SourceLab Search’s Post

Over a third of entry-level job postings ask for three years of relevant job experience; evidently, the right candidate worked an entry-level job somewhere else for a few years and is now willing to take an entry-level job at your place? A study published in Journal of Applied Psychology found that years of experience is one of the worst predictors of performance for new hires, ranking behind 22 other selection criteria..experience is a terrible proxy for skill, much less attitude. How long someone has worked in a particular job, or field, is largely irrelevant. What matters is what they've accomplished. The same is true for attitude. Skills and knowledge are worthless when they aren't put to use. Experience, no matter how vast is useless when not shared with others. Even computers are more powerful when they are networked, and the same is true of people. Collaboration and the demonstration of a meaningful ecosystem will be a more powerful tool in the arsenal of humanity to counter the threat of job loss from AI and Machine Learning, rather than individual "experience". Those who are attempting to manage and develop talent in the workplace, please take note. #thoughtleadership #talentmanagement #humancapital

🌟 Career gaps are not barriers; they are opportunities for growth and resilience. Shortly if I ever have to I would hire individuals even if they have a career break. Embrace the strength and determination of those seeking to re-enter the workforce. Let's create opportunities for top performers. Share this post to empower job seekers and inspire hiring managers. #careerbreak #hiring #techology

As a Hiring Manager, these are the people I would hire even if they have a career break ✅ [1] People with continuous learning in the past 3+ months [2] People who show their work (Link to Dashboards, Technical posts, etc.) [3] People who clearly understand the practical application of tools in Business. [4] People who can find solutions by using AI/using the internet as a second brain. [5] People who can convey their thoughts clearly. If you are a job seeker with a career gap reading this, work towards becoming this person. 🎯 If you are a hiring manager reading this, give them a chance - they will be your top performers. 💯 Career Gap is not a bad thing. ✅ Career gap makes them strong contributors to the team as they have the strong will to get back to work. Share this post so it can reach more aspirants & hiring managers. ---------------- #careerbreak #hiring #techology

Can #AI help Hiring Managers discover all-star candidates? Our team at Conversa AI asks this question everyday. Mischa Shankerman was: ☄️ Hired as Sr Marketing Manager at Samsung Electronics America ☄️ Promoted in 5 months ☄️ Promoted again only 8 months later What do we do when we see an all-star applicant like Mischa — the kind of person who can make such a profound impact that they're promoted TWICE in their first 13 months at a large tech company? 🤐 Most of us reject them. Mischa's journey to tech was painstaking. As soon as she started applying she started receiving auto-reject emails. She saw a broken system and started networking to land a job, but Mischa is a total bad a** when it comes to marketing (and marketing herself). We can't expect top performers in all job verticals to be Mischa. But we can use #ai to find them.

10 reasons why companies need to hire entry-level talent: (and yes I mean ACTUAL entry-level = no direct experience) 1.    They bring bags of energy and enthusiasm – it’s infectious. 2.    They’re digital natives – new tech isn’t scary, they can embrace things like AI easily. 3.    They’ll get shit done – things move rapidly in their world. 4.    They’re super curious – they’ll ask your team questions which spark ideas. 5.    New generational perspectives will inspire creativity. 6.    Your hiring is low costs for high impact and great future potential. 7.    They’ve not been worn down by corporate systems – mindset blockers don’t exist. 8.    They’re fun and culture-rich – your team will get a boost. 9.    They’re used to working with low budgets and tight deadlines. 10. You’re not hiring for experience – you’re hiring for character, values and potential. I was an entry-level who someone took a chance on. You were an entry-level who someone took a chance on. If you're looking to break into a new industry/role, don't forget how much value you can bring. Hiring managers, don’t forget where you started. Any more to add to the list? #careers #entrylevel #hiring #hiringstrategy

Super interesting post and something that is incredibly important to me! Entry-level shouldn't mean incompetent or inexperienced... it doesn't account for life experience, willingness to learn and drive/ambition, all key drivers to success in the workplace! Not recruiting at "entry-level" not only reduces the chance to gain all the benefits in the post below but also: 11. Reduces your ability to knowledge share and train the future of the business and industry ⏳ - People retire/leave industry and with each colleague lost, there is an entry-level colleague who is trainable and ready to absorb and implement that knowledge! 12. Opens opportunity to develop current employees 📈 - The opportunity to be a mentor or coach offers a new "role" for experienced colleagues!

