Maggie Rice’s Post

I dedicated 15 years to the recruitment industry, assisting organizations in assembling outstanding teams, before deciding to establish my own recruitment business. I was unsure of going solo and yet I did. I was a person that always enjoyed Making HR magic happen behind the scenes. I admired the way top recruiters connected the right talent to the right roles. I thought, being an HR expert was like being the matchmaker behind successful careers. True, right? Because in corporate, I got to help amazing companies build amazing teams. The day came when I had to turn my expertise into new opportunities by showing up on LinkedIn every day. (A mentor helped me see my potential). I had to hustle daily and it was very uncomfortable. I didn't know where to start, so I spent hours researching, daily I had to stay up late strategizing and networking And now, here I'm, helping companies find their perfect hires. And people are recognizing me on LinkedIn. When you’re all set to elevate your hiring process, I'm here to assist.  If you're an employer aiming to assemble an exceptional team, drop me a DM and let's explore how I can help you secure the ideal candidates! #hiring #hr #recruiter #chennaijobs #jobs

Many people consider career changes for various reasons, seeking new challenges or better opportunities. But is it really a good idea? 🤷♂️ Swipe right to discover more and find out if it’s the right choice for you! — #LuminareConsulting #HirewithLuminare #Hiring #HiringNow #RecruitmentAgency #Recruitmentconsultant #recruitment #recruitmentfirm #Recruiting #TalentSearch #Headhunting #talentacquisition #HR #Hiringmanager #HRD #Humanresources

Recruitment isn’t  just about filling spots;  It's about connecting talent with opportunity. It’s about decoding the complexities of human potential and company needs. Just yesterday, my colleague faced a difficult situation. She had to break the news to a candidate that he was not selected for a position he applied for. “How can someone else get hired when I’m more qualified? I will take strict action against your company for this.” Understandably, he was upset but his frustration turned into rudeness, and it took a significant emotional toll on her. Balancing what clients want and what candidates dream of is a major challenge. We hustle to meet our clients’ needs while rooting for candidates' big dreams. Yet, it’s not always possible to have the best of both worlds. Let's be real, hiring decisions are about more than just what’s on paper. As recruiters, we often find ourselves caught in the middle, balancing empathy and professionalism. We handle those tough conversations, offer guidance, and sometimes bear with the brunt of disappointment. It's challenging, but we're in it to create positive outcomes for everyone involved. –To those with the “Hiring” badge; each hire is critical, and the stakes are high. Let’s have each other's backs and recognize the emotional rollercoaster this job can be. –To those with the “OpenToWork” badge, we feel your struggles and frustrations. Rejection is tough, especially when you know you have so much to offer. But let’s strive to approach these interactions with understanding and respect. Together, we can make the recruitment journey more gracious and successful for all. We’re here to support you, and help you land where you’ll truly shine. CC: Shreya Silky #OpenToWork #Hiring #CareerGrowth #HumanResources

I have seen many companies having high hopes to attract top talent with an employee referral program and then failed to reap the rewards…To successfully leverage your employees' networks to join your business, several key factors must be in place: 👉 Engaged Workforce: A highly engaged workforce with happy employees is essential. If you lack data to support this, it's best not to proceed. 👉 Leadership Support: Top-level leaders must be committed to this initiative to ensure necessary resources and budget. 👉 Marketing Expertise: A marketing expert should be responsible for setting up channels, messaging, and the top-of-funnel process, not HR or recruitment. 👉 Tailored Process: The standard recruitment process does not apply to referrals. Consider a dedicated resource to manage the referrals, not internal recruitment. 👉 Communication: Providing a positive experience is crucial. Not every referral will get a job. Communication is key to nurturing the community as well as to the person who referred (reputation) 👉 Community Building: Referrals are about building a community, which requires constant nurturing. You might ask yourself but where is the incentive scheme in this? Most companies think about what they need to pay first… I suggest to think about this last. Research suggests that the incentive itself is not important in comparison with the factors above. ⁉ Questions; What experiences have you made with employee referral programs? #hiring #employeereferral #talentattraction #recruitment

