Matthew Carnevale’s Post

👋 I know a lot of companies will start hiring in the new year so here's some advice to those wanting to hire Gen-Zers (because what makes sense to you probably doesn't to Gen-Z!!): → Don't be shocked if Gen-Zers ask what your office hours and protocol for working from home are. They're used to flexibility so explain why you work the way you do and how it can benefit them. → Give them a super in-depth onboarding. They want to learn, and the earlier the better. Include tasks in the onboarding process that they can tick off: people they can shadow, coffees to plan in with team members etc. Structure works. → Encourage them to ask for feedback. They might not feel that they can. → Ask them what they've achieved or built outside of work. Not hobbies, but maybe side hustles. Gen-Zers are entrepreneurial, which can be of huge value to your team. → Paint a really good picture of your company culture in an interview. They want to know if your company aligns with their own values. → Tell them their resume is a "slay." JOKING. Only do this as a last resort if you need to test them 😂😂 Good luck!! 🫡

I’m a huge believer that great team = great business. You can be selling the same product as your competitor but if you have the better team, you’ll win every time. That’s why at PurpleFire I really try my hardest to hire the best talent possible (not only from the U.S. but globally). Couple key traits I look for in new team members: • Accountable • Easy-going yet hard-working • Growth-oriented • Client-focused What do you look for when hiring new team members?

New trends Hiring for stuck Once an organization figures out a successful model, it begins to grow. And when it grows, it needs more staff. And they often hire for specific tasks and the skills that go with them. They need a person who will reliably and obediently deliver what they need right now. And that’s the foundation for stuckness. When the world changes, and it always does, the organization is filled with people who signed up for (and were hired for) a specific competency. What would happen if instead, we hired problem solvers and resilient improv artists who were willing to do today’s job because it needed to be done, but were prepared (and eager) for tomorrow’s challenge as well? Upali Muthumuni Upali Muthumuni

Regularly working a 50+ hour week Overstretched team, working incredibly hard It's difficult to ask people to add hiring to their long list of 'to do's' Hiring A-Players means you can release pressure. It's a game changer The temptation to just 'fill the seat' can be overwhelming but the fallout of hiring the wrong people can be catastrophic Take a look at my short video (link in comments) How do you make sure you hire A-Players? If you're a founder/CEO leading a scale-up and you're feeling the pressure to implement the right hiring strategy drop me a DM

Warning: Toxic Company Alert 🚨 Beware of Toxic Company/School🚨 If you're considering applying, think twice. Despite always hiring, here's what you need to know: 🔴 High Turnover Rate: Employees are constantly leaving due to poor working conditions and lack of support. 🔴 Toxic Environment: Management promotes a culture of fear and intimidation. Constructive feedback is ignored, and favoritism runs rampant. 🔴 Unrealistic Expectations: Employees are overworked and underappreciated. Overtime is expected without proper compensation or recognition. 🔴 Poor Communication: Transparency is nonexistent. Important information is withheld, and there's a severe lack of clear direction. 🔴 No Growth Opportunities: Career advancement is a myth. Promises of promotions and raises are rarely fulfilled. Protect your well-being and career. Do thorough research and read employee reviews before making a decision. Your mental health and job satisfaction are worth more than any paycheck from a toxic company. Stay vigilant and prioritize your happiness and professional growth! 🌟 Do share your Stories and make people aware of the toxicity in workplaces, #NotAlone

Indeed, something to ponder about.... obviously, if you are not hiring because of constant growth, it could be because of the work culture and environment... because there is consistent attrition... every organization needs to pause and think about the reason why their people are leaving... it could be about policies, about compensation and rewards, or even because of a bad boss... We are extremely fortunate at #Symbiosis to have a Top Management which is so considerate and people centric... and policies which are employee friendly... when I came back to SIBM Pune after 13 years outside, last year, it was such a good feeling to see so many admin staff still there, who were there in 2010-11... simply great! It means continuity, it means consistency...it means a good work environment.... something that has been nurtured in SIBM Pune, and which reflects the thoughts and principles of our Founder and Chancellor, Dr Mujumdar Sir, and Dr. Vidya Yeravdekar Mam, our Pro Chancellor... something that was also nurtured by Dr Ramakrishnan Raman, my predecessor in Symbiosis Institute of Business Management, Pune and now Vice Chancellor SYMBIOSIS INTERNATIONAL UNIVERSITY.... It is imperative that every leader does the same, and creates an environment of trust and belonging... I have tried to do this in every Institute where I have held a position of responsibility, and I believe it has worked each time.... the team that is happy, is more productive too!! #SIU #sibmpune #teambuilding #peoplefriendly #productiveteam #goodworkculture

Something to think about

A "We are hiring" post can get hooks, meaning it attracts attention and engagement, for several reasons. What are some strategies to make such a post effective?

How PrideStaff Can Help You With Proactive Workforce Hiring

Inconsistency: Leaders who are inconsistent in their decision-making or behavior can cause uncertainty and erode trust among team members. Poor Emotional Intelligence: Leaders who lack empathy or emotional intelligence may struggle to understand and respond to the needs and concerns of their employees. Unhealthy Work Environment: High stress, low morale, and ineffective communication. Vague Job Descriptions: Lack of clarity about roles and responsibilities. Poor Employee Reviews: Negative feedback from current or former employees. Lack of Growth Opportunities: Limited chances for career advancement or skill development. Micromanagement: Over-controlling behavior can stifle creativity, demotivate employees, and create a tense work environment. Resistance to Feedback: Leaders who are unwilling to listen to feedback or admit mistakes can hinder their own growth and the growth of their team. These signs suggest a company may have toxic elements, affecting both current and potential employees.