Laura Moetz’s Post

Hiring: It's not just about finding the right talent, it's about creating a successful team. Remember that feeling when you realize you’ve hired the perfect candidate? That’s the magic of a successful hiring process. But getting there isn't easy; It involves understanding your company's culture, Defining clear roles and responsibilities, And most importantly, recognizing the potential in a candidate. So next time when you are hiring, Don’t just look for the right skills, aim to create a team. What’s your secret recipe for a successful hiring process? Comments are open! #hiring #recruiting #team_building

Hiring Manager: Your Rejected ❌❌ Me: 😵 Why? Hiring Manager: Looking rude in LinkedIn Profile Picture! Me: Thanks for making me to give a good pose to camera. What is your thoughts on this? PS: Hiring managers won’t base their decisions on your LinkedIn profile picture when hiring you!

🆘 Please help me do some good, #LinkedIn network. For everyone in #humanresources and #recruiting impacted by #layoffs and #opentowork David Marr, CIR, CSSR has shared a list of 80+ current openings. 🚀 Let this posting be the rocket fuel that helps you land your next #dreamjob (especially our friends from #indeed). Thanks in advance to everyone for liking, commenting below (to expand reach) and taking 30 seconds to repost to your #professional #network. 🗣 ❤️ Let's help change some lives. 🙌🏼 #hiring #layoffs #hiring #hiringnow #job #jobs #networking #future #innovation #hr #hrtech #indytech #remote #hybrid #office #recruitingjobs #innovation #technology #sales #healthcare #finance

Hey Hiring Managers👋- How can you tell when someone is a good fit or not? Well, the number one way I answer that question is this: I tend to find people who focus more on what they have accomplished previously than what they can do for your business - for me, they stand out among the rest. In this modern technical world, it's easy to sound bigger and badder than you really are. But you can't fake facts. When people focus on their accomplishments it leaves little room for wonder on what their potential impact on your organization could be. 👉So - what is one tip or trick you have for cutting through the clutter with potential candidates? #hiring #hiringnow #hiringtrends

Looking for your next recruitment job? 👋 There’s two important things that matter: ✅ Firstly recruiting in a 𝐦𝐚𝐫𝐤𝐞𝐭 you’re passionate about. ✅ Secondly, the 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐜𝐮𝐥𝐭𝐮𝐫𝐞. Culture shouldn't mean "fitting in". It's about being your authentic self. Being part of a team with the flexibility to manage your own time. ESP partner with thriving SaaS companies They create tech to make world a better place. Our mission is to help them. Sound like a fit? 𝐖𝐞'𝐫𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐰𝐨𝐮𝐥𝐝 𝐥𝐨𝐯𝐞 𝐭𝐨 𝐡𝐞𝐚𝐫 𝐲𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐲! 

🔍 What if the secret to boosting your team's power isn’t about ticking all the boxes? Tech Companies need to remember that perfection is subjective and constantly evolving, and what may seem perfect today may not be tomorrow. Curious? Click to discover a new hiring horizon: Rethink Perfect Hiring https://lnkd.in/dnJ_pDY3 #techhiring #InnovationRecruiting #RethinkHiring

Hiring the perfect candidate is a transformative experience for any organization. It’s not just about the impressive resume or stellar qualifications; it’s the intangible qualities that truly set them apart. From the moment they step into the role, there’s a palpable energy and enthusiasm that radiates. The perfect candidate seamlessly integrates into the team, bringing a unique blend of skills, adaptability, and a genuine passion for the work. Their contributions go beyond the job description, positively impacting the workplace culture and fostering a sense of collaboration. Recognizing that you’ve hired the perfect candidate is like unlocking a door to a future of innovation, productivity, and overall success.

"We will only hire people that currently have a job." "No job hoppers." "We only hire top performers." "They need to have hit quota consistently." I've heard all four of these quotes directly from companies recently and if you apply them all the candidate pool starts to get pretty small. Hiring managers, keep in mind: Long tenured top performers who have a job where they've consistently hit quota ain't looking to jump to your org, FYI, no matter how great the free coffee is in the break room (ps they'd rather work remote anyway). I mean I get it. Hiring managers, CEOs, etc want to set a high bar for hires. They want to tell their investors how strict they are. They only want to hire 'A' players. Turn over some rocks, give folks an opportunity. 700 go to market jobs hiring now (entry level to sr, remote and in office) https://bit.ly/3QLpphe

The balance between hiring for an immediate need and supporting a long-term vision is a delicate one. I'm not sure that I have it figured out just yet, but I will say that having a quarterly hiring plan that we set at the end of the previous year does help keep the vision at the front of my mind while I'm in the flurry of hiring. How do you think about immediacy vs. long-term vision when you are #hiring?