Pam Bouvier’s Post

At Crowd, we don’t ask for CVs...  Instead, we aim to fill roles by first having an introductory call. “We hear stories from people coming from all around the world and what makes them interested in cultural strategy,” explains our Director, People & Culture, Alexandra Smith.  Getting people who have different ways of looking at culture is one of the things we do differently to cultivate 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹𝗹𝘆 𝗖𝗵𝗮𝗿𝗴𝗲𝗱, 𝗖𝗼𝗺𝗺𝗲𝗿𝗰𝗶𝗮𝗹 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 for our clients.  We think it means our team is pretty special, diverse and leads with consumer behaviour in mind as well as understanding and engaging with the whole person.  But don’t just take our word for it – watch our meet the team series from our 𝗦𝘁𝘂𝗱𝗶𝗼.  First up, Project Producer Olivia Penhallow shares how her enthusiasm for casting (not recruiting) and supporting people on the participant journey as a Project Producer is cultivated by her work as an actor and script writer.  Thanks to our production team Douglas Chalmers, Eve King and Jennifer Robinson for getting us in front of the camera! 

Sundays are perfect for deep work. If you've got a resume to re-tool, today's the day, and I'm sharing my tips below. ❗ Most important things: 1) Formatting -- Optimize for readability, not personality. Clarity and impact matter at the application stage. Personality matters later. 2) Content -- Spend a lot of time highlighting parallels between what makes a great CoS and what you've done, and much less time customizing it for a specific company (big time waster) 3) Context -- Answers "so what?" Say you closed a $1M deal...that's interesting, but what's more interesting is that it was the 2nd largest deal in company history and it enabled your company's expansion into Europe. BIG difference. You can check out my full post on the top 3 things that make a 5-star Chief of Staff resume on my Substack (also relevant for other roles), or just comment below and I'll DM the link to you! P.S. it gets results👇 #chiefofstaff #recruiting

We have all made hiring mistakes, and there is no need to repeat them. If you want to hear some hilarious, and true interview questions, along with top hiring mistakes, watch the below clip. Let me know your answer to any one of these interesting questions. Discover the best strategies to stop making the same hiring mistakes by attending our live, virtual workshop -- Hire Right, Fire Fast & Build Your Dream Team. Tuesday, December 3rd, 1 PM - 4 PM ET. Only $297 Registration link in the comments, along with my answer to one of the questions. https://lnkd.in/evigp5bj

Length matters… Too long and it’s painful. Too short and there’s not enough to get a feel. It’s a hard truth but length matters 🤭 I’m talking about CVs. Length matters… - too long and it can be painful to read - too short and you can’t get a feel for the candidate I don’t subscribe to the ‘must be 2-pages or your screwed philosophy’ It should be as long as it needs to be but you’re definitely looking for shorter than…Tolstoy’s War and Peace.. And longer than a postage stamp! My advice: - don’t waffle, stick to your key points - know your target role - don’t lose key points trying to squeeze into 2 pages Do you think length matters? ———————————————- Not sure of your length? Pop me a DM 😊

How do you reach 3.6 million people with a job ad? Spoiler Alert: You use your product to get out the word. This weekend I went to an MTA subway station and an announcement came on advertising some of their open roles. It stated WHY you should join and HOW to apply. With 3.6 million daily riders, I thought, what a genius way to reach a diverse pool of potential candidates. As a recruiter it had me thinking...should more companies use their ad space to highlight their open roles? ❓ Let's discuss below. #AdvicexSirStone

Imagine being hired without a CV or a cover letter. Or perhaps interviewing the company 𝑏𝑒𝑓𝑜𝑟𝑒 even applying for the role. Or offering your applicant full creative freedom during the application process. The type of creative freedom that, as an applicant, you'd spend at least 3 days panicking about, question your very existence as a creative over, and end up on a rollercoaster of an self-exploratory experience that completely changes the way you view yourself and your work. Now imagine that during the final interview that your interviewers are deeply interested in knowing how you 𝑓𝑒𝑙𝑡 while you did that creative work. Sort of like one of those nightmares when you look down mid interview and realise that you’re naked in the middle of the conference room, except the metaphor is emotionally real and you knew it was coming because you helped make your own interview questions 𝑡𝑜𝑜. You’d really have quite the imagination if you could imagine all that… because that would be a really weird way to be hired, wouldn’t it? 😅 Yours in ‘We've got a lot to share about the beautiful madness of 'rethinking recruitment', follow for more,’ Lara, The Weird Hire. About the process: https://lnkd.in/exSjJQ8d Introductory blog post: https://lnkd.in/eh_b2e7n

Common fear: “Nobody is hiring in August.” Are you sure? While some may hit pause until after Labor Day, now is the time to get ahead of the game. Let’s talk about partnerships, like my work with Draftboard. They’re my go-to for helping candidates. WHY? Because companies use this platform since some of the best candidates come from referrals. I maintain a focused list of clients—opting for quality over quantity. My inbound flow of qualified candidates often extends beyond my scope, so having another resource helps. I’ve curated a list of 117 jobs in tech, spanning various locations, sectors, and experience levels. Here’s what to do: 1. Find a position on my Draftboard that suits you and apply directly there. 2. Message me (briefly) with the job you’re interested in and why you’re a fit. 3. I’ll review your application. If it’s a match, I’ll approve it. Your application is fast-tracked to the hiring team through my HIGH score on the platform. Note: The process will differ from when we work together 1-1. You’ll go through the interview process directly with the company’s hiring team. DM me with any questions, and share this with friends who are looking! Link to the job board in the comments.

Based on the number of ~crappy~ job posts floating around out there, writing decidedly NOT-crappy job descriptions may seem like an art form. And it is, a little bit — but not in the inaccessible way of Dali or Picasso. Paul Stansik boils it down to three questions. Three questions that, if you can answer them, you're well on your way to writing better job descriptions. 1) What does this person need to do to establish immediate credibility and trust with the team? 2) What three things does this person need to accomplish within the first 3-12 months to be considered a success in the role? 3) What are the essential skills they need to hit the ground running, or what do they need to be uniquely great at to accomplish those results? Hear more about Paul's strategy for never making a bad hire again on today's episode of Becoming a Hiring Machine — link in the comments.

Watching paint dry doesn’t get you anywhere.   The same goes for anything. Waiting around for things to happen doesn’t = progress.   If your business is struggling to fill a position and failing at the same hurdle every time. Something needs to change. Waiting around for people to make decisions is only going to lose you talent.   If you’ve interviewed a 5-STAR CANDIDATE – things need to move. Fast.    Read that again.   #Interviewing #Recruiting #Hiring