Sian Vance’s Post

If your small business is gearing up for a new hiring season, don't just fill positions—boost your future growth. Many businesses focus solely on filling immediate vacancies without considering the long-term benefits of a strategic approach to hiring. While you may have had success in the past with hiring, the post-COVID era requires a fresh perspective to stay competitive. Here's what you can do to benefit from the new wave of talent: ✅️ Embrace the fresh perspectives and digital skills of the new workforce. ✅️ Integrate the experiences of both seasoned employees and new hires for a dynamic workplace. ✅️ Invest in interns and new graduates—they’re not just filling roles but are future-proofing your business. This hiring season, don’t just onboard employees; strategically build a team that drives innovation and long-term success.

Hire for Tomorrow, Not Just Yesterday When it comes to hiring, let’s shift the focus from what someone has done to what they will do. Skills can be learned, but vision, adaptability, and drive? Those are the qualities that propel companies forward. If we hire only based on past experience, we might miss out on someone who’s ready to make an incredible impact. So let’s take a chance on potential, curiosity, and passion. Because the best hires aren’t always the ones with the most experience—they’re the ones with the brightest future. #HiringForPotential #GrowthMindset #FutureLeaders #Innovation

Late Summer to Early Autumn (August to October) is a busy time for hiring in tech companies. Here's a few reasons why: 🍂 Post-Summer Slowdown: Following the summer break, companies gear up their hiring efforts for the last quarter of the year. 🎓 Back-to-School Season: With a wave of recent graduates seeking opportunities, companies often sync their hiring cycles to tap into this talent pool. 📅 End-of-Year Projects: Hiring may speed up to fill crucial roles before the year concludes, especially for utilizing the remaining annual hiring budget. Check out Grey Matter Recruitment's website (link in the comments) to explore the exciting opportunities we're currently working on. Your next career move might be just a click away! #AdvertisingTechnology #AdTech #MarketingTechnology #MarTech #SoftwareasaService #SaaS #Tech #Opportunities #Sales #BusinessDevelopment #CustomerSuccess #AccountManagement

9 Compelling Reasons to Hire Entry-Level Talent Entry-level talent brings immense value to organisations Hiring them could be a game-changing decision Here's why: 1. Fresh Energy and Enthusiasm ↳ Bring contagious energy that can lift the mood at work ↳ Demonstrate high level of dedication & want to learn 2. Tech-Savvy and Adaptable ↳ Know the latest tech trends, platforms & tools ↳ Adapt fast to new systems or software 3. Growth Mindset ↳ Approach their roles with curiosity & eager to learn ↳ Seek feedback & continuous improvement 4. Creative Problem-Solvers ↳ Offer new, creative ways of thinking about problems ↳ Challenge the status quo, leads to innovative solutions 5. High Potential ↳ Grow into future leaders & key players in the company ↳ Build expertise and loyalty from the start 6. Resilient & Resourceful ↳ Have a can-do attitude ↳ Work around obstacles with creativity 7. Team Players ↳ Excited to collaborate with peers & learn ↳ Willing to contribute to group success 8. Purpose Driven ↳ Want to make an impact, not just earn a paycheck ↳ Go above & beyond if they care 9. Diverse Perspectives ↳ Offer fresh viewpoints, enriching company culture ↳ Contribute to a more inclusive work environment Investing in entry-level talent isn't just about filling roles— It's about shaping the future of your organisation Hiring managers—never forget where you began Give someone that chance What do you love most about working with Grads? Let me know below 👇 Thank you Ford Coleman for inspiring this post ♻️ Repost to to remind others about the value of Grads! 👉 Follow Jas for more on Careers & Growth

If you’d told me a year ago that I’d be part of a team growing a platform to connect CIOs, CTOs and hiring managers with skilled tech talent, I’d have said you were sorely mistaken. But here we are, the tables do be turning.... Being a newcomer to the talent acquisition space, the learning curve has been steep, interesting and very humbling. As someone who has hired for various creative and functional roles in the past, I thought I had a pretty solid understanding of the process, lesson number one - never assume anything.  Looking back on the last eight months, I’ve gained a lot of insights, but there are a few lessons that I see popping up in different forms, almost daily, so thought it fitting I share. 1. Talent acquisition is so much more than the well written job post and finding that perfect CV. I've come to see it as a skill that needs to be trained like a muscle - you hate going to gym some days, but you never regret it when you do, the work is always worth it. 2. Quality will always outweigh quantity, especially in a world where we’re constantly flooded with excess and told that 'more' is always better. It's not. 3. Panic hiring is a real issue and it happens more often than we’d care to admit. Breaking this cycle requires embracing real change, but many find it easier to stick with the constant discomfort of panic rather than the temporary discomfort of trying something new. We are creatures of habit, but sometimes to our detriment. 4. Building meaningful connections with a curated network can cut your hiring time and spend in half. I've seen it happen first hand and it's simpler than you think. 5. Not everything can be automated, people still buy into people. Despite being less than a year in, I’ve still got tons to learn. I’ve never been more fired up about the opportunities in this space and how the team at One Degree is working tirelessly to drive impactful change in the way people hire and work. Onwards and upwards. #TalentAcquisition #Hiring #TechTalent #OneDegreeio

