Željko R.’s Post

Discipline is a valuable attribute to have. Every industry needs it. Developing discipline involves consistent practice and creating habits that align with your goals. Start by setting clear, achievable goals and breaking them down into smaller tasks. Establish a routine and prioritize tasks based on their importance. Stay focused by eliminating distractions and holding yourself accountable. Over time, discipline grows stronger with repetition and determination. #discipline #practice

Factors to Consider When Hiring an IT Company:

Hiring for the present is easy. Hiring for the future is tough. Successful companies hire people who are good today AND can also be good tomorrow. It's called Future-Proof Hiring. Skillset is one thing, but how about: 1. Adaptability 2. Cultural fit 3. Potential for growth 4. Ability to learn fast Investing in your team's future pays off - higher morale, less turnover, and increased loyalty. It's a win-win-win. So, when you hire, think long-term. You're not just hiring for today, you're also hiring for tomorrow.

Why is data-driven hiring the best for people? Well, it helps you reduce the noise around hiring - no more irrelevant CVs. 👥 Build human connections by systematically finding the right people from a crowd of thousands, allowing you to focus on the things that actually matter - the person. 🎯 Truly understand the person behind the screen, rather than seeing humans as a piece of paper on a CV by allowing data to pinpoint a candidate’s strengths and weaknesses. 🧠 Make better decisions and build winning teams, not by removing the humans from hiring, but by utilising the most modern technology available. With our algorithmic matching that is completely possible. Building a high-performing team with a supportive work culture is not easy, but making sure every new hire raises the bar as well as supports your work culture is even harder. Does your business want to hire more efficiently and try the future of recruitment? Well, we are here for you. ツ

When hiring there are two lines of thinking, one that makes you a lot of money, and the other one that costs you a lot of money. What line of thinking do you implement in hiring? Would you change you way of thinking? Comment Below!!!

Prepare for growth in the 2025 financial year with Smith & Co! With new budgets in place this time of year, it’s the perfect time for your company to prioritise it’s growth. Reach out to us to discuss your upcoming projects. Even if you're not currently hiring, planning ahead is crucial, as the average hiring process can take three to six weeks. Kickstart your 2025 Financial Year hiring process by contacting Smith & Co at 1300 WE RECRUIT!

Meet Jace. Jace has no real experience in hiring. He was never a recruiter. He was never a hiring manager. Just likes to run his mouth online about things he knows nothing about in a weird attempt to get clients for his trafficking exotic birds masterclass or whatever. At Kaizen Executive Search, Inc. we couldn't give a flying fudge what you're Linkedin profile looks like & neither do our clients. & we're hiring too: Strategic Account Directors- Healthtech company looking to build out a team to expand footprint in major hospital systems. Hunters on a farm. Growing revenue, Prevent Churn, Voice of customer. New Logo Hunters- HUNTERS selling into hospital systems. Saas experience.

Do you prioritize long-term potential when hiring? The right candidate grows with the company. They are committed and contribute to long-term success. Hiring someone who’s eager to develop and advance with the company creates a stronger, more cohesive team.

Working with specialists brings efficiency and effectiveness to hiring

Inconsistency: Leaders who are inconsistent in their decision-making or behavior can cause uncertainty and erode trust among team members. Poor Emotional Intelligence: Leaders who lack empathy or emotional intelligence may struggle to understand and respond to the needs and concerns of their employees. Unhealthy Work Environment: High stress, low morale, and ineffective communication. Vague Job Descriptions: Lack of clarity about roles and responsibilities. Poor Employee Reviews: Negative feedback from current or former employees. Lack of Growth Opportunities: Limited chances for career advancement or skill development. Micromanagement: Over-controlling behavior can stifle creativity, demotivate employees, and create a tense work environment. Resistance to Feedback: Leaders who are unwilling to listen to feedback or admit mistakes can hinder their own growth and the growth of their team. These signs suggest a company may have toxic elements, affecting both current and potential employees.