Mastering the Art & Science of Hiring In over 20 years in tech, I've learned hiring is half art, half science. Here's the steps: 🔍 Team Unity: Involve your team. Cohesion changes the game. ⏱️ Efficiency Matters: Speed up without losing quality. Fast decisions are possible. 🔄 Iterate & Improve: Monitor, analyze, refine. 💼 Culture of Respect: Efficiency and respect attract unexpected talents. It's about making an impression. 💡 Structured Wins: A clear process benefits all. Quicker hires, happier candidates. Want a hiring process that's a powerhouse? Let's chat. ---------- Hi, I’m John Montague from Executive Focus. Follow me for #hiring better, #salesandmarketing tips, and #investment strategy.

Ever thought about hiring someone without experience? It’s time to think outside the box. Recent LinkedIn data shows that 35% of entry-level jobs demand prior experience, jumping to 60% for IT and software roles. Even "0-2 years" postings often expect some exposure. But in today’s fast-paced world, focusing solely on experience can hold you back. A Harvard Business Review study found little correlation between past experience and success in new roles. With AI taking over many entry-level tasks, skills like emotional intelligence and a hunger to learn are now more crucial. 1. Moldability: Fresh hires are blank slates. No baggage, just pure potential. They're more adaptable and open to new ideas. 2. High Motivation: Newbies are hungry. They’ve got something to prove. Their energy can drive your team to new heights. 3. Fresh Perspectives: No experience means no preconceived notions. They see things differently and can offer innovative solutions. 4. Enhanced Diversity: Skipping the typical qualifications can diversify your team. Diverse teams deliver better results and outperform financially. Maximize Their Value Pair them with experienced pros. This dynamic mix sparks innovation and fresh ideas. Hire potential, not just experience. It's how you stay ahead in the game. #InnovativeHiring #TalentDevelopment #FreshPerspectives #DiverseWorkforce #FutureOfWork #PotentialOverExperience #TeamGrowth #NewTalent #WorkplaceInnovation #HiringStrategy

PSA: To all companies hiring right now, consider hiring recent college grads, entry level and career pivot candidates. Don’t underestimate how much value they can add to the organization. They’re curious, innovative, and creative. Will they make mistakes? Absolutely. But we all make mistakes. Nobody is perfect. Plan your budget accordingly. Develop a sustainable onboarding process and provide resources to leaders so they can train and help create the new leaders of tomorrow. This should be part of your OKRs and growth strategies. But this should also be part of your culture. ROI in hiring early career talent and career pivoters: - They're up to date with most of the current technology (including AI) because they're considered digital natives. - When teams are used to doing things without any significant changes - they bring innovative and creative ways which can enhance/promote growth - Early careers have demonstrated to be adaptable (specially during these past 3-4 years of crazy macroeconomic environments.) Entry level and career pivoters deserve a chance to demonstrate their value, too. #StephSynergy

I wholeheartedly agree with this message! I'm actually on a career pivot journey myself, so I can truly appreciate the value that career pivot candidates bring to an organization. Your points about curiosity, innovation, and creativity are so accurate. These attributes are often amplified in individuals making career changes, as they're eager to embrace new challenges and learn. The acknowledgment that we all make mistakes, and that it's a natural part of growth, is an important reminder. Embracing career pivoters is not just about their past experiences but about the potential they bring to the table. Your emphasis on proper planning, including budget allocation and onboarding support, is crucial. It's an investment in creating the leaders of tomorrow, and I'm glad to see this perspective being promoted. Incorporating these principles into OKRs and company culture is a forward-thinking approach. It's not just about hiring; it's about building an inclusive and innovative environment. The return on investment in hiring career pivoters is evident, as they often come with the latest technological knowledge and a fresh perspective that can breathe new life into teams. Here's to our mutual journey of transformation and to the companies recognizing the immense potential of individuals like me who are pivoting careers!