Happy Monday!! We are so excited to announce our newest member of TPG!! Please welcome Associate Recruiter, Ava Danastorg, to our NYC Team!! #Welcome #TPG #Risetosuccess
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Is a Career Switch to Talent Acquisitions from Unrelated Field Wise? Answers: https://lnkd.in/gSRuDjST CareerSwitch #TalentAcquisition #BlindJobSeekers #HRCareer Making the Leap: Transitioning to Talent Acquisition from an Unrelated Industry Switching careers can be both exciti...
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I spent last week on the sunny French Riviera, attempting (and ultimately failing) to catch a tan. The downtime afforded me the opportunity to reflect on the week prior, when our Boston Consulting Group (BCG) Talent Acquisition team connected regionally. In North America, EMESA, and APAC, we came together and, in many cases, met in person for the very first time. Our EMESA team (including colleagues from Costa Rica and Boston) converged on London. In the evenings, we shared plenty of laughs during activities like a boat trip down the Thames and karaoke (including a group rendition of "Wonderwall"...three times...over two nights). During the day, we alternated between full-group and functional breakout sessions. As a group, we covered topics including Personal Growth, AI (in both a broader context and how we can leverage the technology within our respective TA roles), and our brand-new ATS that is set to improve the way we work and our candidates' experience. Shout out to Michael Hayden for leading the functional breakout session I was involved in, which focused on personality types. This highlighted the many different personality types we have in the group and how our diverse traits complement one another to create a great team. The topic that left the biggest impression on me was Personal Growth. I believe it’s so important for individuals within a team to understand their strengths, areas for development, HOW to grow, and how they fit into and contribute to the bigger picture — delivering for the team and supporting the wider business in achieving its broader objectives. In the past, I've spoken many times on LinkedIn about the unique challenges faced by individuals from lower socioeconomic backgrounds in navigating their careers, particularly in large corporate environments, so this session was refreshing, rewarding, and helped me focus my attention on what I need to do to take that next step. #bcg #talentacquisition #beyondiswherewebegin #london
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Great to see our very own Chief IO Psychologist, Nicola Tatham CPsychol AFBPsS joined on stage by Kallie Hudson, Early Careers Manager at Liberty Global, at IHR - In-house Recruitment #MCRLive24 earlier. The pair discussed the power of leveraging assessment data across the entire employee lifecycle - from initial recruitment to onboarding and retention. The key takeaways: 👍 Understand what great looks like before you begin 📈 Make data-driven decisions at each stage of the hiring process 👩🎓 Harness assessment data to create a personalised curriculum 🚀 Use data to consistently future-proof your programme #assessments #data #talentacquisition
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I help the best Cloud Engineers and Contract talent in the market to identify their next opportunity; and partner with firms to successfully navigate their recruitment needs | Belfast - Dublin - London | Search 5.0
The role Contractors play in Diversity 🌈 Diversity in tech is more than a goal—it’s a necessity. A McKinsey 2023 Report highlights that diverse teams are 33% more likely to outperform their peers. Did you know that Contracting can play a crucial role in enhancing diversity in your workforce? Here's how.... ⭐ Contractors offer varied perspectives, bringing fresh ideas and solutions. ⭐The flexibility of contracting attracts a wider range of candidates for inclusive hiring. ⭐You can easily access talent from different backgrounds and geographies. By embracing contractors you can create a more inclusive and innovative tech environment overall. #DiversityInTech #InclusiveHiring #ContractMarket #TechInnovation Jonny Potts Tiernan Ruddy Carol Donnelly Nick Napier Stephen Turkington
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Our DXC Dandelion Program in the UK is creating employment pathways and careers for neurodivergent individuals within the IT industry. Our latest survey revealed that: ◼ 97% of neurodivergent individuals say that small acts made them feel appreciated at work ◼ 61% said they would not feel comfortable disclosing their neurodiversity to a potential employer due to concerns it would impact their career opportunities. ◼ Only 2 in 5 neurodivergent individuals say they know how to effectively support their neurodivergent colleagues in the workplace. What can we do to create a more sustainable environment for neurodivergent individuals and help bridge the current employment gap? Read the 10 small acts you can do to support your teammates 👉: https://dxc.to/3LqQaEw
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As we embrace growth and progress, CelebratingLife Infotech’s Digihire shapes an exceptional candidate journey: Rigorous verification processes lay the groundwork for trust, ensuring the credibility of each candidate as they progress. Tailored onboarding experiences seamlessly immerse new hires into the company culture, fostering alignment with core values and collective objectives. Efficient transition mechanisms guarantee a smooth shift from verification to successful onboarding, exemplifying adaptability and swift integration. Transparent communication avenues equip candidates with crucial information, embodying openness and support at every stage. This dedication reflects CelebratingLife Infotech’s commitment to providing a thorough, transparent, and efficient experience for every candidate. #TalentScreeningServices #RecruitmentTechnology #VerifiedTalentPools #HRInnovativeApproaches #DigitalRecruitmentSystems #EmployeeBackgroundChecks #EfficientHiringProcesses
