Why it's important not to rush when negotiating an offer and how companies should start thinking about hiring Heads of Product, in this this week's RFS Report.
Recruiting from Scratch’s Post
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Ever noticed how everyone says 'hire slow, fire fast' but still gets it hiring wrong? Here is what most founders do: They talk to 2-3 candidates a week over a couple of months, focusing on two or three at a time. Then, they hire the first person who's a fit for the role. Here’s how we do it: 👇 We talk to all 15-20 candidates in a single week. Then, we move qualified candidates through the hiring stages in cohorts. ➡ That way, we usually end up with 2 or 3 people that are a fit and can pick the best one. Ok..we're compressing the hiring process, big deal. Why is that such a stark difference?! 🤔 Here's why: 1. Clear Comparisons: We see all our candidates side by side. This clear contrast helps us to push out the bad apples fast & easy. 🔓 But the biggest unlock: Often you talk to candidate # 13, and that person shows you what "good" REALLY looks like 2. Faster Process: Moving candidates together speeds things up. In a market where good people go fast, this is key. 3. Fairer Decisions: Interviewing one by one can skew your view. Seeing everyone at once keeps things level. So, next time you hire, it might be worth it to give that method a try 🤓
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Improving the performance and results of recruiters and hiring managers through Diversity, Equity and Inclusion training, eLearning and advisory services.
"Not the right fit" is costing your recruitment business thousands in lost fees. 💸💸💸 45% of you who completed my poll told me it was the leading reason for candidate rejection. This is wild but not surprising. Based on my experience, this is almost entirely due to hiring manager bias and preference (and possibly inadequate job briefs, but that is a separate post). We can moderate, control, and even mitigate this with the proper training and tweaks to hiring processes. Yet you probably still feel DE&I isn't your cuppa-T ☕ So.....I have a challenge for you👇🏼👇🏼👇🏼 🚀 Over the next six months, write the total value of every single lost fee due to a 'fit' mismatch. 🚀 Even if you repeat the recruitment process again and eventually place a candidate, it's still lost revenue, so get it on the board. 🚀 Have a running total of the amount of lost revenue to each desk & the business If the number is eyewatering, and it probably will be, and you want to do something about it, let's crack on with some training. #BiasIsCostingUsBigBucks #PreferencesImpactBottomLine #TheSecretToPreventingLostRevenue
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Growing up, my Dad used to always tell me "if you fail to plan, then you plan to fail." That saying is apparent more than ever when executing searches for businesses backed by PE. Unlike many search firms, we intentionally plan our response to any of the events that may happen throughout a search. Finalist candidate taking a competing offer Everyone's favorite candidate withdrawing mid-process Low response rate No candidate interest in relocation/commuting when it's required Compensation misalignments The list goes on...these types of obstacles happen on many searches. However, when they do, we take pride in showing up with a plan on where to pivot to achieve the outcome we all want (which is a great hire). Because just hoping that any of those obstacles will change without a behavior change aint a strategy!
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🚀 Boost Your Hiring Process: 5 Tips for Finding the Right Talent 🚀 Finding the perfect candidate for your team can be challenging. Here are five tips to streamline your hiring process and attract top talent: Craft a Compelling Job Description *Highlight key responsibilities and required skills. *Showcase your company culture and values. *Use clear, concise language to attract the right candidates. Utilize Multiple Recruitment Channels *Post on job boards, social media, and your company website. *Tap into employee referrals and networking events. *Leverage professional networks like LinkedIn. Screen Candidates Effectively *Use pre-employment assessments to evaluate skills and fit. *Conduct structured interviews with standardized questions. *Check references to verify past performance. Offer Competitive Compensation *Research industry standards to offer fair salaries. *Provide benefits that matter, like health insurance and flexible work options. *Consider offering professional development opportunities. Create a Positive Candidate Experience *Communicate clearly and promptly throughout the hiring process. *Provide feedback, whether positive or negative. *Ensure a smooth onboarding process to set new hires up for success. By following these tips, you can enhance your hiring strategy and build a strong, effective team. Happy hiring! #HiringTips #Recruitment #TalentAcquisition #HR #JobSearch #CareerAdvice #F1Talent
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Podcast Host | Recruitment Specialist | Managing Director at 2M Employment Solutions 💥 Top 1% LinkedIn Recruitment Professional 💥 Executive Search Provider 💥 Job Board Advertising Services 🎯🎯🎯
Avoid this common hiring mistake!!! 🤔🙄🤔🙄🤔🙄🤔🙄😥 When you are desperate for extra staff, do not think anyone is better than no one. Making a bad hire is a sure-fire way to bring 😫 to the workplace! You risk wasting time, money and resources, as well as losing out on the expertise that the role should bring. Not to mention the potential for lower team morale and a drop in productivity. To ensure success, invest in finding the best people for the role, And then take the time to get to know your candidates - it's worth it! _____________________________________________ I'm Mike I'm a recruiter who helps employers to find great people for their teams. I also help great legal, marketing and sales professionals find their next opportunity. DM me if you'd like to discuss how 2M Employment Solutions can help you. Or follow me for career/hiring tips and advice 🤩🤩🤩
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Imagine this: Your company spends months scouting for the perfect hire. Another few years investing in their training. Just as they blossom into the talent you knew they could be, they ask for a fair wage. And what happens? The company balks at the idea. Instead of valuing loyalty, they pour those potential raise dollars into a recruitment agency. Their mission? To find someone 'new' with less understanding of your unique culture and challenges. Ironically, this newbie often ends up costing more than if you had just valued your original star. The moral? The 'cheaper' option is not just about money. It's about respect. Pay people what they're worth. It's genuinely the better investment.
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Why you should give more of a sh*t about 'time to hire' than you do ⏳ It tells a business a tonne about how good (or bad) they are at hiring. For example: A lengthy time to hire (time-to-fill, more accurately) across an organisation suggests; - you’re unable to attract enough of the right candidates - you don't know what you're looking for - your Op/Ex is through the roof - you have a poor process - your CX probably sucks - you're bad at this Not the most in-vogue metric, but perhaps it should be. Anything I’m missing people and talent folk?
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The end of the year will be here before we know it, and there is plenty to accomplish to ensure you end the year on a high note. Discover why direct hire could be the key to achieving your goals before the year ends.
Why Direct Hire is Key to Year-End Success - The Express Blog
https://expresspros.blog
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The end of the year will be here before we know it, and there is plenty to accomplish to ensure you end the year on a high note. Discover why direct hire could be the key to achieving your goals before the year ends.
Why Direct Hire is Key to Year-End Success - The Express Blog
https://expresspros.blog
To view or add a comment, sign in
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The end of the year will be here before we know it, and there is plenty to accomplish to ensure you end the year on a high note. Discover why direct hire could be the key to achieving your goals before the year ends.
Why Direct Hire is Key to Year-End Success - The Express Blog
https://expresspros.blog
To view or add a comment, sign in
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