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"Rockstar" 🎸 🤘 As in "We're looking for a rockstar {insert role title} to join such and such." I see this on descriptions and it's always kind of baffled me 🤔 . What is a rockstar and why do you want one? Personally, when I see it on a JD I think: 🔺 Someone with a huge ego? 🔺 Someone who needs to be the loudest voice in the room? 🔺 Someone who will only come to the office alternate Wednesdays and if they have a bowl of only cherry skittles 🌈 (they're the best) at their desk? Who wants to work with that person?! What is even more baffling is when I see the phrase "We only hire Rockstars"...if you only hire rockstars, who do you get to do those everyday and more mundane tasks that form part of any role (but are just as crucial)? The best people I've met aren't the ones who have massive ego's or consider themselves the smartest person in the room, they're the ones who: ✅ Roll their sleeves up and just get the job done ✅ Help others (often to the detriment of their own work) ✅ Have the self-awareness to know their own limitations and to ask for help when they need it These people also possess something that you see on job descriptions much less often... 🔷 HUMILITY 🔷. Not to be confused with a lack of confidence or conviction, humility is self-awareness and knowing that you're not infallible and personally, I'd rather talk to/work with candidates/managers/people in general with a little humility than who consider themselves a rockstar. 🤷♂️ Feel free to like/share if you agree....or call me out on it 😉 #talent #interviewing #talentacquisition #humility #tastetherainbow Back

In the current business landscape, operations and studio management roles are in high demand. Teegan E., a recent addition to Creative Natives, has already tackled three different operations roles in just two months. It's clear that operations is a versatile role, with unique requirements and responsibilities in each organization. If you're considering hiring for this critical role, we've got you covered. We've compiled a list of essential tips and checklists to ensure you make the right hire. Link to the blog in the comments ⬇⬇⬇

𝐅𝐨𝐫𝐠𝐞𝐭 𝐑𝐞𝐬𝐮𝐦𝐞𝐬! 𝐇𝐨𝐰 𝐍𝐞𝐭𝐟𝐥𝐢𝐱 𝐃𝐢𝐭𝐜𝐡𝐞𝐝 𝐭𝐡𝐞 𝐒𝐭𝐚𝐭𝐮𝐬 𝐐𝐮𝐨 𝐚𝐧𝐝 𝐅𝐨𝐮𝐧𝐝 𝐓𝐡𝐞𝐢𝐫 𝐀-𝐓𝐞𝐚𝐦 A few days back I read an article on "How to Hire, Chances are you’re doing it all wrong" by Patty McCord, who was the Chief Talent Officer at Netflix from 1998 to 2012. That is where I read this "𝐌𝐚𝐤𝐢𝐧𝐠 𝐆𝐫𝐞𝐚𝐭 𝐇𝐢𝐫𝐞𝐬 𝐈𝐬 𝐀𝐛𝐨𝐮𝐭 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐢𝐧𝐠 𝐆𝐫𝐞𝐚𝐭 𝐌𝐚𝐭𝐜𝐡𝐞𝐬" After reading that article I came across 𝐍𝐞𝐭𝐟𝐥𝐢𝐱'𝐬 "𝐀 𝐏𝐥𝐚𝐲𝐞𝐫" 𝐡𝐢𝐫𝐢𝐧𝐠 𝐬𝐲𝐬𝐭𝐞𝐦. Netflix is known for its unique culture and its focus on hiring "𝐀 𝐏𝐥𝐚𝐲𝐞𝐫". Tired of sifting through boring resumes and hoping for the best? Netflix ditched the status quo and built a kickass hiring system that finds hidden gems, not just paper tigers. 𝐇𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐠𝐢𝐬𝐭: 📌 𝐅𝐨𝐫𝐠𝐞𝐭 "𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞," 𝐚𝐬𝐤 "𝐖𝐨𝐮𝐥𝐝 𝐰𝐞 𝐟𝐢𝐠𝐡𝐭 𝐭𝐨 𝐤𝐞𝐞𝐩 𝐲𝐨𝐮?" They hunt for cultural fit and potential: the right attitude, not just fancy titles. Think judgment, communication, curiosity, courage, and passion - those are the real deal! 📌 𝐃𝐢𝐭𝐜𝐡 𝐭𝐡𝐞 𝐛𝐨𝐫𝐢𝐧𝐠 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬! Netflix throws 𝐫𝐞𝐚𝐥-𝐰𝐨𝐫𝐥𝐝 𝐩𝐫𝐨𝐛𝐥𝐞𝐦-𝐬𝐨𝐥𝐯𝐢𝐧𝐠 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐲𝐨𝐮𝐫 𝐰𝐚𝐲. And get this: 𝐲𝐨𝐮𝐫 𝐟𝐮𝐭𝐮𝐫𝐞 𝐭𝐞𝐚𝐦𝐦𝐚𝐭𝐞𝐬 𝐠𝐞𝐭 𝐭𝐨 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐲𝐨𝐮 𝐭𝐨𝐨! Everyone has a say in who joins the team - transparency level! 📌 𝐂𝐡𝐢𝐥𝐥 𝐨𝐧 𝐚 "𝐍𝐞𝐭𝐟𝐥𝐢𝐱 𝐯𝐚𝐜𝐚𝐭𝐢𝐨𝐧"? Yep, you read that right! Imagine hanging out with a potential teammate and seeing how you click outside the pressure cooker. This lets them see the real, relaxed you. 📌 𝐍𝐨 𝐀, 𝐁, 𝐂 𝐠𝐫𝐚𝐝𝐞𝐬: They categorize folks based on 𝐞𝐱𝐜𝐞𝐞𝐝𝐢𝐧𝐠, 𝐦𝐞𝐞𝐭𝐢𝐧𝐠, 𝐨𝐫 𝐟𝐚𝐢𝐥𝐢𝐧𝐠 𝐭𝐨 𝐦𝐞𝐞𝐭 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬. Simple, right? And since one size doesn't fit all, they 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐭𝐥𝐲 𝐚𝐝𝐚𝐩𝐭 𝐚𝐧𝐝 𝐢𝐦𝐩𝐫𝐨𝐯𝐞 the system based on data and feedback. 𝐓𝐡𝐞 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲? ✅ Focus on potential, cultural fit, and fun interview methods. ✅ Let your team have a say! Teamwork makes the hiring dream work. ✨ ✅ Be ready to evolve. Don't get stuck in a hiring rut! So, who's got the next What strategies have you found effective for identifying cultural fit in remote teams? #NetflixCulture #HiringTips #ThinkingOutsideTheBox #LetsTalkTalent