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Managing Director at Cornerstone International Group Global Strategic Leadership Advisory| C-Suite & CXO Search| Enabling Companies & Leaders Achieve Their True Potential|
#onboarding new measure to track Way back in early 80s when I joined # Glaxo ( now #GSK) I was assigned a mentor who was in very senior role but in entirety different function. He would meet me for an hour each week to check how I was doing, inquire about family, work environment and sometimes but rarely offered me tips on how to navigate. Over a period the gentleman became a very close friend and I learnt hugely from these interactions. Cut to 2024. How many organisations have a structured #onboarding program for senior executives beyond taking them to visit factories, arranging a meeting with few key people and then leaving the person to navigate on his or her. In today’s talent economy the senior talent is highly guarded and we have cases where post resignation till last day of departure enormously efforts are put in sustained manner to retain. In my opinion at least till first 6 -9 months after a senior person joins they are vulnerable and we see good number of departures during this period. The losses incurred by companies for this are enormous and the tendency is to blame everyone else - environment , employee , opportunism tendency etc rather than genuine introspection and creating the systems. What % of your new hires are departing within first 3,6,9, 12, 18,24 and 36 months can be a good matrice to track. What do you think?
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Vice President at Cornerstone International Group.Global Strategic Leadership Advisory| C-Suite & CXO Search| Enabling Companies & Leaders Achieve Their True Potential|
Good insight on onboarding, a crucial function often overlooked by companies. Companies should invest in a structured onboarding process for the first 100 days, especially for leadership roles. This will improve employee retention, productivity, help new leaders quickly align with company goals.
Managing Director at Cornerstone International Group Global Strategic Leadership Advisory| C-Suite & CXO Search| Enabling Companies & Leaders Achieve Their True Potential|
#onboarding new measure to track Way back in early 80s when I joined # Glaxo ( now #GSK) I was assigned a mentor who was in very senior role but in entirety different function. He would meet me for an hour each week to check how I was doing, inquire about family, work environment and sometimes but rarely offered me tips on how to navigate. Over a period the gentleman became a very close friend and I learnt hugely from these interactions. Cut to 2024. How many organisations have a structured #onboarding program for senior executives beyond taking them to visit factories, arranging a meeting with few key people and then leaving the person to navigate on his or her. In today’s talent economy the senior talent is highly guarded and we have cases where post resignation till last day of departure enormously efforts are put in sustained manner to retain. In my opinion at least till first 6 -9 months after a senior person joins they are vulnerable and we see good number of departures during this period. The losses incurred by companies for this are enormous and the tendency is to blame everyone else - environment , employee , opportunism tendency etc rather than genuine introspection and creating the systems. What % of your new hires are departing within first 3,6,9, 12, 18,24 and 36 months can be a good matrice to track. What do you think?
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There's sometimes a misconception that as a contingent consultant, you are placed in a role and live on an island throughout your engagement. That's not the case when working with SSi People. In order to deliver top talent to our clients, we know that prioritizing the needs of our consultants is paramount. It allows you to focus on being successful in your new role, while having peace of mind that you are being supported as a professional. That's why our People Care Center is so important. Learn more about it here - https://buff.ly/4bks096 #consultants #consultantcare #wearessipeople #peoplecarecenter
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CEO at Hoxo | Helped over 6000 recruiters from 500 agencies to win more business on LinkedIn | Host of The RAG Podcast 30k + Listeners p/m | Reached 30k connections so follow me to receive my free content!
On this week's show, I'm delighted to be joined by Josh Huggins, the founder of GS2, a global sustainability search recruitment firm headquartered in Basingstoke. The business is just over 18 months old, with eight employees. Josh shares his journey from being a professional footballer to starting his own recruitment business. After becoming the second-largest shareholder at Principal People he, alongside Simon Bliss, led the process of selling the business. He had to wait five years and faced many challenges before making the bold decision to leave and start GS2. Takeaways - Negotiating an exit from a previous company can be challenging, especially when it comes to non-compete agreements and investment decisions. - Focusing on operational billing and setting high standards can help build a strong foundation for a recruitment agency. - Investing in personal branding and leveraging platforms like LinkedIn can have a significant impact on client retention and business growth. - Internal recruitment plays a crucial role in building a successful company and finding the best talent to drive growth. - Having a clear vision and exit strategy can guide the long-term goals and direction of a recruitment agency.
Josh Huggins on driving a trade sale exit with a 5-year earn-out process!
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