I'm #OpenToWork - please like share, and repost. It's Friday. Good week. Network - I'm continuing with reach outs, phone calls, emails and all of the above to reach decision makers right as roles are getting ready to post, stay on the radar for HR/Recruiting/Sourcing roles OR the other option is the eco-system surrounding the Human Resources space - HR Tech Vendors, PEOs, & Recruiting Tech. All of these career options are on the table for me. Network will you share this post? I appreciate any and all help with visibility in getting my message out for my next role. I'm hoping to land in a contract recruiting role OR Perm HR/Recruiting and/or HCM Tech/Recruiting Tech Vendor role by June. 2 great Leaders I worked with at ADP have endorsed my work for your review: José C. & Laurie Eckenroth White by way of LinkedIn Recommendations. Laurie is on the hunt for her next role - HR/Recruiting Executive opportunities. I bring impeccable references including from my past 2 roles. I'm a Sourcing and Finding SME with connections who can vouch for me across the Recruiting/Talent Acquisition space and eco-system. Spoken at 3 SourceCon Conferences. 1 ERE Conference. The hireEZ FRBR Conference. Soon recruitDC. I've also been helping with events for Recruiters of Utah. Please see my feed for some ideas on Sourcing that I have shared, and show-cased my advanced Boolean knowledge. Book me for podcasts/webinars etc. I have a number of topics I can cover: 1. Talent Sourcing 2. Recruiting/Diversity Equity and Inclusion 3. HR Thought Leadership 4. AI in Recruiting and How I utilize it. 5. Early Career and Intern Recruiting 6. Recruiting Implementations 7. Video/Employment Branding I'm ready for consulting/small projects/FT/contract work. I can ramp up fast and look forward to hearing from my network in coming weeks as more conversations continue. Network I appreciate you sharing this as I seek #MyNext.

OH MY GOD "Open to Work" Badge? A Call for Objective Recruitment The "Open to Work" feature aims to support active job seekers and those affected by layoffs, offering a visible signal to recruiters that these individuals are ready and available for new opportunities. However, this feature has inadvertently created a stigma, leading to unintended biases, and premature judgments about the credibility of job seekers. The green "#OpenToWork" banner was designed to increase visibility for candidates in a competitive job market. It signals a proactive approach and a readiness to engage with new opportunities. Despite these benefits, there's a growing concern that this badge can lead to negative assumptions about a candidate’s employability. One prevalent issue is that some recruiters and employers may unfairly associate the "Open to Work" status with a lack of current employment, potentially overlooking the broader context of a candidate’s situation. Layoffs, for instance, are often due to organizational restructuring or economic downturns rather than a reflection of an individual's performance or capabilities. The recruitment process must rise above these biases and focus on a candidate’s full profile. Evaluating a candidate should involve: ✅Comprehensive Skill Assessment: Review the candidate's skills, experiences, and accomplishments without bias. A detailed look at their work history, achievements, and endorsements can provide a clearer picture of their capabilities. ✅ Cultural Fit Consideration: Assess how well the candidate’s values and work style align with the company culture. This can lead to better long-term employment relationships. ✅Growth Potential Analysis: Consider the candidate’s potential for future growth and their ability to contribute to the company's evolving needs. A candidate actively seeking work may bring fresh perspectives and a high level of motivation. ✅Structured Evaluation Process: Implementing standardized assessment tools and practices can help minimize unconscious biases. This ensures a fair and objective evaluation of all candidates, regardless of their current employment status. This approach leads to better hiring outcomes and supports a more diverse and equitable workforce. In conclusion, while the "Open to Work" feature was introduced with the best intentions, its impact highlights the importance of neutrality in recruitment. By focusing on a candidate's capabilities and potential rather than making hasty judgments, recruiters can better serve both job seekers and their organizations. #OpenToWork #JobSeekers #Recruitment #InclusiveHiring #BiasFreeRecruitment #SkillsOverStatus #FairHiring #NeutralRecruitment #TalentAcquisition #EmploymentBias #JobMarket #ProfessionalNetworking #CandidateEvaluation #CareerGrowth #WorkplaceDiversity #HR #recruitment

