Siddharth Patel’s Post

WHO ARE WE ❓ We have created a model which provides the 360 recruitment process whilst allowing you to keep a close eye on that recruitment budget and bottom line. Our goal was to create a world which would allow businesses of any size to utilise recruiters to build strong performing teams. ⏰ Permanent & Temporary positions 💻 A remote model to spend more time with our partners and candidates 💷 No fee unless a placement is made 📅 Capability basis retention period on permanent placements We hold a strong portfolio of driven, qualified and experienced individuals. We learn and understand what it is they are looking for in their next role. Is it; 🗺 Geographical 💷 Financial ✏ Developmental 🤝 Cultural 👷♂️ Career change We build and maintain a strong relationships to ensure we are always providing a seamless journey for our partners and candidates. We do not set out to get in the way or replace your current strategy or plan but become and additional arm to your recruitment process or division to ensure you have full visibility of the market. 70% of candidates are passive which means job ads only hit 30% of the market. Utilising our model and allowing us to headhunt will allow you access to a much larger candidate pool. Interested in learning a little more? Let's schedule a coffee or chat 💬

👋 I know a lot of companies will start hiring in the new year so here's some advice to those wanting to hire Gen-Zers (because what makes sense to you probably doesn't to Gen-Z!!): → Don't be shocked if Gen-Zers ask what your office hours and protocol for working from home are. They're used to flexibility so explain why you work the way you do and how it can benefit them. → Give them a super in-depth onboarding. They want to learn, and the earlier the better. Include tasks in the onboarding process that they can tick off: people they can shadow, coffees to plan in with team members etc. Structure works. → Encourage them to ask for feedback. They might not feel that they can. → Ask them what they've achieved or built outside of work. Not hobbies, but maybe side hustles. Gen-Zers are entrepreneurial, which can be of huge value to your team. → Paint a really good picture of your company culture in an interview. They want to know if your company aligns with their own values. → Tell them their resume is a "slay." JOKING. Only do this as a last resort if you need to test them 😂😂 Good luck!! 🫡

The Exit Five team has grown from 3 to 5 people today We hired for the following positions 1. Head of Content (Danielle Messler) 2. Operations Assistant (Anna Vermillion) It's still early, but I have a great feeling about both. I spoke to both (before they started) and got that feeling. When you know, you know. What's funny is that we weren't supposed to hire anyone this year, but we went and hired two people 😅 Which taught me a couple of lessons about hiring ➡ Hire when you have channels that are working We have community, podcast, newsletter, and LinkedIn (to name a few). It's impossible for one person to take them all on and make them great. These hires allow us to divide parts of the business between us and go deeper. ➡ Ride momentum Things are good right now. We're coming off a record month in pretty much every area of the business. And, since I started in Feb, things have been consistently getting better. We're leaning into our success and doubling down when the iron is hot. ➡ Don't hire someone to 'figure it out' for you No matter how experienced a new team member is, I don't think you should ever expect them to figure it all out. They are another player on the team and should simply be adding to the brainpower. It's not about putting them on their own specialized island and 'giving them the keys'. --- That's all. I'm super excited about Danielle and Anna starting today. It's a special day here at E5 🙂

Picture 1: Number of Hiring Posts on LinkedIn Picture 2: Actual Hiring Via Such Posts

What do you think about this hiring process? Is it ideal? Is it a good move? Are smart hard to work with? I will love to hear from you. Share your thoughts below.

There’s 0 point in reposting job opportunities that have disparaging hiring processes. It’s the equivalent of me recommending a great restaurant in a shitty neighborhood. (And one could argue the neighborhood makes the restaurant not-so-great) Everyone has the “opportunity” to go sky diving over a beautiful landscape but if the parachute provided to you malfunctions then the “beautiful view” won’t matter. What is functional are respectable (not perfect) hiring experiences paired with aligned opportunities. The owness is typically on the applicant to “stand out” but standing out in dysfunction somehow adds to the dysfunction more than it corrects it. The dysfunction will then demand more from the people without ever demanding more from itself. It attempts to qualify people who are already qualified by getting them to create a spectacle (in shit)…which only proves they are overqualified. (p.s. Not to mention the person who “stands out” in the company is usually the one made redundant. So lets not promote a habit that gets punished later.) (p.p.s Don’t you just love my analogies)

There is a clear ageism in some organisations when it comes to permanent hiring. I am talking about discrimination against middle-aged profiles due to a false belief that they lack the energy, drive and hunger to be successful. Yet, ironically, when recruiting for an exec interim, these organisations tend to hire experienced, middle aged execs. These interim exec roles are often more demanding than permanent exec roles, and require energy, drive, and hunger. Can anyone explain this?

🌟 Refer a Friend and Get Rewarded! 🌟 Know someone who'd be a perfect fit for any of our current vacancies? Refer them to us and get rewarded when they're hired!🙌 Don't miss out—help us find top talent and earn amazing rewards! For more details, check out our referral scheme.👇 #ReferAFriend #HiringNow #Recruitment #TalentSearch

I've been taking a lot of interviews as we're constantly expanding our team. Here are 6 things that will actually help you get in a good company: ✔️ Results > responsibilities. ✔️ Prepare, prepare, prepare. ✔️ Research the company beforehand. ✔️ Get more clarity - know why this role. ✔️ Don't rant about your past workplace/boss. It's like a first date. Will you go on any date? Will you rant about your ex? Will you go there without preparing? Don't try to be someone you're not. You have to be your authentic self, or this isn't going to work. These were my top interview tips. Feel free to add more in the comments :) Also we are actively hiring across multiple roles at Growthic

🌟 Refer a Friend and Get Rewarded! 🌟 Know someone who'd be a perfect fit for any of our current vacancies? Refer them to us and get rewarded when they're hired!🙌 Don't miss out—help us find top talent and earn amazing rewards! For more details, check out our referral scheme.👇 #ReferAFriend #HiringNow #Recruitment #TalentSearch