog that will answer your frequently asked questions - https://buff.ly/4aAYdt3