The Hiring Advisors’ Post

Marry the purpose, date the plan. In a great company, the grand purpose is known by all in the company. How the purpose is fulfilled can be tweaked depending on the team members serving the company at the time. Each employee brings different talents and ways of thinking in how they serve the company. #Purpose #Plan

It's Friday (🙌🏻), and thoughts are turning to weekend plans. I came across a hero rider of mine (Jack Moir 🦸) in the GiF section of all places. I enjoy following his ups and downs on YT 📺; his new riding season in Europe is about to begin 🛫. Like "Moi Moi" maybe you are about to launch your next campaign and have the desire to reach the top step 🥇 for your team's performance, too🧐. Embarking on a new recruitment campaign 📣 is like setting out on a mountain biking event —enthusiasm and anticipation are equal measures. I haven't forgotten that I rode a bike before - this will be "easy" 😌. Ideal candidates ready to fall out of your CRM, your favourite recruiter's pocket, the ever-reliable SEEK advert or "I'm hiring 🙋 LinkedIn share post." As is often the case, when the "rubber has hit the road", you discover the obstacles ahead 🪨. Each turn and bump ahead represents the unpredictable challenges🎢 of finding the right talent when your industry peers desire them too. Or you don't really know 🤷🏻 what the market for talent seeks in a career opportunity ℹ️ 👀 to refine or adjust your game plan - "What's in it for me" 🧐 As seasoned bikers adjust to the terrain, we adapt strategies ♟️ like recruiters to navigate these obstacles smoothly and effectively. We cover the brakes ⚠️ and adopt a strong stance to be ready and agile 🤺; before that, we've done the preparation work 💪. Book your Discovery call with me next week 📆📲 https://loom.ly/p33wPWk My goal is to make the business of finding talent achievable ✔️. Anyone saying it's easy is kidding you - you must be prepared with a plan 🗺️. →to keep you balanced with clear communication 🗣️ →moving forward ( search strategy /timelines 🧭 ) →ensuring that you reach the peak 🚠 with candidate engagement 🫶🏻 no matter how rugged the path 🐐. #hiringstrategy #lean #agilesearch #marketfeedback#results #medtechsearch

Recruiting isn't just about filling seats. 50% of your culture is your talent. Your job description? → It's not a PDF, it's a story. Your LinkedIn posts? → They're not updates, they're invitations. Every touchpoint is a chance to make someone fall in love with your mission. Even if a candidate isn't a fit right now? They could become your biggest brand ambassador. Or refer you to your next superstar hire. Stop treating recruiting like a transaction. Start treating it like a relationship-building motion. (Motion (Creative Analytics) pun totally intended 😉) Now, for all you job seekers out there: The same rules apply. → Every interview is a networking opportunity. → Every rejection is a chance to leave a lasting impression. → Every conversation could lead to your next big break. Got rejected? Learn from it. Exit gracefully. Keep those doors wide open. Because that "no" today? It might lead to a referral or a "yes" tomorrow.

I wanted to share a bit about why I’m passionate about helping companies find the right talent. It’s not just a job for me; it’s about making meaningful connections. When it comes to matching candidates with companies, it’s like solving a puzzle. I love getting to know what makes your company tick, what your team values, and what kind of person would thrive in your environment. It’s more than just finding someone with the right skills; it’s about finding someone who fits into your culture and shares your vision. Convincing you to trust us with your hiring needs isn’t about fancy sales pitches. It’s about showing you the dedication and care we put into every search. I’m here to make your life easier, to take the stress out of hiring, and to bring you candidates who can truly make a difference. So, if you’re looking for a team that is genuinely invested in your success and loves connecting great people with great companies, let’s chat. I’m excited to see how we can work together to build your dream team! Hope you all have a great day!

Is your business looking to hire a few good people this year? Here are 5 helpful tips to ensure your next job posting finds the perfect candidate to join your team.

One of the most common questions we get asked is: "Can you connect me with the Hiring Managers/Recruiters in your network?" While it seems logical for many that there is a service that provides you "access to hidden roles" or "access to a network," In this video, we discuss why that is neither feasible nor true. So someone selling you an "access" to either hidden roles or a secret network is marketing under false pretense.

