Nielsen-Massey Vanillas’ Post

🔥 🔥 #remotefirst #nowhiring 🔥 🔥 Marketing Data & Insights Analyst https://ift.tt/hOMExwF 3 things to keep in mind when #job #hunting: 1. Know Your #Value: Understand what unique skills and experiences you bring to the table. Be ready to articulate them confidently. 2. Tailor Your #Resume: Customize your resume for each job #application to highlight relevant #skills and #experience. 3. #Network Strategically: Build and nurture #relationships with people in your #industry. #Networking can often open doors that a resume can’t. Note: I'm not involved in #hiring or sourcing efforts for these #roles. Please contact the #employer directly. ----------------------------------------------------- Looking for an edge in your #career? Book a #coaching session through the link below: https://ift.tt/B3Kq7UM * New Resumes * #Interview #Preparation * #Networking Guidance * Job #Search #Strategy * #Executive #Coaching * #Leadership Coaching * #LinkedIn #Optimization * #Application Support

🔥 🔥 #remotefirst #nowhiring 🔥 🔥 Senior Marketing Analyst https://ift.tt/QjneMU3 3 things to keep in mind when #job #hunting: 1. Know Your #Value: Understand what unique skills and experiences you bring to the table. Be ready to articulate them confidently. 2. Tailor Your #Resume: Customize your resume for each job #application to highlight relevant #skills and #experience. 3. #Network Strategically: Build and nurture #relationships with people in your #industry. #Networking can often open doors that a resume can’t. Note: I'm not involved in #hiring or sourcing efforts for these #roles. Please contact the #employer directly. ----------------------------------------------------- Looking for an edge in your #career? Book a #coaching session through the link below: https://ift.tt/oRkNwCf * New Resumes * #Interview #Preparation * #Networking Guidance * Job #Search #Strategy * #Executive #Coaching * #Leadership Coaching * #LinkedIn #Optimization * #Application Support

Want the best people on your team? 𝐒𝐓𝐎𝐏 telling them how many years of experience they need to get a role 🙅♀️ The other day I came across a hiring ad that listed very specific numbers, like: 6+ years of experience for this 3 years of experience for that ...and on it went. So... why 6+ years instead of 5? How do you objectively calculate this? 🤔 🤔 🤔 🤔 The idea that time automatically translates into knowledge and skills is pretty antiquated. Someone could have 10+ years under their belt and be perfectly average. And someone else could have half that and be exceptional. 𝐄𝐱𝐩𝐨𝐬𝐮𝐫𝐞 ≠ 𝐡𝐢𝐠𝐡-𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐢𝐧𝐠 It's not up to you to decide how long it takes someone to reach a certain level of performance 🧠 Instead, create a detailed profile for your ideal candidate. Describe the specific 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞, 𝐬𝐤𝐢𝐥𝐥𝐬 and 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 you're looking for. Let talented people demonstrate their abilities, regardless of how long it took to develop them. What do you think? 🙌 #talentacquisition #humanresources #recruiting #hiring #hiringmanagers #futureofwork #skillsbasedhiring #experienceisnotanumber #findyourbestpeople #candidateexperience #workplaceculture

I believe companies may be missing out on exceptional candidates by solely focusing on the number of years of experience required for a role. Former executives have shared that I made a significant impact in just 2 years as their admin assistant, surpassing the contributions of individuals with 6+ years of experience. Time served in a role doesn't always correlate with a candidate's ability to bring value to your team. #jobsearch #yearsofexperience #interviewmetrics

Our number one priority in every search is to gain a deep understanding of our client's needs. Sometimes, you might not recognize the skills and traits that could lead to the best possible placement for your vacancy. Our purpose is to help you extract this information and refine your target market so that the candidates we put in front of you are super relevant to your position’s requirements. We search differently, because we look at the world differently. Find out more here: https://bit.ly/3vTyUDB #ExecutiveSearch #Hiring #Jobs #ExecutiveRecruiter

🚨 Let's Talk Job Titles and Experience Levels 🚨 I’ve noticed a troubling trend in job postings: many positions labeled as "entry-level" require 3-5 years of experience. This is not only misleading but also discouraging for those looking to start their careers. Unfortunately, this is not happening; instead, we often see hiring influenced by connections, relatives, and politics. Entry-level roles should truly be accessible to candidates with little to no experience, providing them the opportunity to learn, grow, and develop their skills. Here’s a quick breakdown of experience levels: Entry-Level: 0 years of experience Mid-Level: 3-5 years Senior Level: 5-7 years Director: 8-10 years VP and Above: 10+ years Let’s ensure job titles reflect actual requirements and support the career growth of aspiring professionals. The future workforce deserves clarity and opportunity! #CareerGrowth #JobMarket #EntryLevel #Recruitment

Job applications aren't just about applying for the role that you want with a specific company. It's a mistake I see all too often. Do you what the best candidates do? They keep applying for roles because they are a valuable resource of information. Even if the roles have the same or similar job titles each company can be looking for different experiences, skills, and qualities. Over time you can build up a complete picture of what the ideal candidate will look like for a wide range of businesses. Use GAP analysis to understand not only your strengths but also where you have gaps in your experience or skills and plan to fill in those gaps. When applying for jobs do you do this? Or do you blindly click easy apply or cross your fingers? #applications #jobs #strategy #jobsearching

This summer, an ambitious company tried to scale up by hiring, but they hit a roadblock—the quality of candidates just wasn’t there. As they dust off their plans and get back to the drawing board this September, we’ve stepped in to help them rethink their approach. Where did things go wrong? It’s simple: Data. Here’s what we’re asking them to consider: ✅ Were they using the right data to define their role requirements? Creating job requirements without meaningful data is like cooking without a recipe—you’ll get something, but it might not be what you wanted. ✅ Did they benchmark against their top performers? These high achievers hold the key to understanding the exact mix of skills and attitudes needed to thrive in the role. ✅ How many voices shaped the job description? Gathering input from all key stakeholders is crucial. Without this, you risk missing the nuances that make a job attractive to the right candidate. This September, it's all about going beyond surface-level fixes and embracing data-driven hiring. From behavioural assessments to identifying top performers, every step must be precise. We’re helping them turn things around, starting with the foundation: the right data. How do you go about setting the requirements for a new job opening? #WeAreHiring #Recruitment #TalentAtrraction #JobAdverts #Three60

Came across this on a job post. Companies that think and message like this are much more likely to find the hidden gems when hiring. "Research suggests that 60% of those identifying as under-represented might have talked themselves out of applying due to imposter syndrome or the confidence gap. If this applies to you, feel empowered to apply for this role even if your experience doesn't exactly match up to our job description (our job descriptions are directional and not perfect recipes for exactly what we need)." #hiring #recruiting

One of my recruiter friend had already sent 5 candidates for an Entry level role Months later the hiring manager is trying to find the “fit” for them Sure finding the right fit for a role depends on the position But one thing we forget as hiring managers is that we can spot a great candidate a mile away. Pretty much a great candidate for an entry level role is someone with: ↳Grit ↳Curiosity ↳A great attitude ↳And determination. If you find someone with these attributes, it’s possible you can teach them the things they need to know over someone who has experience but a lack of excitement and energy. #middleeastjobs #hiringtalent #humanresourcedevelopment