Good morning recruiters i just wanted to to highlight something to you and to hiring managers. it is unprofessional to decline a candidate because they are nervous. In fact, as a recruiter, it's your main job to "break the ice" and make the candidate feel comfortable. This will help you get to know them better. It's not in your best interest to stress out the candidate because you want to see their true self, and you won't see that if they're tense. Remember, you're a means of providing opportunities for these people, so deal with them ethically and humanely. #humanresource #hrjobs #tipsforsucess #innovation #hiring #repost

From Helping People Find Jobs to Making Homes :) It's a perfect time to reflect on and evaluate your career at present. Are you considering a move? We're here to give people a sense of responsibility, make them feel like they belong, and help them find meaning in what they do. Good recruiters don't just find jobs; they make a difference in people's lives! Certainly! In the current dynamic work environment, Its more than just HR Operations that keep employees engaged, Its the company culture and working atmosphere. As HR Professional, our main goal should be to foster a positive culture and a delightful work environment. When employees truly enjoy their workplace, retention occurs naturally, fostering a seamless and impactful development process. Lets move beyond traditional operations and focus on building a workplace that employees genuinely love being a part of! We're actively seeking candidates for various roles, If you're interested in joining us in the coming days drop me a message before its too late +91-8050858183 #Hiring #NewYearNewJob #Recruitment #Internationalhiring #Domestichiring #BPO #Jobsearch #Careeropportunity #JoinOurTeam #EmployementOpportunity #OpenPositions #VoiceHire #CustomerServiceJobs #InboundCalls #OutboundCalls #SucessInWork #Careerclimb #CareerStrategies

What does working with our team look like? Working with our recruiting agency is one of the smartest investments you can make for your business. By partnering with our team of experts who specialize in finding the right talent in the fitness industry, you save BOTH time and money. ✨ Our agency has an extensive network and databases of qualified candidates, which means we can quickly identify potential hires who fit your needs perfectly. This drastically reduces the time you spend on sourcing and vetting applicants. Instead of sifting through hundreds of resumes, you receive a curated list of top candidates, allowing you to focus on interviewing and making the best hiring decisions. ✨ We also handle the entire hiring process, from initial outreach and interviews to negotiations. This comprehensive approach ensures that all the administrative and logistical tasks are managed efficiently, freeing up your internal resources to focus on core business activities. ✨ Financially, the cost savings are significant. High turnover rates and prolonged vacancies can be expensive, not just in terms of lost productivity but also in the resources spent on continuous recruitment efforts. We provide a streamlined hiring process, reducing the risk of a bad hire and ensuring that your new employees are well-matched to their roles, which contributes to greater job satisfaction and retention. ✨ Additionally, we offer market insights and salary benchmarks, helping you make competitive and informed offers. Our expertise ensures that you attract top talent without overpaying, balancing your budget and securing the best candidates. In the long run, partnering with us means you build a stronger, more cohesive team more quickly and efficiently. This leads to enhanced productivity, reduced hiring costs, and ultimately, a more profitable and successful business. Ready to work with us? Start through the link below! https://lnkd.in/e4wEXHt2 Staffing Fitness Team | Xan Carr Chris Weber Camille Gan Callie Brevelle Quinton Rossini Mindy Marquart Meaghan Arabejo #staffingfitness #fitness #opportunity #career #jobalert #jobannouncement #hiringnow #jobopportunity #coach #studio #groupfitness #boutiquefitness #werehiring #wearehiring #hiringnow #opentowork