OdomRD Dietitian Consultants’ Post

💡 You know what team function I absolutely cannot imagine working without? In every role I've worked in within the corporate tech world - they've been a critical key player or my go-to for all things process in the hiring workflow... 👩💻 The #Recruiting #Coordination teams (aka the #RC). I think it's safe to say that this function is so much more than the scheduler behind the scenes of a company. If my #candidate is a raft, the #recruitingcoordination team sure is the river moving them along. Most of the time my RC partners are calm, cool, collected - when honestly sometimes the things they need to jump on quickly to prevent obstacles from occurring would even stress ME out! 😅 I've been lucky to lead some of the best RC teams early in my prior time at #amazonwebservices, in addition to working with the BEST individual RCs at both #amazon and #oracle. I am even luckier to say many of the RCs I've interacted with over the years, who may be in different roles/companies now, are still active mentees with me and some of the BEST #learners there are - I'm looking at you Christa Gonzalez. 😉 So just a reminder today to thank your #RC partners for doing all they can to protect the #candidateexperience. And remember that behind the scenes, not only are they pushing your candidate through the steps, comes all of the questions from hiring teams, processes RCs are asked to teach to new users, and last-minute requests that they often times have to squeeze into their already packed workloads. Could. Not. Do. It. Without. Them. #oraclehealth #technology #operations #eq #emotionalintelligence #leadwithempathy #recruitingcoordinator

Hiring managers, I'm sure by now you've heard about Noncompetes and the pending changes. There's a lot of ambiguity, but I thought this WSJ article did a great job citing Matt Marx (Cornell professor) on the roles typically affected by noncompetes: - Salespeople - Engineers - Doctors - Salon workers Connect with your HR team either way, but I hope this makes things less ambiguous if you're not hiring for these roles.

𝐇𝐚𝐬 𝐲𝐨𝐮𝐫 𝐌𝐒𝐏 𝐛𝐞𝐞𝐧 𝐥𝐞𝐭 𝐝𝐨𝐰𝐧 𝐨𝐫 𝐛𝐮𝐫𝐧𝐞𝐝 𝐨𝐮𝐭 𝐛𝐲 𝐭𝐢𝐦𝐞-𝐢𝐧𝐭𝐞𝐧𝐬𝐢𝐯𝐞 𝐚𝐭𝐭𝐞𝐦𝐩𝐭𝐬 𝐚𝐭 𝐡𝐢𝐫𝐢𝐧𝐠? 𝐆𝐫𝐚𝐛 𝐭𝐡𝐞 𝐟𝐫𝐮𝐢𝐭 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞 𝐟𝐫𝐮𝐢𝐭 𝐢𝐬 𝐫𝐞𝐚𝐝𝐲 🍎: 𝟏. 𝐋𝐨𝐚𝐝 𝐜𝐚𝐩𝐚𝐜𝐢𝐭𝐲 📈: What happens to the team when 1 or more new customers surface back to back or a teammate gives notice? Does the team's workload increase, do the customers go in backlog, or do they walk away? 𝟐. 𝐀𝐥𝐰𝐚𝐲𝐬 𝐁𝐞 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 🔍: Hire before you are ready. Why? It takes too long to hire great people by the time you NEED to. Waiting until you're in need of a hire often leads to a lengthy time to fill, rushed decisions, and suboptimal hires. 𝟑. 𝐌𝐚𝐤𝐞 𝐑𝐨𝐨𝐦 🚀: Low performers take notice. Making room means the performance of your MSP will increase, and so will your valuation. 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧💡: If you practice "always be recruiting", you will have hiring locked in. Knowing how to hire will be less time-intensive and elevate your MSP's performance, allowing room for new customers to be serviced immediately. Who wouldn't want to replace low performers with high potential employees? 𝐖𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐯𝐚𝐥𝐮𝐞 𝐫𝐞𝐯𝐢𝐞𝐰𝐢𝐧𝐠 𝐚 𝐥𝐢𝐯𝐞 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐨𝐟 𝐜𝐮𝐫𝐚𝐭𝐞𝐝 𝐬𝐲𝐬𝐭𝐞𝐦 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐬, 𝐬𝐲𝐬𝐭𝐞𝐦 𝐚𝐝𝐦𝐢𝐧𝐢𝐬𝐭𝐫𝐚𝐭𝐨𝐫𝐬, 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐢𝐚𝐧𝐬, 𝐚𝐧𝐝 𝐬𝐚𝐥𝐚𝐫𝐲 𝐝𝐚𝐭𝐚 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬? 𝐈𝐟 𝐲𝐨𝐮 𝐰𝐨𝐮𝐥𝐝 𝐥𝐢𝐤𝐞 𝐭𝐨 𝐫𝐞𝐯𝐢𝐞𝐰 𝐭𝐡𝐢𝐬 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭 𝐚𝐭 𝐧𝐨 𝐜𝐨𝐬𝐭, 𝐩𝐥𝐞𝐚𝐬𝐞 𝐫𝐞𝐚𝐜𝐡 𝐨𝐮𝐭!

