Shinesty’s Post

Here’s a way to make sure that you are hiring game changer employees A client once told me that he often had to fire new employees because they just didn’t have the skills necessary to complete the work. He asked me how he could be sure that the new hire was high quality before he hired them. Here’s what I told him to do. 1. List the skills that are absolutely necessary for a person to be successful in the role 2. Ask them to grade themselves on that skill on a scale of 1-3 or 1-5. The highest number being the rating for the most advanced skill level. A 1-3 scale is for simplicity and a 1-5 scale is for nuance. I would almost always use a 1-5 scale personally but it works either way. 3. After the grade the skill, ask them to rank their proficiency with the skill in order. Why does this work? When asked to grade their skill level with a given task the prospective employee has an incentive to lie and rank themselves high because they want the job. This means they will lie about their skill level and you’ll be stuck with hiring a bad employee and when it doesn’t work out you will be back at square one which is what my client was going through. By asking them to rank their skills in order you are getting them to tell you their real opinion on their proficiency level with a given skill. The only downside to this approach is that it is relative information and not absolute. They may have been the best at a skill relative to whom they were around which is why they ranked it highly but they may actually still not be good enough to meet your organizations needs. The truth is we can never be sure the employee can do the work until we see how they actually perform in the role. But assessing their skill level like this gives you more insight into their psyche and you get closer to the truth about how they feel about their skills.

Summer's Here, But Your Hiring Shouldn't Slow Down: Tips to Stay Ahead! The summer months often bring a slowdown in many industries, and hiring can be one of the first areas to feel the pinch. But don't let the sunshine slow down your talent acquisition! Here are some tips to stay on top of hiring during the summer slowdown: 1. Leverage Partnerships: Utilize your relationships with staffing companies to the fullest potential. Allowing a strong Recruiting team to find candidates for you will free up your time to focus on interviewing qualified candidates. 2. Plan Ahead: If you anticipate needing to fill roles in the fall, start the interview process early in the summer. This gives you a head start on identifying top talent and allows you to make offers before the busy season resumes. 3. Highlight Summer Perks: Showcase your company culture and summer perks in your job postings and outreach. Flexible work arrangements, compressed workweeks, and on-site summer activities can be attractive incentives for candidates seeking a healthy work-life balance. 4. Stay Visible: Don't put your employer branding efforts on hold. Maintain an active social media presence and continue to share engaging content that showcases your company culture and open positions. By following these tips, you can ensure your hiring pipeline stays healthy throughout the summer and you're ready to hit the ground running when fall arrives. You can use the summer slowdown to your advantage and find the top talent your company needs to thrive!

Hiring Hack: Craft an Irresistible Value Proposition Clearly communicate the unique benefits and opportunities the candidate will experience by joining your company. Highlight the exciting projects, growth prospects, and impact they can make. Showcase the company culture, perks, and work-life balance to entice candidates. Emphasise how their skills and expertise align perfectly with your organisation's goals and how they can contribute meaningfully.

I hired Ana Flávia Silva as my chief of staff in March, and she did two things in the first 30 days that set her up to make a big impact now. 1. She took real work off my plate in her first 72 hours 2. She asked smart questions in 1:1s that she couldn't answer by reading a document (and still does this) When starting a new job, typical advice is often "soak up as much as possible" or "just ask a lot of questions" - I think this is wrong, especially today when companies only hire once the current team is underwater. Yes, you should learn about the business, but the best new employees take tactical work off someone's plate and learn as much as they can on their own time in the first 30 days. This way, they shift the situation fast from a new hire being more work for a hiring manager to less work. This is easier in roles like chief of staff, where you get faster exposure to the tactical and strategic parts of the business. But I think any new hire benefits from this playbook. More in this week's Personal Math post - link in comments!

This might sound *controversial* but I'll say it out louder: Top talent deserves to know what they're worth! Just like you wouldn't buy a shoe without a price tag, applying for a job shouldn't be a guessing game. Please normalize transparency during the hiring process 🙏 #hiringprocess #jobtransparency #toxicworkculture #hiringmanager #toptalent

Are we doing this hiring thing right? Is age really just a number... I attended a great luncheon today put on by North Coast Business Initiative about leading Generational workforces. The timing was great, merely for the fact I had more than one conversation this week based on age. One candidate asked if the company would consider someone over 60. 🤯 He said that he had more than one interview that got to the in-person or Zoom and was discounted due to age. Now, it could have felt that way, but one of the let-down letters said they 𝐰𝐚𝐧𝐭𝐞𝐝 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐰𝐢𝐭𝐡 𝐥𝐞𝐬𝐬 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞. When he asked me this, I was honestly floored. In so many industries, hiring is a struggle, so are we adding massive hurdles? Why would a company discount a candidate for any reason, especially age? I know folks who are 70 and can run circles around someone 40. Someone who is 60, can and will work 50 hours a week and not blink an eye. Coming from the standpoint of someone who handles what I call "blind recruiting" (I only care about the profile, not the person) it seems we should be rethinking our must-haves. And rethink who can and will do the job. #changethenarrative #ageism #rework

I've seen cases where someone starts a new job, only to discover 2 weeks in that the role has changed. Work hours, flexibility, or job duties might have shifted from what was originally discussed.  The candidate was made an offer, had certain expectations and those weren't met.  But this can have severe consequences for a company's hiring practices going forward.  Companies need to be able to give candidates what they say they will offer.  If you break trust with your team, not only will morale and engagement drop, but you will damage the hiring reputation of your company.  Word of mouth can spread quickly and people won't want to work for your company.  Employees will start to look for opportunities that align with their needs and your company will be back to square one again.  Recruiting over and over again trying to backfill previous unhappy employees.  → Increasing recruitment costs  → Increasing onboarding costs → Disrupting productivity  → Affecting strategic planning So many expenses can be reduced if you just give employees what you promised.  Thoughts? ___ Was this insightful? ♻️ Repost and share it with your network. #Recruitment #FMCG #FoodManufacturing

🦇 The hiring market is getting a little batty this Halloween season! 🎃 With so many twists and turns, finding the right talent can feel like navigating a haunted maze. But don’t fear – Express Employment Akron West is here to save the day (and your sanity)! Let us help you soar above the chaos and find the spooktacular candidates your business needs. 🧙♀️ Whether you're looking for a short-term ghostbuster or a long-term superstar, we’ve got you covered! Don’t let the hiring market give you the creeps – call us today! 🦇 #HiringMarketMadness #BattyForTalent #ExpressEmployment #AkronWest #WorkforceWizards #SpookySeasonStaffing

TODAY'S JOB MARKET: HOW DID WE GET THERE? Here's a moment from AMA Boston's "Getting Hired in 2024" livecast. Recruiting expert John Gates shares his insights about the current job market. View video highlights from the livecast at https://shorturl.at/jJIMx #recruiting #jobsearch #AMA #communications #storytelling #livecasting