As a young boy, my parents frequently told me "Don't speak to strangers" and "Don't ever talk about money." I expect you've also heard these yourself and perhaps others? Neither of these well-intentioned messages we carry into adulthood are ever going to help a Business Development or Sales Professional excel in their role! Not to mention how they are going to make the individual feel about themselves when essential behaviors critical for success in their sales role, clash so strongly with the deep-seated messages instilled in us at childhood. Sometimes the well-intentioned programming we received as children can be counterproductive, and especially in sales roles. It was only when I realized this that my sales career took off, as then I could understand, reconcile and manage the deep-seated childhood messages that had previously held me back. As a hiring manager, if you want to exclusively hire genuine sales leaders, you might like to consider delving deeper to better understand the psychology of each person you hire. For instance, what motivates them, what holds them back and critically how robust is their self-perception and belief? Also consider when they are working in your actual team, using your systems, your tech, interacting with your customers and within your unique culture, how will they fit in? Is the fit strong enough for them to perform at their best and be happy enough to stay loyal long term? If you need to make predictably stronger hires, I'd be happy to share some insights.

As a young boy, my parents frequently told me "Don't speak to strangers" and "Don't ever talk about money." I expect you've also heard these yourself and perhaps others? Neither of these well-intentioned messages we carry into adulthood are ever going to help a Business Development or Sales Professional excel in their role! Not to mention how they are going to make the individual feel about themselves when essential behaviors critical for success in their sales role, clash so strongly with the deep-seated messages instilled in us at childhood. Sometimes the well-intentioned programming we received as children can be counterproductive, and especially in sales roles. It was only when I realized this that my sales career took off, as then I could understand, reconcile and manage the deep-seated childhood messages that had previously held me back. As a hiring manager, if you want to exclusively hire genuine sales leaders, you might like to consider delving deeper to better understand the psychology of each person you hire. For instance, what motivates them, what holds them back and critically how robust is their self-perception and belief? Also consider when they are working in your actual team, using your systems, your tech, interacting with your customers and within your unique culture, how will they fit in? Is the fit strong enough for them to perform at their best and be happy enough to stay loyal long term? If you need to make predictably stronger hires, I'd be happy to share some insights.

A concept most organizations fail to wrangle.. Assigning your job opening to multiple staffing agencies = you don't care about how the market perceives your company. Because sending mixed messages discourages A-players from taking interest. Example: A highly qualified candidate gets a call. They’re intrigued about your opportunity. Then, bam! Another call comes in about the same job, but with a completely different story. Now they're confused, doubting everything, and you've just turned an A-player into a hard pass. You can’t afford that. One clear message, one solid pitch—consistency is king. Don't let your brand take the hit. Think smarter, move strategically, and get it right the first time. Partner with a specialist headhunter who's an expert in your market and will be your brand ambassador. Attracting the right people starts with creating a direct, no-nonsense vibe. Show your ideal candidate how you do it better than everyone else, can challenge new hires in all the right areas, and are the best place to level up their career.

As a young boy, my parents frequently told me "Don't speak to strangers" and "Don't ever talk about money." I expect you've also heard these yourself and perhaps others? Neither of these well-intentioned messages we carry into adulthood are ever going to help a Business Development or Sales Professional excel in their role! Not to mention how they are going to make the individual feel about themselves when essential behaviors critical for success in their sales role, clash so strongly with the deep-seated messages instilled in us at childhood. Sometimes the well-intentioned programming we received as children can be counterproductive, and especially in sales roles. It was only when I realized this that my sales career took off, as then I could understand, reconcile and manage the deep-seated childhood messages that had previously held me back. As a hiring manager, if you want to exclusively hire genuine sales leaders, you might like to consider delving deeper to better understand the psychology of each person you hire. For instance, what motivates them, what holds them back and critically how robust is their self-perception and belief? Also consider when they are working in your actual team, using your systems, your tech, interacting with your customers and within your unique culture, how will they fit in? Is the fit strong enough for them to perform at their best and be happy enough to stay loyal long term? If you need to make predictably stronger hires, I'd be happy to share some insights.