PIC'D Staffing Services, LLC’s Post

𝗪𝗵𝗮𝘁 𝗶𝗳 𝘁𝗵𝗲 𝗿𝗲𝗮𝘀𝗼𝗻 𝘀𝗼𝗺𝗲 𝗿𝗼𝗹𝗲𝘀 𝘀𝘁𝗮𝘆 𝗼𝗽𝗲𝗻 𝘀𝗼 𝗹𝗼𝗻𝗴 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗳𝗶𝗻𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 “𝗿𝗶𝗴𝗵𝘁 𝗳𝗶𝘁” 𝗯𝘂𝘁 𝗮𝗯𝗼𝘂𝘁 𝗺𝗶𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 “𝗿𝗶𝗴𝗵𝘁 𝗮𝗱𝗱”? In recruiting, we often search for candidates who seamlessly align with our existing team dynamics—a “culture fit.” But after spending months trying to fill a particular role, I decided to shift my focus. Instead of looking for someone who would blend in perfectly, I started looking for someone who could challenge us, bring fresh ideas, and add something new to our culture. The result? The person we hired brought in unique perspectives that energized our team and even sparked unexpected growth. This experience taught me something valuable: Hiring isn’t about maintaining the status quo. It’s about building a team that grows and evolves. For roles that have been open a while, the answer might not be a “perfect fit”—but rather the perfect add. #HiringForCultureAdd #CompanyCulture #TalentAcquisition #Leadership #Innovation #LongOpenRoles #DiversityAndInclusion #FutureOfWork #HR #GrowthMindset

Talented individuals have choices and options when it comes to their career paths.👩💼 They can evaluate different organizations based on factors such as company culture, values, opportunities for growth, work-life balance, compensation, and more.🔃 By recognizing that talented individuals have choices, organizations should focus on creating an environment where talented individuals feel compelled to choose them, rather than assuming that they have the sole power to select the best talent.👨💼 #hiring #employerbranding #culture #amazingworkplaces #letscreateamazingworkplaces Ekta Capoor Shreyasi Raghav

Promoting from within. It's a noble act, but does it always make sense? In Senior Living, it doesn't always pan out relative to leadership roles. Why? Senior Living is a specific knowledge base, and experience to hone this knowledge base takes time. Training someone to pivot to a leadership role is not as simplistic as it sounds. Why? Senior Living often does not have the bandwidth of time and focus to train sufficiently. Often we see a current employee promoted to a leadership role and is held to the same expectations as a seasoned veteran. This can be challenging. The newly promoted employee needs time to develop into their role. Promoting a current employee to a more senior role will come with inevitable learning curves. Does it make sense to promote the employee into a leadership role if the community is challenged? Or if the community has historically struggled with the census? Usually not. Unless training and direction are at the forefront of the promotion, there will be challenges. It is unfair to the newly promoted employee if training and direction are lacking. Set them up for success and be realistic about what the role entails. If it's hard to find the right person for a leadership role, it pays off to be selective and hire the right person. Plus, promoting within is not a cure-all or always easy. We can help find what and who you need. Let's chat. #seniorliving #assistedliving #memorycare #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers #hiring #retention #executiverecruiting #frontlinehiring

It takes all types of personalities to build a thriving organization. Some people have lofty career goals with specific titles and salaries they want to achieve. Six figures by 30. CMO by 40. Retire at 55. They are driven. They have it all planned out. I respect these people. Others have no specific goals or desire to be promoted, and when the clock strikes 5 pm, they don't think about work again until 9 am the next morning. I respect these people, as well. Both types—and everyone in between—are equally valuable. Don't let anyone demonize you for being staunchly committed to your goals. Likewise, don't judge anyone for shutting their laptops at 5 pm...or 4 pm...or 3 pm. We're all wired differently. We all want different things. And no organization can thrive (or survive) without the proper balance. #culture #culturematters #careergrowth

"Finding the right talent that aligns with our values isn't just about filling a role—it's about building a team that drives our vision forward. We're committed to sourcing candidates who are not only skilled but also resonate with our mission. Join us on this journey to excellence. 🌟 #HiringForValues #JoinOurTeam #TalentAcquisition #TalentHunt #TeamBuilding #FutureLeaders #CompanyCulture #ValueDriven #CareerOpportunities #JoinUs #JobOpening #NowHiring #WorkWithUs #Careers #Recruitment #GreatPlaceToWork #EmployerBranding #WorkCulture #BusinessGrowth #TopTalent #HiringNow #EmployeeEngagement #SuccessStartsHere #InnovativeCareers #DiversityAndInclusion #TeamSpirit #Leadership #MotivatedMinds #CareerGrowth #BestWorkplace #StrategicHiring #HRCommunity #JobSearch

"Is Employee Exodus Inevitable? Unraveling the Reasons Behind Potential Departures!" Ever wondered why some employees contemplate bidding farewell to your organization? Is it a lack of recognition, unmet career expectations, or perhaps an unfulfilling work environment? Delving into the motivations that prompt talented individuals to consider leaving can unveil invaluable insights. As a leader, are you ready to decode the reasons and transform your workplace into a magnet that retains top talent?