You need people on your team who you can trust. Who want to see you/your org succeed. Who push people out of their comfort zones in a positive way and move everyone toward their goals. Get yourself an Ashley Amber Sava. (As in, hire her, or, make sure you have an "Ashley" on your team-- professionally and personally). Ashley is: - Creative - Smart - Witty - Supportive - Curious - Determined - Clever - Focused - Flexible Not everyone will be fortunate enough to have the actual #ThatAshleyAmber on their team, but I feel fortunate to have her as part of my circle. So, if you're #hiring in #contentmarketing, #communications, or #community, check out Ashley's profile. And make sure that your personal and professional network are filled with people who help you be better and support you through the challenges that personal and professional life will throw at you.

🌟 Calling All Talent Magicians! 🌟 Are you a Talent Acquisition Magician ready to make your next move? Join our award-winning team at Phillip Jeffries, where we've been granted the title of "Best Place to Work in NJ 2023"! Here's the inside scoop: ✨ Workplace Magic: At PJ, we're all about turning the ordinary into the extraordinary, and you can be a part of our magical team. 🎉 Squad Goals: Our crew is like no other! We're basically a cool team of super heroes, with no capes required (though if you have one, we won't say no!). 🚀 Launch Your Career: We're not your typical 9-to-5. It's always an adventure, and your career is the star of the show! If you're the Talent Magician we're looking for, apply here: 👉 https://lnkd.in/g4Ybg3Ey Your mission, should you choose to accept it: 🔍 Source top-tier talent with a wave of your magic wand (metaphorically, of course). 🔍 Craft recruitment strategies that captivate and amaze. 🔍 Watch your career soar like a shooting star. Send us your application, and let's create some workplace magic together! #TalentAcquisition #BestPlaceToWork #JoinTheMagic #DreamJob #Hiring

The hiring and onboaring process speaks volumes to what a new potential hire is going to experience in their new role. Companies that do it right generally do it right from the start. Good communication, follow up conversations with the hiring manager through various interviews in the organization, transparent and honest responses to applicant questions and respect of the candidates time and feelings in an uncertain time as they navigate the their search for new employment is all vital to making a great first impression of the company and their values. As a hiring manager I take pride in representing the brand from start to finish. Sure we are all busy but this should not deter us from doing right by the company we represent in showing potential next rockstar employees what the company has to offer especially in times of great competition. So I ask you, what do you do to make your organization appear more desirable in the hiring process?

This is how it felt like, making a switch to being my own ‘boss’. Leaving a company that I still love wasn’t an easy step. However, I get reminded every day that I now can: ✨ Choose the content I post and have more creative freedom (also: MORE ANIME) ✨ Spend more time on the things that matter most for me. That means working on my body and mind, but also spending more time with family and loved ones ✨ Celebrate small successes. Not that I didn’t at my former job. But enjoying the sense of accomplishments that comes from building something on your own is awesome. ✨ Expanding my horizon by connecting with talent around the world and help them with finding their dream job Excited for what the future will bring for the the House of Talent.💖 #anime #recruitment #agency #hiring #content #crunchyroll

I'd love some feedback on this. At one point, temp agencies were a solution for employment. Basically, you sign up with them and become a potential candidate for short term assignments at companies. This work could potentially become a full time, ongoing positions if they retain you. This happened with several people I know. Temp work led to jobs and careers. But I'm not sure of their status now. Some in LA were known to be connected to specific studios. Here’s my old list: the Friedman Agency, Randstad (for Paramount & Viacom), Eleventh Hour (Lionsgate), AppleOne, and Ultimate Staffing. Any updates? #mediacareers #students #entertainment #tempagencies

After 4 layoffs, looking at job descriptions just hits differently. I’ll tell you why: The amount of job descriptions I see for Producer that include a gamut of other skills needed is often so beyond the scope of what a traditional Producer does - and in each company it varies so drastically I used to think it was fun when job descriptions had a bit of personality - now I just find it annoying The amount of times I see remote in the job description and then by the end of the post I see that it is “remote in NYC” -  that’s not actually remote Producers are often creative project managers - which does not include editing video or social media management, yet the amount of times I see this added to the job description for a $70k or less salary just tells me that you don’t want to hire a team for specific roles The salary range shouldn’t look like this $31k-$100k - a salary range is $65k-$75k What else about job descriptions needs to change?? #producerroles #producers #videoproducer #jobdescriptions #hiringmanagers