Nikolas Chapoupis’ Post

"We'll know it when we see it." Not a great hiring strategy and you'll inevitably waist your time, your candidates' time and your recruiter's time if you're working with one. You're also setting your team up to make emotional hiring decisions. Instead, take the time before you start hiring to get clear on these things first: - Why do you need this hire? - When do you need them by? Spoiler alert: yesterday isn't an answer. What's the date where not having this hire becomes detrimental to your business? - Who do you need? What performance and experience history does the right candidate need to have in order to be successful and produce results? Until you know the answers to those questions, you're not ready to hire.

Not happy with the way hiring is coming along? There are a lot of areas that could be bottlenecks. Evaluating and making shifts can be confusing and daunting. And while you’re trying to figure it out, time is being wasted. Don’t risk your talent acquisition process. Partner with someone who can guide you every step of the way. The result? ⭐️⭐️Hiring smart, confidently and quickly.

You don’t want to be on either end of this frantic call: “Someone gave notice and we need a replacement hire ASAP!" Panic Decisions = Bad Decisions. When you're scrambling, good judgment flies out the window. You might rush into a bad fit that creates more problems down the line. Quality Takes Time. Finding the perfect person shouldn't be a two-week sprint. Thorough hiring processes ensure long-term success. GrowthWise is your partner in proactive hiring. We help you build an "ongoing hiring engine" as well as take the time to work with you to design a hiring process and candidate profile that meets your long term needs. This means: --> Planning Ahead: We anticipate your needs and keep a talent pipeline flowing. --> Quality over Quantity: We focus on finding the right person, not just filling a seat. --> Forget the "resume slinging" of the past. We believe in building lasting relationships with both clients and candidates. Ready to ditch the panic? Let's chat.

💡 If you're interviewing someone, and have ANY doubts about the candidate's fit - then DO NOT make the hire 💡 (This goes against the perception of recruiters trying to "get a deal at all costs") BUT the short term pain of missing a hire is nothing compared to the long term pain of making a mis hire.   One of the biggest mistakes we see leaders make is making a hire due to external pressure.   This could be:   ❌ A boss pushing one of their contacts 💰 An investor pushing a referral 🌿 The internal talent team pushing a direct applicant 😡 Even an external recruiter pushing one of their candidates   Do not fall into that trap – if you know deep down that candidate is not right for you – DO NOT let external pressure force you to make a mis-hire.   You might feel like you’re letting your boss down, letting an investor down but that short term pain is so much better than the long-term pain of making a mis-hire. Anyone had this pressure applied to them in the past?! -------- We have created a simple 6 point scorecard to help you objectively assess candidates EXCLUDING things like skills and personality. If you want it then just let me know or drop scorecard in the comments.  

Think more resumes gets you better results when hiring? Think again. Companies digging through a bigger haystack looking for needles means hiring teams are spending valuable time sifting through unqualified candidates, adding costly delays to the hiring process. More candidates in the pipeline is the illusion of success. Real success looks like cutting down on time and resources spent on the hiring process, while finding the right fit with a deeper alignment between the candidate, role, company, and values. 👉 Follow Handprint for insights on inclusive hiring practices. #HireBetter #FutureofWork #QualityOverQuantity

We know exactly what we’re looking for with this hire. The hiring team has been trained on the specific core competencies they’ll be focusing on when they interview candidates. We also have a structured debrief process that helps us make a final decision confidently and quickly. We don’t have time to waste and need your help in finding the top 5 candidates we can interview. This was part of a conversation I had onboarding a new client. ➡️ Everyone on the team knew the ideal profile and what the flexibilities were. ➡️ Everyone on the team knew their specific role in making the right hire. ➡️ Everyone on the team was responsive and available to get this hire made. The result was an offer made and accepted 2 weeks later. Unfortunately this is a rare situation. Your open role doesn’t need to sit open for months. The result is ❌lost revenue ❌mounting frustration ❌wasted resources It all starts with the need to hire. Slapping a random job description together, posting it online and hoping the right candidate will come along can extend the time to hire considerably. When the hiring team is in alignment from day one, you can hire quickly. If you’re unsure of what your ideal hire looks like or are making constant edits throughout the hiring process, pause and fix the inconsistencies. Take control of your hiring process. Not sure how? This is when partnering with a talent advisor can make the process easy and guide you every step of the way to ensure you’re making the right hire for the team. Create smart hiring processes. Make smart hiring decisions. #hiringmanagers #hiresmart #hiring #interviewprocess #buildhire #results

I believe that in a good IT company, the main value is not even the product, but the people. A close-knit, professional team of people can achieve any foreseeable goal by creating new products and improving existing ones. I think that the importance of HR in companies is underestimated, because HR is not only engaged in hiring employees, but also in maintaining teamwork, team cohesion, and ownership of problems. Often, it is the HR team that sets the tone for the interaction of employees and departments in the team. And I would put HR work as one of the most necessary, important and paid jobs, because only HR with the support of middle managers can and should monitor the working condition of employees, identifying and preventing possible conflict situations, encouraging and stimulating the work of both individuals and departments as a whole. Kristina Golovko

Recruiters and hiring managers LOOOVE to ask why you left your last job and why you hopped from job to job. They don't love to answer what happened to the employee that did the job you are interviewing for. It's time to ask tough questions to hold the employers accountable and identify toxic cultures before you find yourself in one. #recruitment #hrtech #culture Inspired by a reddit post

Avoid this common hiring mistake!!! 🤔🙄🤔🙄🤔🙄🤔🙄😥 When you are desperate for extra staff, do not think anyone is better than no one. Making a bad hire is a sure-fire way to bring 😫 to the workplace! You risk wasting time, money and resources, as well as losing out on the expertise that the role should bring. Not to mention the potential for lower team morale and a drop in productivity. To ensure success, invest in finding the best people for the role, And then take the time to get to know your candidates - it's worth it! _____________________________________________ I'm Mike I'm a recruiter who helps employers to find great people for their teams. I also help great legal, marketing and sales professionals find their next opportunity. DM me if you'd like to discuss how 2M Employment Solutions can help you. Or follow me for career/hiring tips and advice 🤩🤩🤩

Let's talk about the hiring process. How long should it take? 🤔 My opinion... 2 stages max. If you're taking longer than that and still struggling to hire, it's time to take a hard look at your process. Here's why: ❗️ Longer processes can show a lack of commitment to the candidate and an inability to make decisions. This can turn off top talent, who are in high demand and don't have time to waste. ❗️ Longer processes also increase the chances of losing top talent to competitors. If you're not moving quickly, someone else will. ❗️ Prolonged hiring processes can also give your company a bad reputation in the market, leading to a negative impact on your future hiring efforts. The facts speak for themselves. Did you know that 64% of candidates who have a negative hiring experience will share it with their friends and colleagues? And even worse, 27% of them will actively discourage others from applying. 👎🏻 In the competitive world of recruitment, word travels fast. So don't let a negative reputation hurt your chances of landing top talent. Simplify your process and create a sense of urgency. After all, it's a candidate-short market, and they won't wait around for you. ⏰ Let's make sure we're putting our best foot forward and creating a hiring process that's efficient, effective, and get's the job done. #Recruitment #Hiring #TalentAcquisition #Efficiency #CandidateExperience #CactusRecruit