Is being a contractor a benefit or hindrance? 🤔 As a Senior Systems Engineer with 25 years of experience in I.T., I have worked both full-time positions and contract roles. Recently, I have noticed that employers are hesitant to hire individuals with too many contract positions on their resume. I have been targeting fulltime employment and am running into this issue. Have you experienced this too? I am currently searching for a stable, full-time position. Retirement may seem like a distant dream, but stability in employment is another distant dream. I am curious to hear your thoughts on this topic. What have you done to navigate this challenge? Let's start a conversation in the comments below. #contractor #fulltime #employmentstability #seniorsystemengineer #ITcareer #jobsearch

I've been at Provisions Group for 2 years this week, but I've been close to folks at Provisions Group since 2013 when my twin brother started working here (he ended up working here for about 7 years). Yeah... it's a funny twin story for sure. After he left (and later pursued a career in speaking, writing, etc.), I joined. Since 2013, and before then, Provisions Group's offerings have grown, but the premise of what we do has remained the same: Connect people and Serve... I connect people to each other, people to technology, and technology to business acceleration. Explain your business goals to me like I’m in 2nd grade. Let’s drop the pretense and business jargon and make it easy for both of us to understand these 4 W's: 🚀Why? 🚀For Who? 🚀When? 🏆What's winning look like? I’ll connect Provisions Group's expert engineers and architects, cutting edge solutions, and design to your vision to enable velocity and growth to your business and team. Keep it simple. Keep it local. Work with Nashville's #1 one-stop-shop partner for Dev, Data, Cloud, Network, Security, Compliance, CRM, and staffing. Send me a note and let's talk about how we might serve. #nashville #technology #appdev #dataanalytics #azure #AWS #GCP #networkengineering #security #compliance #salesforcepartner #ITstaffing

We’re proud to announce that we are once again a Certified Great Place to Work in the U.S. and the Philippines. Every week, team members say things to me like, “I waited a year to get hired at Peak Support.” Most of our candidates come from referrals. We get so many applicants that we only accept 1 in 50. So I know our team members recommend us to their friends. I know we’re an employer of choice. But this certification is still an important recognition, and it provides us with critical feedback. It’s not as easy to be a Great Place to Work as it was a couple years ago. In the last six months, we’ve had layoffs for the first time as clients pulled back or shifted roles offshore. That creates stress and tension throughout the organization, which is clearly reflected in lower scores than we’ve received in previous years. I know this is happening throughout the industry, because I monitor Glassdoor rankings closely and I’ve seen them drop at Peak Support and every other BPO I track. So this 2024 certification holds special meaning. Here are a few of the highlights: 🙌 97% 𝐨𝐟 𝐔𝐒-𝐛𝐚𝐬𝐞𝐝 𝐭𝐞𝐚𝐦 𝐦𝐞𝐦𝐛𝐞𝐫𝐬 say that people at Peak Support are treated fairly regardless of race, gender, age, or sexual orientation, 93% say "I can be myself around here” and 90% say management is approachable. 🤗 90% 𝐨𝐟 𝐨𝐮𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐬𝐚𝐲 𝐭𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐟𝐞𝐥𝐭 𝐰𝐞𝐥𝐜𝐨𝐦𝐞 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭 𝐭𝐡𝐞𝐲 𝐣𝐨𝐢𝐧𝐞𝐝 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲, that customers would rate our service as “excellent,” and that they are treated as a full team member regardless of their position. 💙 87% 𝐨𝐯𝐞𝐫𝐚𝐥𝐥 𝐚𝐫𝐞 𝐩𝐫𝐨𝐮𝐝 𝐭𝐨 𝐬𝐚𝐲 𝐭𝐡𝐞𝐲 𝐰𝐨𝐫𝐤 𝐡𝐞𝐫𝐞, and 84% say they want to work here for a long time. We are reviewing the data closely and looking at all the areas where we didn’t score as high, so we can figure out areas to improve. I have to thank Bianca Lazaro and Jonathan Steiman for thinking about company culture from Day One, when they sat down and outlined our core values before doing anything else. Thanks to all of our team members, who show up every day for our clients. And finally, thanks to our managers, team leads, and others who take culture seriously and show up every day for the team members who rely on them.

