Louise O.’s Post

In the early stage of starting a company, the highest leverage decisions you’ll make are the people you hire. So be intentional about who joins your team. This reminds me of one of my early-stage hires at Shortcut… I had already worked with him prior and knew he’d be a great fit for the team. He was interested in joining - but with a caveat: He was expecting a baby in the coming months and would need 6 weeks off soon after coming on board. Without hesitation, I told him we’d work it out. Well, fast forward to today, and that employee is still with the company over 9 years later. He’s the longest-serving member of the company other than myself. When you have a chance to bring someone truly special onto the team, go the extra mile to make it happen. One early stage hire can have a lifetime impact on your company’s trajectory.

You've already tried to hire and it's been an epic failure. You ended up with someone who over-promised and under-delivered, was completely unqualified, lacked experience or just wasn't motivated. It's incredibly frustrating and it's costing you time, money and potentially clients. It's also left you hesitant to hire again. The truth is, you're not a professional recruiter so you don't know all the tools and tricks. That's where my Rockstart Recruitment Bootcamp comes in. It's a FREE 5-day event that will show you all the best practices so that you can find the Rockstar you need to grow your business. You'll learn how to: 👉 Create a killer job description that attracts the perfect person. 👉 Plan your strategy so it's effective and efficient, maximizing your efforts. 👉 Design the right questions so you will feel confident you've got the right person to add to your organization. 👉 Build an onboarding plan so you get your new Rockstar up to speed and contributing right away. We'll do all of this while having fun, sharing a few laughs and ensuring you have the right leadership mindset so you can feel supremely confident moving forward. The fun all gets started on April 1st @ 10am MST. Click here to reserve your spot in the bootcamp today! https://loom.ly/otOBFpE

It's Jan 12th, the start of a new year and a new quarter. But for organizations looking for talent, it's already Q2. By most counts, it takes months for new hires to ramp up in their roles. That means the individuals applying today, won't be fully productive in their roles until April, and that might be generous. If you're looking to grow your organization in 2024, you need to start your hiring plan yesterday and get moving, because, in some ways, Q2 is already here. #talentacquisition

📢 Exciting News! 📢 Join us on July 17th at 1 PM CST ifor "Untapped Talent: Session 2 - Skills-Based Hiring." This session will delve into the advantages of skill-based hiring and highlight the benefits of considering alternative pathways to skills development, with a focus on STARS (Skilled Through Alternative Routes). This is a fantastic opportunity to engage in an open dialogue and meaningful conversation about how hiring STARS can contribute to diversity, resilience, cost-effectiveness, reduce bias, and promote innovation within our workforce. Don't miss out on this insightful presentation! RSVP by July 12th using the QR code in the flyer. Let's work together to create a more inclusive and effective hiring process. #SkillsBasedHiring #Diversity #Innovation #WorkforceDevelopment #STARS #Persevere #Hiring #TalentDevelopment #RSVP

We get asked this question a lot, so we thought we would share one of the resources on RecOps Stratgy! So how much should you be getting paid in Ops. Of course there a number of nuances to the answer such as: - Experience - Entry path to the role - Business Size - Complexity of the role Want to know more? Part of our Career Planning Portal gives you invaluable resources to understand what the difference is between each role, what additional responsibilities you should be taken on, and tips for how to get the conversation started! Check it out today! #operations #recruitmentoperations #salarybenchmarking #careerplanning

We get asked this question a lot, so we thought we would share one of the resources on RecOps Stratgy! So how much should you be getting paid in Ops. Of course there a number of nuances to the answer such as: - Experience - Entry path to the role - Business Size - Complexity of the role Want to know more? Part of our Career Planning Portal gives you invaluable resources to understand what the difference is between each role, what additional responsibilities you should be taken on, and tips for how to get the conversation started! Check it out today! #operations #recruitmentoperations #salarybenchmarking #careerplanning

As I stop and look at my kids and their journey's, I get details from them and watch them change especially with each new school year. My middle school kid is with a group of close friends, that work together on anything they can, as they are in sync and have a rhythm. The culture of 6th grade that the kids and school created was working for all of them. Everything was great. Now my middle child has moved into 7th, and the culture of this grade is a little different then before and one of the team is now being labeled the "Friendnemy" #friendnemy as they have become a new stressor, obstacle and hindrance to the rest. This person seems to be focusing on different things, misaligning the team. As a mom, I have to help explain the changes to a 13 year old from the sidelines of information brought to my attention. But isn't what he is going through the same as the culture of one company being one way, and then another company having a different culture. What worked in the one for my son and his friend team, is no longer working in a different environment. We see this throughout the corporate world, as an employee is a great fit for company XZY, and is hired at ABC only to find its not working out. What if we had a way to know who would fit into what corporate culture better than another, through their competencies, skillsets, and professional traits. Fama Technologies Inc. is innovating products that give you this information, so you can have the best picture of all your candidates throughout the hiring cycle in the world of candidate screening. Now as my son would say, why can't we have something like that to help keep the drama and stress of middle school down! If you want to know more, check us out at Fama Technologies Inc., or DM me for more information.

If you suspect there is a reason you are not getting hired....Not getting hired does not validate your suspicion. But your steadfast belief in why you are not hired could keep you unemployed longer.... The fact is we are hired for 3 reasons: - We bring value. - We fit the culture. - We are likable. By keeping this in mind while we search, we end up where we should be. You can manifest your own reality by believing some other reason holds you back, but it may just be a self-fulfilling prophecy. We should also consider that just because we don't know how to do something today, it does not mean we cannot learn it tomorrow and come back again later. The only time we stop growing is when we choose to stop learning.

🌞 You deserve a break this summer! 🌞 Here are 7 top hacks for why starting your recruitment process sooner rather than later has so many benefits: https://bit.ly/3xMbwcj 1⃣ **Get Ahead of the Competition** - Early bird gets the worm! 2⃣ **Wider Talent Pool** - More, diverse options to choose from. 3⃣ **Better Candidate Experience** - No rush, no stress. 4⃣ **Improved Onboarding** - More time to integrate new hires. 5⃣ **Cost Efficiency** - Early planning saves resources. 6⃣ **Increased Offer Acceptance** - Candidates appreciate promptness. 7⃣ **Future Planning** - Set yourself up for success! https://bit.ly/3xMbwcj Start early, reap the rewards! 🚀 #recruitment #toptalentpool #efficiency #stressfree #membershipsector #toptips

January is hiring prime time Here's why and how to handle it Why: 1️) The start of a new year makes people reflect. What went well? What do I want? Etc. For many, that also involves looking at their jobs. Questions like: - Am I still happy at work?  - Am I advancing my long-term goals?  - Are I intellectually curious about what I’m working on? 2) Managers, like employees, do EOY evaluations. They might decide to let go of underperforming employees or feel they desperately need that extra rep. Result ⟹ More vacancies. 3) We’ve all had our fair share of QBRs, so no surprises here: companies also evaluate their plans. They set new goals and decide to scale up or down, impacting hiring needs drastically.  If scaling is a go, people and companies tend to be anxious to get started. Increasing hiring needs at the beginning of the year. So, what can we do to survive the busy start of the year? ➡ Once the busy season ends, you can implement those improvements throughout.