Retaining and attracting top talent these days is tough and employers need a few more tools in the toolkit. Your employees may have other options but they are more likely to stay put when their job inspires them and connects them to their purpose, and offers them a sense of agency where they feel they're making a valuable contribution. One tool that can aid retention, is a job description for an open position that "retells the story of 'why' your organisation exists and how it dovetails with the purpose of your current team members." This can "rekindle the joy and excitement that brought current staff to your organisation in the first place." #recruitment #leadership #strategy #jobdescription #hiring #talent

💎 Ever wondered why top performers jump ship? It's not always about the money, folks! 💸 Often, it's the culture, recognition, and growth opportunities that matter. A toxic environment or lack of career progression can drive even the best talent away. 😖🏃🏻 Think about this: Are we creating workplaces where people want to stay, grow, and thrive? 🌱 ‼️ We need to focus on more than just paycheques to retain top talent. What's your take? Have you seen top performers leave for reasons beyond pay? Let's get a conversation going! 🗣️ _ Looking for a fresh opportunity or need to expand your team with top talent? Let's make it happen! Get in touch at engage@we-recruit.ch #Recruitment #TalentAcquisition #HRExperts #WorkplaceCulture #Retention

A headline from The Wall Street Journal grabbed my attention: “A Nation of Workaholics Has a New Fixation: Working Less.” Sound familiar? It's not just a trend in Germany. This sentiment is booming here in the U.S. too, and the shift is undeniable. Gen Z’s impact on the workforce has made one thing crystal clear: work-life balance is no longer a luxury, it’s non-negotiable. But here's the thing… As a hiring manager, you’re not just chasing candidates’ desires—you’re focused on finding the right fit for your culture and growth. It’s not about bending over backward but about strategic alignment. At KIP Search, we live in that space between desire and impact. Our job? To connect you with leaders who don’t just check boxes—they push your organization forward, creating lasting success. 👉 𝐖𝐡𝐚𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐡𝐚𝐯𝐞 𝐲𝐨𝐮 𝐟𝐨𝐮𝐧𝐝 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐢𝐧 𝐛𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐭𝐡𝐞 𝐜𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 𝐨𝐟 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐦𝐢𝐬𝐬𝐢𝐨𝐧? Let’s discuss how we’re tackling this evolving landscape together. ---------- Follow for more posts like this, and feel free to share with your network! ♻️ 📌 Seeking assistance with hiring for a senior-level position? I'm here to help! #ExecutiveSearch #HiringExcellence #Leadership #TalentMatch #WorkLifeBalance

Agree ??? ✨️Promotions are Crucial Factor for a Organization, not a Office Politics Game. 🚀Promotions must be based on Potential and Skills not on Personal Relations and Office Politics.✨️ 💡1. Merit-based promotions are crucial for a fair and equitable workplace. 💡2. Promotions should be based on an individual's potential and skills. 💡3. Employees must be promoted on the basis of Potential and Loyalty, not on the basis of Connections. 💡4. If an Employee is not buttering you doesn't mean that he is not Eligible for Promotion. 💡5. By focusing on potential and skills, organizations can attract and retain top talent. 💡6. Merit-based promotions also help to foster a culture of excellence and accountability. 💡7. Personal relationships can still play a role in the workplace, but they should not be a deciding factor in promotions. 💡8. Organizations should have clear performance metrics and evaluation processes in place. 💡9. Managers should also provide regular feedback to employees, both positive and constructive. 💡10. By this, individuals from different backgrounds and experiences are given equal opportunities. 🚀 Factors which must be Considered for Promotions ✨️ 🏵1. Performance. 🏵2. Skills. 🏵3. Potential. 🏵4. Alignment with company values. 🏵5. Collaboration. 🏵6. Initiative. 🏵7. Adaptability. 🏵8. Leadership potential. 🏵9. Cultural fit. 🏵10. Feedback. ✨️Follow 👉🏻 Pranav Gupta For More ✅️ #linkedin #linkedincreators #skills #employees #promotions #officelife