Swoz Consulting’s Post

Do you forget to appreciate the small things in life and are always on the hunt for more? Take a Pause ⏯️ Let's appreciate the little wins and celebrate ourselves a little more. PS: We are hiring at multiple positions at Compliance Calendar ®, especially in leadership and business development roles. Let's speak!!

I look for 3 things in hiring new Team members: 1.) Character 2.) Attitude 3.) Reliability Anything else can be taught. Start with those 3 qualities, and all the lessons on the chalkboard fall into place naturally.

As a leader, there are two types of positive feedback from my team that warm my heart. One is, "I wanna be like you when I grow up" (oh, sweet Gen Z, you're so kind), and the other is, "I've never worked in a team like this before" from our new hires (last quarter we successfully onboarded four people). Our team thrives in a friendly and supportive atmosphere, where there's no internal competition but a collective drive towards a common goal. We have a deep connection and respect for each other's efforts. I truly believe that a positive team atmosphere significantly boosts productivity and job satisfaction. Happy people work better. As a team lead, I've learned a lot about maintaining this team vibe. Here are some basic principles I follow: - Love your people - Trust them - Listen to them - Support and protect them - Help them grow That's my recipe for a succeeding team. Do you have similar experiences or different thoughts? P.S. We're hiring!

The right people in the right seat is everything. We just hired a director of recruiting who helped us 10x the business. This only happened because we fired the person previously in the role. Here are 5 lessons I learned from this experience: 1. Competence does not equal right person for the job 2. Growth mindset & leadership >  just getting the job done 3. Full visibility into the operations →  better decisions 4. Hiring someone with previous experience →  new ideas to our team 5. Hire for the future. She’s overqualified and this will take us to the next level I continue to ask myself,  “do we have the right butts in the right seats?”

Give every employee your full trust from day 1. You'll find out soon enough whether they deserve it. Both outcomes are valuable. - ✊🏻 Hey, I'm Sam.  🎯 My mission: Build winning teams in scale-ups. ➕ Follow me for: Inspiration on People & Culture.

Hiring new L&D talent? Haven't done it before and are a little worried you won't get it right? Today's L&D tip looks at 5 green flags to look for hiring L&D talent. Enjoy! Neil John Cunningham #AlignLearnDo #LearningAndDevelopment #Hiring #PeopleAndCulture

Hiring someone who’s done their homework on your company and industry, and isn’t afraid to give honest feedback, is a game-changer. These candidates are genuinely interested and committed, meaning they’ll hit the ground running and make a real impact. Their deep dive into your business shows they’re proactive and ready to tackle challenges head-on. Plus, their honest feedback means they care enough to want the best for your company.

Does this track for other people? Leadership seems like the only role where knowledge about leadership isn't required and studying leadership isn't viewed as experience. On individual contributor job postings, you'll see "BS+10 years of experience, MS+8 years, or PhD+6 years". However, on 1st rung leadership/management job postings, it's "minimum of 3+ years leading a cross-functional team". When I apply to these positions, having studied Creativity and Change LEADERSHIP for 1 year as well as founding a cross-functional, cross-site knowledge management group and being the supervisor for multiple interns, I'm routinely told I don't meet the basic qualifications because I didn't have permanent direct reports. Yes, I'm personally frustrated by this at the moment. But that's NOT the point of this post. Why do we treat leadership so differently than any other skill? You wouldn't hire someone as an engineer who spent a year or two with an engineering title over someone who has a degree. So why do we do this for leadership? I'm curious to hear your take. Let me know below.

Hey Hiring Managers & Collaboration Champions! 🌟 Just a quick shoutout to all of you who get it - yes, YOU who ace the hiring game by mastering alignment and teamwork in the recruitment process. 🙌 Your knack for crystal-clear communication? It's pure gold. Sharing those nitty-gritty details of what you're really looking for makes a world of difference. ✨ And oh, your feedback? That timely, deep dive you give us to refine our search? Absolutely priceless. 🚀 Let's lay it out straight - hiring isn't a solo show. It's a full-on team sport. 🏆 For real, without your top-notch info and partnership at every step, it's super tough for us recruiters to hit the mark. Your role? It's critical. Key player-level critical in making the magic happen. So, here's to valuing and understanding the immense impact you have in this journey. 🌈 Together, let's keep making hiring victories happen! 💪

Hiring is easy. Hiring the right people is the challenge.