Liz Thornhill’s Post

Employers need to understand what attracts quality vs quantity. If you're not finding the right candidates, look at your current employee pool! Stop passing out job titles just because it's a warm body to fill the position.

Ready for your job descriptions to stand out in the competitive wine industry job market? Our latest newsletter dives into crafting purposeful descriptions that attract top talent. From clear job titles to highlighting benefits for applicants, learn expert insights and tips to optimize your hiring process. Subscribe now for exclusive HR wisdom tailored for you ➡️ https://ow.ly/fsYn50QyUVh #WineJobs #HR

To those Seeking Jobs After College, Katrina Kibben has great advice to get Hired Faster. Update your LinkedIn profile. Make sure it sounds like you and talks about what you want to do. All job titles are made up. That means one place calls it one thing and another calls it something else (generate some alternative titles). Set alerts for job titles so you can get any new gigs delivered straight to your inbox. Timing matters. Practice interview questions. Rehearse the standard questions and practice answering in a standardized way. You can negotiate salary. No one is going to rescind your offer because you asked for more money. https://lnkd.in/gp5wwD4H katrinakibben.com/  threeearsmedia.com/ (Company)

Just a random thought, but when I've looked for jobs in the past I've often seen listings which were needlessly inflated by HR before posting. Stuff where the hiring manager wrote up the listing saying the candidate needed, say, three years of experience with a technology. And HR said "Nah, we're going to require seven years. And also require these four other things which are not part of the original position." And one could speculate why, but I've never seen what I considered an honest answer. Obviously it results in that old trope of expecting someone to have more experience than is physically possible "Oh, we're looking for people who were using the *beta* version!" and it frustrates the hiring managers. But the thing I'm thinking is, it also means frequently if an applicant actually meets the listed requirements they're *wildly* overqualified and a really bad fit for the job. I do confess I wonder if there's a breakdown for how often this happens, but I don't imagine there's a real answer to "How often does HR make up stuff for job postings?"

Ready for your job descriptions to stand out in the competitive wine industry job market? Our latest newsletter dives into crafting purposeful descriptions that attract top talent. From clear job titles to highlighting benefits for applicants, learn expert insights and tips to optimize your hiring process. Subscribe now for exclusive HR wisdom tailored for you ➡️ https://ow.ly/N18w50QyUVg #WineJobs #HR

Years of experience do not always equal quality of experience. Too often, we focus on how long someone has been in an industry or a just title instead of instead of whether or not the person has the relevant experience we need them to have to be successful in our open role. From a hiring standpoint, it’s not an easy adjustment to make. You have to be willing to retrain yourself on how you evaluate candidates. In some cases, you may have to shift the culture on your team or in your company. In some organizations, it could be how salary bands are set up for roles or internal politics/culture. In others, it could be as simple as "that's the way we've always done it." If you or your recruitment team are passing on people interested in your role based on years of experience alone (especially without speaking to them to vet their experience first), you could be passing on many junior people who can do the job and want to grow with you.. On the other hand, if you cap the number of years of experience you’re looking for, you will overlook a lot of senior people who are willing to take a step back because they want to contribute to a team. Focus on the experience the person brings to the table and not whether or not they check the box for X number of years doing it. You might find it opens your candidate pool and makes recruiting for your open roles easier.  Worst case scenario, you build your network and a pipeline for future needs. Thoughts or questions? Leave them here or send me a DM/email.

Once a quarter I share the latest job market insights in my LinkedIn Newsletter.  Insights like… ➡️ Location shifts ➡️ Disjointed salaries ➡️ Job market micro trends ➡️ The rise of cautious hiring practices ➡️ Why we’re seeing more roles with a need for employee relations experience ➡️ The changing expectations of candidates and if the current job market really is a good one The next update is due in Q3, make sure you’re subscribed so you don’t miss it 👇 https://lnkd.in/ep3Yr8tx

When you're applying for a new role, who sees your application? ❓ The company's HR Department. 👨🏻💼 Understanding the HR Department and their strategies can help you make it to the top of their list for interviewing and job offers. 🔍 Our latest blog, ""7 Harsh Facts About the HR Department,"" goes in depth to help you understand the strategies they use and how to survive them. 🔥 Check it out at https://rpb.li/yOQq #jobseekers #jobsearch #jobsearchtips

COUNTER OFFERS🙃 According to the Wall Street Journal, 60% of employees receive a counter offer when they turn in their resignation letter. It's never a good idea to accept a counter offer and here's why: - Your current employer will question your commitment and loyalty to their business - You will miss out on professional development and new opportunities that you was going to get by not changing company - You could damage your job search and reputation for the future by wasting companies time - The reasons that you had to begin the search in the first place, WILL NOT GO AWAY after accepting a counter offer😂 Interested to know, have you ever accepted a counter offer and how has it worked out for you? #counteroffer #recruitment

We blame other candidates for “backing out offer”, “not accepting call post offer accepted” or       “ negotiating with current employer “ not informing till date of joining about not joining” or “ ect., but are we aware about what we as  Human Resources community, which is no exceptions. In senior-level recruitment, especially for HR positions, professionalism and commitment are crucial. Senior HR professionals serve as role models, yet an increasing trend of renegotiating terms after accepting job offers raises concerns about integrity in the recruitment process. Common reasons include tempting counteroffers from current employers, overlooked financial implications like forfeited bonuses, and extended notice periods. Questions for HR candidates include:   ·      Did you not conduct due diligence before accepting the offer? ·       Don’t you think changing terms after agreements is unprofessional and reflects poorly on your ethics and reliability? ·      Can we not discuss potential concerns openly to avoid last-minute surprises? Such non-committal and unethical behavior is disappointing, and should such candidates be blacklisted from HR roles? What are your thoughts on this issue? #HR #Recruitment #Professionalism #Integrity #HumanResources #Leadership #WorkEthics #JobOffers #Hiring #CareerDevelopment #CorporateCulture #HRwithHC