Hiring managers: Are you feeling the pinch from increased workload and limited time to recruit? Take a moment to reassess your talent strategy. Sometimes the best talent might already be within your team, waiting for growth. Internal promotions can be the answer! #HiringStrategy #InternalGrowth

As we transition into Autumn and out of the summer, we’re preparing for a growth in the hiring season of the year. 🤝 Why is Autumn usually such a critical time for hiring? 🤔 Strategic Planning: Many companies tend to organise their budgets and strategies for the upcoming year. Project Kick-Offs: With Q4 around the corner, there tends to be an increase in project initiations, requiring specialised expertise and interim support. End-of-Year Push: Companies will be (or at least be!) focussed on meeting their annual targets, leading to increased demand for skilled professionals. Whether you’re a company looking to strengthen your team before year-end or a professional seeking your next big opportunity, now is a good time to start your processes. Here’s to a successful and fruitful Autumn! 🍁 #Recruitment #EndOfSummer #AutumnHiring #TalentAcquisition #BusinessGrowth

𝗛𝗶𝗿𝗶𝗻𝗴 𝗛𝗲𝗿𝗼𝗲𝘀: 𝟯 𝗠𝘂𝘀𝘁-𝗛𝗮𝘃𝗲 𝗤𝘂𝗮𝗹𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺 Looking to build a dream team? Here are 3 key qualities to seek in new hires: 𝟭. 𝗧𝗵𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝗦𝗼𝗹𝘃𝗶𝗻𝗴 𝗦𝘁𝗮𝗿 (𝗘𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝗶𝗮𝗹 𝗠𝗶𝗻𝗱𝘀𝗲𝘁): 🔹 Look for candidates who can take initiative and lead projects from start to finish. 🔹 Do they think creatively, embrace feedback, and adapt to challenges? 𝟮. 𝗧𝗵𝗲 𝗟𝗶𝗳𝗲𝗹𝗼𝗻𝗴 𝗟𝗲𝗮𝗿𝗻𝗲𝗿 (𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆): 🔹 Do they actively seek out learning opportunities? 🔹 Listen for excitement about what they've learned or what interests them. 𝟯. 𝗧𝗵𝗲 𝗧𝗲𝗮𝗺 𝗣𝗹𝗮𝘆𝗲𝗿 (𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗶𝘁𝘆): 🔹 Do they go above and beyond to help others and the team? 🔹 Listen for examples of how they took initiative or influenced colleagues positively. By finding candidates with these qualities, you'll build a strong, successful team ready to tackle anything! #hiringtips #teambuilding #dreamteam #workculture #recruiting

Top 3 Hirings Lessons you must know if your are starting your new venture Whenever you are hiring for a role, you have to be smart enough to ensure that your hiring will not lead to unproductivity in the future. A bad hiring decision will not only impact your productivity but will also decrease the morale of your team. Always remember these tips whenever you are hiring: 1. Reference: In your early stages, try to hire a workforce from a reference you know so that you have credibility from both sides. It will give you a good force but also give candidates a belief that they are going to the right place. 2. No Preset: A lot of start-ups have a preset mindset where they want only students from top colleges or an experienced candidate for the role, but this is not the right approach. Suppose you get a candidate with a good skill set and the mindset that you are looking for, but your eligibility criteria are different. In this case, you will definitely go for that candidate without considering your eligibility criteria. Always remember, when you have a good candidate for a role and you have the feeling that this is the one, go for it rather than focusing on their experience. 3. Not more than 10 days: When you take time, you might lose good things. This is one of my mantras for hiring. Don't take more than 10 days to hire a candidate because it will create doubt in the candidate's mind, and there is a possibility that the candidate will go for other opportunities. Some extra tips: -Show growth path to employees  -Hire Interns  -Development, Mentorship and Communication are the keys to a good culture  Hiring will decide your productivity so make sure that you hire the right candidate for the right place at the right time. Let's Connect Yogesh #hiringlessons #growthpath #employeestips #venturestarting

Growth and open to learn is a very good trait to carry.