Pearpop’s Post

𝗛𝗮𝗿𝘀𝗵 𝘁𝗿𝘂𝘁𝗵 𝗮𝗯𝗼𝘂𝘁 𝗵𝗶𝗿𝗶𝗻𝗴 Hiring is challenging not only because there are less skilled people in the market. It's challenging because people who hire team new team members lack the taste of good work. This applies to every domain of work, whether it's design, writing, development, or strategy-based roles. You will only hire good people if you have someone on the team who has tasted quality work. That's when we at Fueler® started helping brands in hiring, they started welcoming new team members with the high skin in the game. We don't claim to help brands hire people for every domain of work, but if you are looking for talented people from the 𝘄𝗿𝗶𝘁𝗶𝗻𝗴 𝗮𝗻𝗱 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗱𝗼𝗺𝗮𝗶𝗻, you won’t have to go anywhere else, as we believe we can help you. If your company is hiring, please tag the person we can connect with. #hirewithFueler

The best agency founders I’ve worked with always had this 1 thing in common: It was always a give-and-take relationship. I’d always learn a lot from their work to help me with my current & future clients. They’d get hours of admin saved by hiring me (humble brag 💅🏼) It’s always been more difficult when the founder is less available and I have to do everything through another person, i.e. Head of Operations. That’s why, if you plan to hire a VA, but not work with them directly, hire an exceptional HoP first.

Hiring Manager: Let's get the Job Description Out on LinkedIn and make sure we do not hire anyone! Recruiter: LinkedIn already has that feature! Hiring Manager: That's so evil! What's that? Recruiter: "EasyApply"! The Fun Part is they also will Follow our Company Page so our followers will also grow like crazy! Hiring Manager: Damn that's evil LinkedIn ... #hiring #job #fun

Have you checked out our latest open roles here? Not seeing something that fits? Drop your details on our career page to be the first to know about open roles. https://lnkd.in/dTq4st67 cc: Jackie Serviss #openjobs #openroles #nowhiring #digitalamarketing #technologyjobs #growthjobs

The product of all hiring platforms: CANDIDATES! 90% of hiring platforms disregard their candidates. Why? 1. Volume 2. Automation 3. Efficiency 4. Feedback 5. Ghosting Imagine a baker who spends all morning putting up posters and handing out flyers advertising delicious, fresh bread. 👨🍳 But when customers arrive at the bakery, they find only empty shelves and a cold oven... The baker forgot to actually bake the bread! Just like the baker needs to bake the bread, hiring platforms need to make sure the entire process works well for the people they attract. Customer activation and understanding are key for hiring platforms to succeed. Personalization builds trust, increases engagement, and leads to better matches. A platform that cares for its users attracts more users, creating a thriving community where everyone wins. At Hirebird, we've recently added Candidate Success/Activation Representatives to welcome each and every candidate to who signs up for our platform. Ensuring a successful job search for as many of our users as possible. Sign up for a platform who cares about their candidates :) #Hiring #JobSearch #EarlyCareer #Jobs #NeedAJob #Hirebird

One of the # 1 triggers that makes people look for a new role? When they feel there is "no room for growth." So, how can you get a feel for a company's development? 📌 Here are two questions you can ask: 1) Can you tell me the last time someone was promoted in this dept? 2) Can you tell me about how my manager will deliver feedback and how often we'll discuss my performance? P.S. You can preface with all these questions that you're not looking to climb the ladder immediately, you're happy to learn and grow. You're asking these questions because you'd like a long-term stay with this company and you want to make sure your goals and their vision align. 👀 How we do this here at Motion (Creative Analytics): For example, at Motion, our sales team has a defined growth plan for promotion to Account Executive. We define the progression timeline upfront in the interview process and make sure we're transparent about our reasons for this plan. ✌️ TLDR; Be upfront with your candidates! If you don't have a growth plan in place... Are you open to making one? It's okay to not know exactly when things will happen, but candidates need to know it's at least something you're willing to have an honest conversation about. P.S. We're hiring at Motion (Creative Analytics) -- 👋 Follow Libby Moyer for more. Agree? Repost ♻️ to share!

This is really good. Thank you Libby Moyer for this great post! Here are two questions you can ask your interviewer: 1) Can you tell me the last time someone was promoted in this dept? 2) Can you tell me about how my manager will deliver feedback and how often we'll discuss my performance?

Great opportunities

🌟 I've hired over 100 social media and content team members. My 5 🔝 traits I always search for when hiring: 1️⃣ Passion - they breathe, eat, and sleep in the social media and content world. 2️⃣ Self-starter - no hand-holding required. 3️⃣ Broad skillsets - I adore people who excel in one area but also possess a wide range of talents. 4️⃣ A maker - I'm all about hiring those who create and innovate on their own, even outside of a 9-to-5 job. 5️⃣ Humble team players - here's the deal, folks. No room for big egos on a social team. What traits do you look for? Share your thoughts in the comments below.

🌟 Spotting A-Players: The Early Birds Who Invest! 🚀 How do you know you're hiring an A-player? They stand out by: 🕗 Showing up early with enthusiasm. 📧 Sending thoughtful follow-up emails. 🌐 Actively exploring your website. 💪 Demonstrating a true investment in your vision. These are the gems you want on your team! 💎✨ #NPEFitness #Hiring #Recruitment #APlayers #InvestedTalent #TeamSuccess