Companies are increasingly turning to workers who are abroad to replace laid off U.S. employees. For example, Google recently cut hundreds of core workers and moved jobs to India and Mexico. To find out if companies are replacing laid off U.S.-based employees with offshore employees, in July, Resume Builder surveyed 600 business leaders involved in decisions to terminate employees at companies that had layoffs in the past year. Key findings: - 30% of companies with recent layoffs replaced laid off U.S. employees with offshore workers - 24% of companies with recent layoffs plan to terminate and replace U.S. employees with offshore workers in 2025 - Customer service, tech positions were most likely to be taken over by offshore workers - A quarter of companies that engaged in this practice replaced 50% or more of laid off U.S. employees Full write-up: https://lnkd.in/e9PC5kAS

❓ Have you received one of the following cryptic messages ❓ ⭕️ "After careful deliberation, the team is considering other candidates whose background and experience more closely alight with the overall qualifications." ⭕️ "We have received and reviewed your resume and wanted to inform you that at this time we will not be moving forward with your candidacy." ⭕️ "After careful consideration and review of your application, we have decided to progress with other candidates for this role." ⭕️ "Your application has been assessed by our recruiters and after careful consideration, we are moving forward with other candidates at this time." Those are all real responses to roles I have submitted for. Roles that align with my qualifications. Sometimes I'm applying for roles at companies I've previously worked at, for positions I have previously held. Sadly, I know I am not alone in this experience. I see many talented individuals with comparable or greater experience than me also receive rejections for roles they could easily do. Hiring is very broken at the moment. If I apply for roles I'm qualified for, I'm competing with hundreds (or even thousands) of people. If I apply to a role a little too senior or a little too junior based on my experience, I'll receive the canned response saying they are looking for candidates "whose background and experience more closely alight with the overall qualifications." It's especially hard to be rejected from roles that you are over-qualified for, without even having an opportunity to talk to a human to explain why I am applying for that role. To those currently on the hunt for a new role: I see you, I understand you, and I feel your frustrations. The range of emotions you are feeling are valid. #recruiting #hiring #opentowork

It’s been 4 months since I left my perm Ops role for a voluntary sabbatical. I’m NOT retired. The plan is a 2025 return to work as a contractor for hire. If you anticipate burst support for any Ops or programs work, please reach out. Let’s compare notes. As for the sabbatical, many ask what keeps my busy. See my 2024 Sabbatical Bucket List. It’s kept me focused and productive. It’s been fun checking the completion boxes. No regrets. My book will be available this November on Amazon.com. I summed people management experiences and tips for others’ benefit. Too many top performers become people managers without having the necessary skills and are left unprepared to play this role. My book will help – especially those on point to write 2024 annual reviews. I’ll publish the book URL here once it’s ready. It hopefully plugs a content gap between HR guidance and real-world scenarios managers should expect to field with direct reports.

I do a lot of vendor evaluations in my work. I’ve started to consider each company’s policy towards hybrid and WFH in my evaluations. For example, Amazon is now requiring RTO five days a week. Many of their best people have left, are leaving, or are talking about it. Supabase remains committed to fully remote teams. As a result, they have excellent talent all across the world. While this is not a critical aspect I evaluate, it is one that stands out as a signal for the opportunity each organization might have over the next five years. I suspect this favors companies like Supabase in the long term. How does a vendor’s stance towards WFO vs WFH affect your perception of them?